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Boards Set to Resume Raises for Leadership Roles
By Agenda | Sep 5, 2023 | Read more
Partners Dan Laddin and Matt Vnuk were quoted in Agenda’s recent article discussing Director Pay research. Dan and Matt discuss the growing demands of Board leadership roles and the potential increase of retainers. They mention that lead director pay has moved a little more aggressively than board chairs but some boards are reluctant to address below-market pay for individual roles as it could cause the company to stand out for the wrong reasons. Generally, directors need to know the increase is reasonable from a market perspective.
Discretion in Incentive Plans: Taboo or a Must?
By Bank Director | Aug 31, 2023 | Read more
Partner Kelly Malafis, Principal Mike Bonner, and Principal Shaun Bisman shed light on how discretionary incentive plans can enhance pay and performance relationship when used correctly. Discretion provides the compensation committee with the flexibility to make decisions that reflect the overall performance of the bank while considering the impact of external factors on performance results and strategic accomplishments that may not lend themselves to formulaic assessments. They suggest every bank should consider if there is a role for discretion in their plans to optimize alignment between pay and performance.
Say on Board Pay? New Settlement Offers Lessons on Director Comp
By Agenda | Aug 28, 2023 | Read more
Partner Matt Vnuk and Associate Kyle White were quoted in Agenda’s recent article discussing Tesla’s recent board compensation settlement. Tesla’s board of directors recently agreed to turn over $735 million and make their non-employee director compensation contingent on an annual vote from unaffiliated shareholders. The concessions are part of a proposed settlement to end claims that directors “grossly” overpaid themselves. They mention that as a best practice, directors should strive to compensate themselves in line with other similarly sized companies, which is likely to result in less “push back”. Directors do not want their compensation to be a distraction to the organization.
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In today’s environment, compensation committees and executives want to ensure their executive compensation advisor is intimately familiar with the company’s organization, business objectives and strategic challenges, as well as available to provide independent advice.
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