Proxy statements are required to disclose compensation information for their named executive officers (NEOs) or “top five” executives. In most cases this consists of the CEO, CFO, and three other most highly compensated executives.

This analysis benchmarks the total direct compensation levels of your company’s executives against the top five executives of the peer group. Total direct compensation captures the primary elements of pay, consisting of base salary, annual bonus, and long-term incentives.

The report will feature an executive summary of findings, an outline of your company’s existing compensation program, a description of the methodology and data sources used, and your company’s compensation against peers at each quartile. Furthermore, it will provide an in-depth analysis of each peer company’s compensation, segmented by pay component and either the officer function or pay rank.

This report benchmarks total compensation levels and pay practices of your company’s non-employee directors against those of the peer group. The following topics are covered:

The report will include an executive summary of findings, your company’s current compensation program, the methodology and data sources, and your company’s compensation versus the peer group at each quartile.

Carried interest refers to the equity ownership level in a company, including actual shares owned and outstanding equity holdings, both vested and unvested. Conjointly, executive stock ownership guidelines are often established to ensure that senior leaders maintain a meaningful stake in the company, aligning their long-term interests with those of shareholders.

This report will cover both carried interest ownership levels as well as stock ownership guideline design.

Companywide share usage and potential dilution measure the rate at which company is issuing shares and the potential cost to shareholders. Monitoring these metrics is vital to preserving shareholder value and maintaining a balanced approach to equity distribution. This report will include the following analyses:

This report covers executive annual incentive (or bonus) and long-term incentive (LTI) design, including:
Executive incentive plans align the interests of top management with shareholders by offering financial rewards for achieving specific performance goals. Proper plan design ensures that management prioritizes and focuses on strategic objectives that drive growth and value.

Change-in-control (CIC) and severance arrangements provide executives with pre-determined compensation and benefits in the event of a significant change, such as a merger or acquisition, and/or their termination. A well-structured arrangement creates stability and reduces the risk of leadership disruption during transitional periods.

This report covers executive severance arrangements in connection with a change-in-control (CIC) and in the absence of a change-in-control (non-CIC), including: