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Executive Compensation
Executive Rewards: Getting Total Compensation Right
The rewards being provided to executives are subject to greater disclosure and scrutiny — it's critical to deliver the right total program at the appropriate value.
At the same time, compensation committees must be able to provide defensible rationales for the components and magnitude of executive compensation programs.Our practice focuses on complementing the work of your internal and external advisors. We bring a quantitative approach to our processes, even in areas that have traditionally been difficult to quantify. We also maintain a keen focus on quality and compliance, whether we're looking at initial program design, refining an existing program, or comparing a program to your peer group.
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Executive Compensation Services Overview
Beginning with the 2018 proxy season, companies that issue proxies to shareholders will be required to disclose the pay ratio — the ratio of CEO pay to the pay of the median-paid employee in the company worldwide. Pay is defined as annual total compensation, which includes the increase in actuarial liability of any pensions as well as the value of any new equity grants or awards. At October Three, we truly understand the data and are experts at calculating the many elements that go into the compensation of each employee such as differing pension benefits and stock options.
Employee Benefit Communication Services
You work hard to ensure that your employees have good benefits packages but too often, employees can get lost in the details. Misunderstood and underutilized benefits cost you and your employees' time, effort and money. The good news is that there are creative ways to effectively communicate pensions, benefits and other reward programs.
Our Executive Compensation Perspective
Stay up to date with the latest in defined benefit plans with our expert insights. From market updates, to retirement plan management tips, to regulatory news, we've got you covered.
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