Pay Governance LLC is an independent firm that serves as a trusted advisor on executive compensation matters. Our work helps to ensure that our clients' executive rewards programs are strongly aligned with performance and supportive of appropriate corporate governance practices.
Do companies set appropriately challenging goals in their incentive plans? How does a compensation committee determine whether management is recommending challenging goals? How important are earnings guidance and analyst expectations in goal setting? Read More
At a recent Chief Human Resources Officer (CHRO) conference, two private equity firms’ operating partners observed that executive compensation programs in each and every company in which they invested had to be completely overhauled. “Of course,” quipped one CHRO, “all you need to do is grant large, upfront stock options as a one-time long-term incentive, and you don’t worry about pay after that.” Read More
Virtually all large U.S. companies provide long-‐term incentives (LTIs) through equity-based awards, which provide economic alignment with the Read More
Publicly traded companies are required by the SEC and the stock exchanges to obtain shareholder approval when such companies seek to implement a new long-term equity plan or increase the share reserve pursuant to such plans. Read More
Ashley Meischeid is a Consultant in the Philadelphia office of Pay Governance. Ashley assists with various aspects of executive compensation, including management and outside director compensation assessments, peer group analysis, and development and compensation practices and trends. Ashley works with a variety of clients in the public and private sectors, including energy services, financial services, manufacturing, pharmaceuticals, and higher education.
Ashley graduated from Franklin and Marshall College with a degree in Environmental Studies and Geology.
Pay Governance LLC research shows companies that set challenging goals for executives outperform those that do not.
“The conventional perception that compensation committees approve easy target goals for their executive incentive plans in order to maximize payouts is incorrect based on our research,” said Pay Governance Managing Partner Ira Kay.
Click here to read the article.Pay Energy©, a new proprietary assessment tool developed by Pay Governance LLC, helps companies consider the “drive, discipline and speed” inherent in current programs and in alternative designs that may be evaluated.
“The fundamental philosophy of executive compensation is to ‘attract, retain and motivate’ a talented management team. So it’s concerning when you hear incentive awards are just put in desk drawers until plans mature,” said Pay Governance managing partner John England.
Click here to read the article.The Harvard Law School Forum on Corporate Governance and Financial Regulation shares post from John Ellerman, partner, Pay Governance.
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