How do companies implement strategic, cultural, safety or other non-financial performance criteria into bonus plans without incurring adverse votes from investors?
KMP Report No. 18 : 2016 AGM Season Proxy Advisor Views
Egan Associates has prepared a summary of 2016 institutional investor and proxy advisor views for your reference.
LTI Plan Features
Egan Associates provides an overview of long term incentive plan features for the year that has passed.
Avoiding LTI Performance Hurdle Disputes
Egan Associates discusses the detail required when documenting long term incentive plan performance conditions.
Does EPS Market Practice meet Board and Shareholder Expectations?
Egan Associates examines the pitfalls of the commonly utilised equation for earnings per share growth and questions whether shareholders understand their ramifications.
Are EPS Targets Ambitious Enough?
Are the targets for EPS hurdles within the long term incentive plans of Australia’s top companies set high, low or about right? Egan Associates investigates.
Top 500 Executive Bonuses in 2015
Egan Associates examined data from 2015 annual reports to investigate how an executives’ bonus level varies based on their fixed remuneration and industry.
Clarity in Remuneration Reports: Common Problem Areas
Remuneration reports convey an enormous amount of information to shareholders and it’s important that they are as clear as possible. Egan Associates identifies some common problem areas we encounter during our data collection and analysis.
Analysing the Remuneration of Top CEOs
The best performing CEOs over five or more years have lower remuneration packages than other CEOs, offset by much larger accumulated shareholdings.
Influencing Culture Through Remuneration
With regulators threatening to more closely scrutinise corporate culture, Directors will be looking to exercise all of the levers in their control to influence its development, including remuneration.