CCSI - Centre for Communication and Social Impact’s Post

This article on executive compensation highlights some suggestions to change our appproach to long-term incentives. Very relevant ! "Given that time-vesting restricted shares are assumed to have a greater certainty of value when compared to performance-based long-term incentives, the Green Paper solicited comments on whether the grant date value of restricted share awards need only be set at discount of 50% or more of the targeted value of performance-based long-term awards." #TR2050 #execcomp https://lnkd.in/emawSpJy

"Recognizing the role of incentive compensation in aligning team efforts with company objectives is important. This is particularly relevant for administrative positions, which play a key role in the efficient operation and success of small and medium-sized enterprises (SMEs). Learn the basic steps to aligning incentive compensation with your strategic goals in our latest article. https://buff.ly/3VtCoGY #IncentiveCompensation #BusinessCoach #SmallBusinessTIps"

Global Governance Advisors Senior Partners Arden Dalik and Peter Landers recently reflected on the changing structure to executive compensation in recent years in an OpEd published by the Calgary Herald.   With only 10%-25% of a CEO’s pay made up of base salary and the remaining 75%-90% made up of at-risk incentive pay tied to company performance, the pay to performance linkage has been strengthened in recent years, with an even more interesting trend being observed in the performance criteria that determine whether or not those huge at-risk portions are realized by the executive as things are not just tied to share price performance.   While metrics like safety have been included in executive performance scorecards for years, well-governed companies are now linking pay to non-financial metrics such as diversity, equity and inclusion (DEI) improvements and environmental, social and governance (ESG) initiatives. This is to ensure companies are linking CEO and executive pay to issues that are becoming more important to their investors.   At any single point in time an executive has multiple short and long-term pay elements that are affected by their decisions and actions. This has been designed to create balanced, fiscally and socially responsible decisions that create long-term value and sustainability for their organization.   Ultimately, compensation is more complex in today’s world, but is being set that way for the right reasons.   Read more here: https://lnkd.in/e6XEKxCV

Why not to be afraid of (all) consultants reason #3: Cost/Benefit A common gut reaction when hearing the word consultant is simply 'we don't have the budget for that'. Most likely this reaction is based on an actual bad experience where many (many) thousands of dollars were spent on a consultancy firm with little to no benefit realized. I won't try to sweet talk it, this is a potential risk. But I'll repeat, don't let that risk scare you off from finding the right consultant for the right situation. The right relationship with a consultant is a win-win situation. When you enter into that relationship with clear goals and an understanding of what success looks like, the benefits for your organization will likely far outweigh the costs. The following case study is an example of a company realizing substantial direct cost savings (billable work) working with an external consultant, but even more importantly the project set them up for future growth (a non-billable benefit): "We are better positioned to attract and retain team members and grow our business domestically and internationally". https://lnkd.in/gW5hnyCD

What is #Compensation Plan? My research. 🎯 #Outsource IT #Today What is a compensation plan? A compensation #plan refers to the structure and arrangement of financial rewards offered by an organization to its employees in exchange for their services. It https://lnkd.in/gEeU4yxk #adviceguru #technology

Senior executive pay can be a complex area. 💬 Navigate the route to a positive outcome for your business by focusing on communication and accountability around their compensation packages with your C-suite. 📈 See more here. 👉 https://hubs.li/Q02j9qzb0 #EquityCompensation #GlobalSharesAcademy 🎓

Employer of record services can significantly reduce upfront and ongoing costs associated with global expansion, offering a more cost-effective alternative to legal entities. Explore the financial advantages: https://lnkd.in/e9BYMAYU

You should have a compensation strategy that enables your rewards investment to drive a real return. Learn the 5 elements every effective pay strategy includes. https://hubs.ly/Q02BwR1M0

You should have a compensation strategy that enables your rewards investment to drive a real return. Learn the 5 elements every effective pay strategy includes. https://hubs.ly/Q02BwQ9D0

We are happy to share some insights about Unit4 drawn from our 2023 Total Compensation Management Value Index, which assesses how well vendors’ offerings meet buyers’ requirements. Read more here: https://bit.ly/3zYzRcp #TotalCompensationManagement #HCM #Report