2016 has been the year of the high-profile strike, with the list of companies receiving an adverse remuneration report vote reading like a who’s who of corporate Australia.
2016 – A Year of Renewal and Development
2016 has been eventful for Egan Associates, and 2017 is shaping up to be even more so.
Offering a “Reasonable” Remuneration Package to Key Executives
When hiring new talent, an important decision is how much and what form of remuneration to offer the prospective hire.
The Agenda – December 2016
The Agenda is our must read summary of issues concerning Boards of Directors and Government.
Remuneration Governance – Boards at Risk
An increasing number of remuneration committees are limiting their requests to benchmarking rather than seeking remuneration recommendations. This is a trend that concerns Egan Associates.
Four lenses for benchmarking long term incentives
Long term incentives (LTIs) are the most complex and least understood element of executive remuneration. We describe and compare four simple ways to look at the value of LTIs offered to executives.
Five years of the Two Strikes Rule – The Good, the Bad and the Ugly
Five years after the introduction of the two strikes rule, it’s a good time to reflect on the legislation’s effectiveness in ensuring reasonable executive remuneration.
The Agenda – November
The Agenda is our must read summary of issues concerning Boards of Directors and Government.
Remuneration Report Trends: 2016
Egan Associates takes a detailed look at the remuneration reports of Australia’s top companies and identifies key trends.
Non-Financial STI Performance Measures: Avoiding Shareholder Voting Backlash
How do companies implement strategic, cultural, safety or other non-financial performance criteria into bonus plans without incurring adverse votes from investors?