Administrator - Godfrey Remuneration Group

Succession ESOPs
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Succession ESOPs

Remuneration Insights, Employee Stock Ownership Plans, Executive remuneration

Succession ESOPs

166

25 June 2024

How do retiring owners of private companies enable the company to continue growing, while realising the value of their shareholding without a ready market for the shares? A Succession Employee Share Ownership Plan (SESOP) allows key employees to buy into the company, motivating them to grow its value even as the founder sells down.

Equity Bank
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Equity Bank

Remuneration Insights, Employee Stock Ownership Plans, Executive remuneration

Equity Bank

165

25 June 2024

As well as increasing long-term alignment of executives, Equity Banks are useful to the executives themselves, shareholders and governance groups – for both listed and unlisted companies.

Linking ESG to Remuneration
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Linking ESG to Remuneration

Remuneration Insights, Executive remuneration

Linking ESG to Remuneration

164

14 May 2024

How should the criteria for ESG – one of the hottest topics for ASX listed companies – be linked to executive remuneration? We observe emerging market practices in Australia and provide an ESG or risk scorecard example.

ESG Remuneration Considerations
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ESG Remuneration Considerations

Remuneration Insights, Executive remuneration

ESG Remuneration Considerations

163

14 May 2024

Many boards are struggling to introduce Environmental, Social and Governance (ESG) metrics into incentive remuneration plans. We discuss key ESG considerations to answer questions such as which ESG metrics should be focused on, how they are measured, and what weighting should be applied to each metric.

Long Term Incentive Fundamentals
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Long Term Incentive Fundamentals

Remuneration Insights, Short and long term incentives

Long Term Incentive Fundamentals

160

16 April 2024

LTIs have a poor reputation as overly complex, legalistic, opaque and challenging, with unintuitive performance metrics. But LTI/LTVR can, and should be, the most powerful, effective element of remuneration. So what are the fundamentals of LTI plans and their critical success and failure factors?

Unlisted Long Term Incentives: Equity Optional
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Unlisted Long Term Incentives: Equity Optional

Remuneration Insights, Short and long term incentives

Unlisted Long Term Incentives: Equity Optional

159

16 April 2024

Substantial regulatory changes and innovative solutions have recently made compelling LTVR/LTI structures possible for unlisted companies. We analyse the four main approaches we observe in successful unlisted market examples (and the main alternative).

WGEA Vs GREAT: Actionable Gender Pay Insights
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WGEA Vs GREAT: Actionable Gender Pay Insights

Remuneration Insights, Executive remuneration, Gender Pay Equity

WGEA Vs GREAT: Actionable Gender Pay Insights

158

22 March 2024

In February, damning WGEA findings laid bare the problematic and oversimplified collection, analysis and reporting of gender pay gap data. This can be remedied for genuine insights and effective action plans to impel true gender equality in remuneration. GRG offers practical support for this long overdue outcome.

The Rise of Service Vesting Equity
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The Rise of Service Vesting Equity

Remuneration Insights, Executive remuneration

The Rise of Service Vesting Equity

157

19 February 2024

SVEs represent an attractive simple element of remuneration for executives that can be introduced for no additional cost. They can also help address deficiencies with STVR and LTVR that are problems for some companies.

Declining Remuneration Report Disclosures
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Declining Remuneration Report Disclosures

Remuneration Insights, Executive remuneration, Executive Remuneration Survey (ERS)

Declining Remuneration Report Disclosures

155

23 January 2024

KMP remuneration disclosures in remuneration reports are required under the Corporations Act. However in recent years the number of executive roles reported has declined, in an apparent move away from transparent communication to minimalist compliance – perhaps to reduce exposure to criticism. We canvass the change in disclosure, its impact for boards seeking to benchmark remuneration, and explore the path to improved databases.

Single Incentive Plans Dud Executives
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Single Incentive Plans Dud Executives

Remuneration Insights, Executive remuneration, Short and long term incentives

Single Incentive Plans Dud Executives

153

24 November 2023

SIPs may at first glance seem to offer less complexity and more certainty than commonly accepted STI and LTI plans, but they are actually more complex and lead to lower payments for executives who achieve target performance.

About Administrator

Succession ESOPs

Equity Bank

Linking ESG to Remuneration

ESG Remuneration Considerations

Long Term Incentive Fundamentals

Unlisted Long Term Incentives: Equity Optional

WGEA Vs GREAT: Actionable Gender Pay Insights

The Rise of Service Vesting Equity

Declining Remuneration Report Disclosures

Single Incentive Plans Dud Executives

(02) 8923 5700

info@grg.consulting

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