north america Articles

Proposed Tax Bill Retains Some Provisions that Impact Exec Pay; Here’s What You Should Know

The tax overhaul bill being debated in the US Congress would make changes to the tax deductibility of performance-based compensation for named executive officers, including the CFO. Follow our client alert to stay informed on how the bill affects executive compensation as the legislation moves through Congress.

Radford’s Approach to Valuing Equity Compensation

Designing effective equity programs is one of the most important roles for human resources and compensation professionals. But before companies can design an effective equity program they need to gather market data and have a common methodology for valuing that data.

The Story of How We Helped One Client Put Their CEO Pay Ratio into the Right Context

A recent engagement with one of our medical devices clients highlights the importance of putting your CEO pay ratio into the right context against the right set of peers. Read our latest case study to learn more about how your company can tell its CEO pay ratio story in 2018.

In the UK and US, Performance Share Plans Appear Due for a Makeover

A handful of companies in the UK have traded in their performance share plans in favor of restricted stock with lower maximum payout levels and longer vesting and holding periods. In some cases, these moves even include executives. Now, the question we must ask is will this movement gather enough steam in the UK to jump across the Atlantic to the US?

New SEC Guidance Will Make Calculating Your CEO Pay Ratio Easier, But Don’t Relax Yet

After months and months of waiting, the SEC finally published updated guidance on complying with its CEO pay ratio rules. Specifically, the staff provided clarification on reasonable flexibility with respect to statistical sampling, identifying contractors and making reasonable estimates in calculating elements of the median employee’s compensation. Our latest client alert covers all the details you need to know.

Nine Ways Innovative Life Sciences Companies Build and Sustain Cultures of Success

Many of the world’s most innovative and successful life sciences companies trace their achievements down to one key factor: building enduring corporate cultures. We spoke to HR leaders at five of today’s highest-flying biotech firms to learn the secrets behind their most successful culture-building programs.

Equity Choice Programs: Making Your Incentives More Meaningful to Employees

A small but growing number of firms are giving employees a choice in their equity vehicles—typically a mix of options and restricted stock. The move comes from a desire to provide greater flexibility and cater to generational differences in the workplace. We explain how an equity choice program can work.

ISS Survey Hints at Potential Changes to Options in Board Pay, Gender Pay Proposals and More

ISS’ new Global Policy Survey suggests many issues important to our clients are front and center for ISS. These include one share/one vote, use of options as a meaningful component of director compensation, how CEO pay ratios should be used by investors, gender diversity on boards and gender pay gaps among employees. We summarize the biggest issues for US companies.

Voluntary Sales Talent Turnover Finally Slowing Down

Voluntary salesforce turnover is finally showing signs of slowing across the US technology and life sciences sectors after more than five years of growth. In this article, we summarize the three forces driving the slowdown and explore what sales leaders should be aware of as they continue to try to retain high performers.

A Hot Talent Market and High Levels of Equity Participation Put Pressure on Share Pools

Technology companies are dealing with attracting employees in a red-hot job market while managing shareholder expectations to keep dilution rates under control. What’s more, mature public companies are often at a competitive disadvantage to newly public companies that have evergreen provisions. Our paper offers ways companies can conserve shares but remain competitive.

These Five Perks Are Key to Driving Company Culture

Our latest survey of perquisite practices at technology and life sciences companies went a step further than most. We didn’t just ask about prevalence and cost— we also asked which perks help drive and sustain corporate cultures.

The CEO Pay Ratio Deadline is Looming; Here’s How Companies Should Prepare

As we move past the midpoint of 2017, work is already underway at a number of our clients to begin preparing for the calculation and disclosure of CEO pay ratios next spring. Although many experts anticipated the CEO pay ratio rule would be delayed or repealed, this now looks increasingly unlikely. Here are key steps we recommend taking to ensure you stay on track for 2018 disclosures.

Larger Biopharmas Face Greater Constraints on Equity; Here’s How to Stay Competitive

In the life sciences sector, smaller, pre-commercial biopharma companies have an inherent advantage— the flexibility to grant higher levels of equity without as much concern about managing dilution rates. We identify four ways larger life sciences companies can design a competitive equity program that is still affordable.

Is Your Company About to Graduate from the JOBS Act? Here’s Your Planning Checklist

The JOBS Act recently turned five, the maximum amount of time companies can take advantage of JOBS Act protections. This means a large number of firms are about to face greater proxy advisor scrutiny, Say-on-Pay votes and the full gamut of executive compensation disclosures for the first time. Our new client alert outlines all of the major planning items you’ll need to consider as you exit the JOBS Act.

What’s In and What’s Out: The Latest Perks Offered by Technology Companies

In the May 2017 issue of WorldatWork’s Workspan magazine, Radford’s Tim Brown discusses emerging and established perquisite practices at technology and life sciences companies using new data from our recent US perquisites survey.

What Keeps Talent Leaders Up at Night? It Isn't Job-Killing Robots. It's the Death of Culture.

We recently connected with technology talent leaders to discuss the future of work, maintaining culture in the face of hyper-growth, and accelerating innovation through people in the face of unrelenting technological change. Everyone agreed these challenges are significant, but ones worth embracing vs. avoiding. To learn more about how these leaders plan to tackle the future, read on.

US Companies Extend More Benefits to Their Part-Time Employees

The use of contingent and part-time workers is rapidly on the rise, forcing technology and life sciences companies to rethink their approach to total rewards for these types of employees. To explore this trend, we compared data from the Radford US Benefits Survey in 2009 and 2016 to highlight where benefits offerings for part-time employees are becoming more prevalent.

Designing Innovative Long-Term Incentives for Executives at Newly Public Companies

In this job market, executives who’ve led companies through a successful IPO are a hot commodity. Read our latest article for advice on delivering post-IPO equity awards that keep top executives engaged while delivering pay-for-performance accountability to shareholders.

Following Snap’s IPO, We Met with 40 Private Technology Companies to Discuss the Competition for Talent in Today’s Hot Market

On the heels of Snap’s impressive IPO, Radford hosted its annual meeting for private technology companies. We discussed the state of the IPO market, today’s hyper-competitive hiring environment and strategies for scaling fast. Read our recap article to learn what’s top-of-mind for HR leaders at some of Silicon Valley’s hottest startups.

Tech Startups Embrace Bonus Plans but Design Features Change with Revenue Growth

As pre-IPO companies generate more revenue, they are more likely to make changes to their short-term incentive plan targets, eligibility levels and performance measures. Using our database of private technology companies in the Radford Global Technology Survey, we explore the latest plan design trends as well as questions companies should ask themselves when considering whether to implement or change their bonus plan.

CEO Pay Ratio Rule in the Crosshairs of Congress, SEC; Relief Could be Slow

The future of the Dodd-Frank CEO pay ratio rule grows less certain by the day. The SEC recently opened a 45-day comment period for issuers to report on difficulties encountered while trying to comply with the rule. The agency said it was considering delaying or amending the disclosure, and meanwhile, Congress is working toward a full repeal. But the clock is ticking until the rule goes into effect on January 1, 2018.

Four Steps to Tackling the CEO Pay Ratio Rule

In preparation for CEO pay ratio disclosures to begin in 2018, we outline four major steps companies can take to ensure disclosure and communication processes address every stakeholder perspective.

In Calculating Your CEO Pay Ratio, Relativity to Peers is the New Math

In preparing for the CEO pay ratio rule, comparing how your pay ratio compares to a set of industry peers is the analysis most shareholders will likely make. Using our extensive survey data, we show how ratios differ within the technology and life sciences sectors by industry as well as revenue size and workforce location.
 

Austin, Denver Take Lead in New-Hire Salary Growth for Product Development Engineers

Silicon Valley isn't the only place where the market for technical talent is red hot. In fact, base salaries for new hires are rising faster in a number of other technology hubs across the US. Our latest article examines multi-year trends in key markets and explores what these trends mean for talent-hungry technology companies.

How to Get C-suite Buy-in on Your New Sales Plan

In the November 2016 issue of WorldatWork's Sales Compensation Focus newsletter, Radford's Scott Barton discusses how to effectively communicate with and achieve support from the C-suite when making changes to your sales compensation plan.
 

How Will the Changes to ASC 718 Impact the Way Your Company Expenses Its Equity Awards?

On March 30, 2016, FASB released the final version of the updates to Accounting Standards Codification Topic 718: Compensation-Stock Compensation (“ASC 718”). The update includes an option on how a company may account for forfeitures in its expense amortization.

ISS Adds Metrics to Qualitative Say-on-Pay Screening, But Not All Industries Will Benefit

ISS has added six new financial metrics to its qualitative pay-for-performance assessment. While many of our technology and life sciences clients will welcome a more diverse view on measuring performance relative to pay, pre-commercial biopharma companies won’t find these new metrics a relevant measurement of company success. In this client alert, we discuss actions companies can take now to prepare for changes in the upcoming proxy season.

New Overtime Rules are Almost Here; Understand Your Options

Companies can adopt a number of approaches to comply with new federal overtime rules in the United States, which go into effect at the end of 2016. Our new article discusses your options, weighing the pros and cons of each, and provides a roadmap for executing an effective employee communications plan discussing the changes you make.

2016 Say-on-Pay Review: Technology Companies Receive Steady Support From Shareholders Despite Lower Performance

As executive compensation planning season kicks off, and another proxy season looms, our consulting team decided to take a look back at this year’s Say-on-Pay results for technology companies, including insights on key lessons learned from companies facing high levels of shareholder opposition.

2016 Say-on-Pay Review: Life Sciences Companies Receive Increased Shareholder Support Even as Volatility Climbs

The life sciences sector continues to face high levels of market volatility, which could impact next year’s Say-on-Pay results. With this in mind, our consulting team decided to take a look back at this year’s Say-on-Pay results for life sciences firms, including insights on key lessons learned by companies facing high levels of shareholder opposition.

 

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