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.
Eric Marquardt is a Partner at Pay Governance. He specializes in executive and director compensation. He has worked with a wide variety of leading public and private companies on executive and director compensation matters. His clients include Fortune 100-ranked companies as well as a number of the nation's largest private and foreign-owned companies. Eric's work focuses on designing and implementing executive pay strategies, developing performance metrics, and designing and managing stock and cash based short- and long-term incentives. He often develops solutions working in conjunction with both senior management and the compensation committee of the board.
Prior to joining Pay Governance, Eric served as the Director of Executive Compensation for Merck & Co. and managed the Silicon Valley (Santa Clara, CA) office of another leading consulting firm.
Eric has been a frequent speaker at professional organizations such as NASPP, Conference Board and World at Work.
Eric earned an M.A. degree in industrial relations from Michigan State University and a B.A. degree in business administration from the University of Michigan.
Incentive plans have the potential to drive executives towards achieving superior results for their companies and investors. At the same time, real and perceived risks in these programs can either blunt the potential drive of management or encourage excessive risk taking. A key goal in well-designed executive incentive programs is to motivate executives to take the actions necessary to achieve strong results for shareholders while mitigating the motivation to take excessive risks. Continue reading →
If current legislation and SEC rulemaking stand, one big story in public company executive compensation during the 2018 proxy season will be the disclosure of the “CEO Pay Ratio.” Beginning for reporting periods starting on or after January 1, 2017 (spring 2018 proxy filings), companies will be required to disclose the median of employee pay excluding the CEO, CEO pay, and the ratio between the two. Continue reading →
Please click the attached newsletter to see an opinion survey that we developed along with the NYSE. We had more than 300 responses to this survey. For more information, please contact us by clicking here.
A potential new trend in securities litigation has plaintiffs seeking class action status and “appropriate damages” and asking the court to prevent the shareholder vote, particularly on Say-on-Pay or Share Plan requests, due to alleged misleading and incomplete proxy disclosures. … Continue reading →
A new Equilar report featuring commentary from Pay Governance and Donnelley Financial Solutions analyzes the compensation discussion and analysis (CD&A) section of S&P 100 proxy statements over the last five years. With the average CD&A reaching nearly 10,000 words, the report revealed key strategies in how companies design and communicate pay practices by using alternative pay graphs, checklists and other visualizations that help draw investors to the most important information.
To be redirected to Equilar and download a copy of this important report, click here.
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October 4, 2016
Pay Governance Adds New West Coast Partner
Matt Quarles has joined the firm as a Partner. In this role, Quarles is responsible for working with clients across industries on a wide range of executive compensation issues. He will be based in Los Angeles and has nearly 20 years experience in the executive compensation consulting industry.
Pay Energy®, a new proprietary assessment tool developed by Pay Governance
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.