life sciences Articles

Debunking Common Compensation Myths

Following our annual webcast on technology sector trends, this article takes a deeper look at the five big compensation myths we discussed on the call. From gender pay equity to having to benchmark pay at the 75th percentile to stay competitive, we’re aiming to separate fact from fiction.

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?

High-Performance Sales: Don't Start with Compensation

When launching or revamping a sales organization, leaders have a unique opportunity to consider the full set of factors that influence the creation of a high-performing sales team. Contrary to popular belief, compensation plan design should be the byproduct of these factors, not a crutch used to force behavior.

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.

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.

Hidden Strategy Killers: How Leaders Can Recognize, Avoid and Tackle Common Pitfalls

Almost every organization suffers from one or more hidden strategy killers. Unspoken ailments that stand in the way of innovation and execution. We explain how to identify common strategy traps, and discuss specific leadership, rewards and recognition and talent actions you can take to knock out strategy killers.

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.

Developing Effective Peer Groups at European Life Sciences Companies

For European life sciences companies, developing effective comparator groups requires a balancing act between not looking too narrowly or broadly for peers. This challenge is particularly acute for European-headquartered firms trading on a US exchange. Our article outlines three critical issues to consider when faced with this task.

When It Comes to Sales Compensation, Three Key Issues Are Top of Mind for Sales Leaders

We recently met with Silicon Valley sales leaders to discuss the three biggest compensation challenges they face when trying to drive rapid, but sustainable growth. For most, it boils down to aligning plan design to stage of growth, creating strong job definitions to support effective benchmarking and quota management.

Lessons from Copenhagen: Getting Incentive Compensation Right across Global Markets

Business is booming in the Nordic life sciences market, attracting new sources of foreign talent in the process. For HR leaders, this makes managing rapid workforce change, high levels of employee turnover and incentive plan design as challenging as ever. At our recent event in Copenhagen, Denmark, we met with our clients to discuss these very issues.

Is Your Sales Compensation Plan Paying for Performance? Take These 3 Steps to Find Out.

How do you know if the design of your sales compensation plan is generating good pay for performance outcomes? Our new article outlines three analysis-driven steps you can take to find out.

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.

UK Gender Pay Reporting Law Provides an Opportunity to Strengthen Rewards Programs

In an effort to close the gender pay gap, the UK government’s Gender Pay Gap Reporting Regulations go into effect in April 2017. Our new client alert provides tips for compliance as well as voluntary measures all companies can take to proactively address potential inequalities in their rewards programs.

How to Approach Peer Groups below the C-Suite

Developing peer groups for non-executives and executives isn’t an apples to apples exercise. When looking at your broader employee population, market dynamics, such as industry convergence, telecommuting, and casting a wider geographic net to fill hot jobs, requires you to have a deep understanding of regional pay differences and practices.

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.

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.

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.
 

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.
 

ISS and Glass Lewis Issue Final 2017 Policy Updates

ISS and Glass Lewis have both released their final 2017 policy updates. Key changes include amendments to director pay and governance policies in the US, and pay-for-performance and director grant policies in Europe and Canada. Read our full analysis in our new client alert.

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.

Scaling Your Sales Compensation Plan for High Growth Business Opportunities

As your business begins to scale rapidly, it can be a challenge to take your existing sales team and sales incentive plan along for the ride. In this article, we examine how sales roles and incentives evolve by stage of development, and we offer a 7-step process of approaching the redesign of your sales compensation plan.

ISS Releases Proposed Policy Updates; Excludes Changes to US Executive Pay Issues

ISS just released its proposed 2017 policy updates, and while it appears that ISS has punted on a number of executive compensation issues in the United States, the firm is proposing a number of compensation changes in Europe and Canada. Read our summary of the policy updates and submit your comments to ISS by November 10.

 

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