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
Current Pay Governance Viewpoints
Ira T. Kay, Steven Friedman, Brian Lane, Blaine Martin and Soren Meischeid
John D. England and Jeffrey W. Joyce
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
John R. Sinkular, Eric Marquardt and Jack Marsteller
Virtually all large U.S. companies provide long-‐term incentives (LTIs) through equity-based awards, which provide economic alignment with the Read More
John R. Ellerman
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
Team Member Highlight
- Chris Brindisi Consultant | Dallas
- View Articles by Chris Brindisi
Chris Brindisi is a Consultant in the Dallas office of Pay Governance advising U.S. and global clients on a wide range of executive reward issues. He has over 10 years of experience in the design and development of executive, non-executive Director, and broad-based employee remuneration programs. Specific areas of expertise include designing short and long-term incentive plans, conducting competitive compensation analyses, and advising companies on their corporate governance practices. Clients with whom Chris has worked include both public and private companies in the pharmaceutical, life sciences, utility, chemical, financial services, and industrial sectors.
Prior to joining Pay Governance, Chris was a Consultant in Towers Perrin's executive compensation practice for six years. In addition, Chris worked at Citigroup as a Senior Manager of Compensation for four years where he led year-end planning, incentive plan design, and compensation communication activities for a number of business units.
Chris holds a Bachelor of Science degree in Labor and Industrial Relations with a minor in Sociology from The Pennsylvania State University.