Any changes to long-standing executive pay rules-regardless of whether they concern taxes, accounting, or regulations-raise questions and uncertainty about whether they will lead to wholesale changes in how executive pay is delivered. Read More
Current Pay Governance Viewpoints
Diane Lerner and John R. Sinkular
John R. Ellerman
While U.S. companies are addressing the new requirement to report CEO pay ratio statistics to shareholders, U.K. companies are now required to report statistics on the gender pay gap. Such reporting is mandated for no later than April 4, 2018, and the reporting must occur on the company's public-facing website and submitted directly to the government using its dedicated online reporting service. Such reporting is in direct response to the U.K. Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Read More
John R. Sinkular, Joshua Bright and Phil Johnson
Talent retention is one of the executive pay program's most important objectives. In order to minimize situations when retention is an issue with the pay program-rather than one of its characteristics-it is important to ensure the core elements are well designed and operating effectively. A strong pay program foundation includes target pay opportunities at market-competitive levels, incentive plans understood by participants, and payouts commensurate with performance. Read More
As we approach the 2018 proxy season, a key change for companies will be the first publication of the CEO Pay Ratio as mandated by the Dodd-Frank Act of 2010. Companies will begin publishing CEO Pay Ratios in proxy statements in early 2018. Read More
Team Member Highlight
- Maggie Choi Consultant | San Francisco
- View Articles by Maggie Choi
Maggie Choi is a Consultant in the San Francisco/Silicon Valley office of Pay Governance. She has over 10 years of consulting experience and has deep expertise directing a variety of projects, including: executive and outside director compensation assessments, short- and long-term incentive plan design, shareholder value transfer/dilution analyses, pay-for-performance and internal equity modeling, and severance/change-in-control liability calculations. Additionally, Maggie consults on a variety of corporate governance issues and is actively involved in tracking regulatory developments and analyzing the voting practices of key proxy advisors. Maggie’s clients include U.S. and global public, private, and pre-IPO companies across the retail, high-technology, and financial services industries.
Prior to joining Pay Governance, Maggie worked in the Executive Compensation & Total Rewards practice at Willis Towers Watson for two and a half years. Prior to that, Maggie was a consultant in the Transfer Pricing and Valuations department at PricewaterhouseCoopers LLC for two years.
Maggie graduated from the University of California, Berkeley with a B.A. in Economics and also completed extensive coursework in the areas of Finance, Organizational Behavior, and Strategic Planning and Implementation.