Compensation Committee and Board Advisory Services
Shareholders, the media, the public at-large, and politicians have put a spotlight on decisions made in the boardroom. The scrutiny and sensitivity around corporate governance is at an all-time high. In this environment, it is critical for Boards of Directors and Compensation Committee members to have access to independent, unbiased advice on executive compensation and related matters.
Exequity is uniquely qualified to provide independent advisory services to your Compensation Committee and Board of Directors. Our consultants have vast experience working directly with Compensation Committees of some of the world's largest, most successful companies.
We are completely independent—free of any conflicts that could potentially cloud objectivity. Our practices reflect the importance we place on independence; for instance, in situations where we are engaged by the Compensation Committee, we have made it our policy to provide only executive compensation services to the company, ensuring no conflicts of interest or perceptions of bias. This enables us to work directly with the Committee/Board in collaboration with management to produce executive pay recommendations that are truly aligned with the best interests of the business and its stakeholders.
Our Compensation Committee and Board Advisory Services include:
- Education of Committee members on executive compensation issues and trends;
- Implementation of Board and Compensation Committee “best practices” in governance;
- Development of compensation philosophy and guiding principles;
- Selection of compensation comparator groups;
- Identification of compensation trends within and across industries;
- Identification and resolution of technical issues associated with executive compensation plans, including tax, legal, accounting, and securities rules;
- Addressing “stealth” areas of pay such as retirement income, SERPs, severance, change in control, benefits, and perquisites;
- Analysis of inter-relationships of all pay programs, ensuring that the “big picture” is always considered; and
- Addressing other related areas such as providing a rigorous process for CEO performance evaluation, succession planning, and committee performance evaluation.
