Solution:

Executive Total Rewards

Linking Executives with Strategy and Shareholders

The marketplace for strong executive talent is always highly competitive. Positioning your executive compensation competitively with the appropriately defined talent market is an important step in attracting and retaining key executives. But, more is needed.

Successful companies determine both how much and how executives are paid. This strengthens organizational alignment, drives desired performance and creates competitive advantage. This is critical to building real shareholder value.

Solution Details

Executive compensation programs should answer the following questions:

Understanding what other companies are doing in your industry is important, but it is only a first step. It is perhaps more important that your programs become an integral part of your business’s strategy, reinforce your desired values and attract unique executives. Plus, they need to reassure key stakeholders that executives are linked to their long-term interests as well. We can help you understand executive compensation through a new unbiased and clear lens, so that how and how much you compensate executives makes a real difference in your business.

The Wilson Group has worked with boards and executives from many leading companies to address their unique issues.

We can help your organization:

What is the right market to benchmark our company’s executive compensation programs?

What is the right mix between salary, bonuses, value of equity awards, and special executive benefits and perquisites?

What measures should we use and how should they best be linked to each element of executive compensation?

How should the Board of Directors be compensated so they are aligned with both executive plans and shareholder interests?

What are the trends, regulatory and innovative practices we should be aware and address?

Understanding what other companies are doing in your industry is important, but it is only a first step. It is perhaps more important that your programs become an integral part of your business’s strategy, reinforce your desired values and attract unique executives. Plus, they need to reassure key stakeholders that executives are linked to their long-term interests as well. We can help you understand executive compensation through a new unbiased and clear lens, so that how and how much you compensate executives makes a real difference in your business.

The Wilson Group has worked with boards and executives from many leading companies to address their unique issues. We can help your organization:

Assess Your Competitiveness Objectively
Assess the competitiveness of the total compensation packages for key executives, including base salaries, short-term incentives, long-term incentives, key benefits, and perquisites.

Design Annual Incentive Plans 
Design short-term incentive programs that are linked to annual business plans and performance requirements.

Design Long-term Incentive Plans 
Design long-term incentive, equity and/or equity simulator compensation programs tied to the strategy and long-term market value of the organization.

Total Compensation Philosophy and Communication 
Link all compensation plans to the business planning, review, and communication process between the executive team and the shareholders within the framework of customized total compensation philosophy.

On-going or Annual Review of Executive Compensation
Many public and private companies want an annual review of the total compensation programs for the Board and top executives. We develop these long-term relationships that provide the review, assurance that programs are working as intended, and address annual or long-term improvements to those programs.

We perform these assignments in collaboration with both the board Compensation Committee and senior executives. We retain our objectivity and integrity to address your key questions. We deal with the facts and offer insights and discuss implications so you can make informed decisions. Through our process, we ensure that information and recommendations support the core requirements of the organization, and we achieve critical agreements on what and how to make desired changes. This strengthens the capabilities and commitments for those that have primary responsibility for the organization’s success.

  • Abt Associates
  • Accounting Management Solutions, Inc.
  • Acushnet Golf
  • Affiliated Managers Group
  • AgaMatrix
  • Ariel Group
  • American Student Assistance
  • A.W. Chesterton
  • Beacon Mutual
  • Benchmark Assisted Living
  • BMC Health Plan
  • BTI Systems
  • Boston Mutual Insurance
  • Broad Institute
  • Circor International
  • Copyright Clearance Center
  • Connecticut Water Services
  • Cutler Construction Associates
  • DentaQuest
  • Eisai Research Institute
  • Enterprise Bank
  • Ensign Bickford Industries
  • H.J. Baker & Bros.
  • iRobot
  • Jewish Family and Children’s Services
  • Mass Technology Development Corp.
  • Nypro
  • Oxfam America
  • PeopleFluent
  • PlumChoice
  • Shepley Bulfinch
  • Slade Gorton
  • Sonus Networks
  • Winter Wyman & Company