The executive remuneration survey (ERS) with depth and substance
GRG’s Executive Remuneration Survey is specifically designed to support remuneration committees, boards, and human resources professionals. This comprehensive survey offers an in-depth analysis of market remuneration practices for Australian executive and general manager roles, ensuring a thorough and nuanced total remuneration survey.
Created for the Australian market, GRG’s ERS uniquely combines information disclosed in remuneration reports with company-collected data. Covering 70 roles, it provides granular insights into quantum and variable pay plan metrics. This distinct approach makes our survey a valuable resource for those conducting executive and general manager benchmarking in Australia.
GRG’s focus on the customer experience guarantees the quality and completeness of our data. Our dedication to this aspect builds a high level of trust and confidence in the market information provided, aligning with the best practices of remuneration surveys globally.
Executives & general managers
Our data covers both CEO-1 & CEO-2 levels
Both quantum & metrics
Complete executive pay picture: $$$ + STI/LTI plan design principles
Stronger, deeper market data
Data that is richer & more relevant to inform your decisions
Predictive Remuneration Model
Intelligently extrapolates missing or insufficient data
A 100% Australian service
Designed and built for Australian clients, charged in AUD
GRG’s renowned customer focus
We help our clients to collect detailed data to receive information of quality & depth
Enabling informed, market-driven remuneration decisions
Remuneration for your executives and general managers is a balancing act linking individual performance, market relativities and your company’s business strategy. To drive and reward desired behaviours and performance, their total remuneration packages are typically a mix of:
- Fixed Pay
- Short-term Incentive (STI) remuneration
- Service Vesting Equity Grants (emerging practice) and
- Long-term Incentive (LTI) remuneration.
With today’s intense competition for senior talent, it is critical that your company reviews both the total remuneration quantum and incentive plan/performance metrics.
GRG’s Executive Remuneration Survey provides a deep dive into fixed pay and incentive plans (including plan selection, appropriate targets and design variations), enabling you to make informed, market-driven decisions to suit your company’s circumstances and business strategies.
General management data helps you plan for your future leaders
Companies generally review senior executive remuneration practices in isolation, excluding the general management population. But this overlooks what is often a critical talent pool for a company’s future leaders. Significant turnover, lower global talent mobility, diversity and inclusion and gender targets, and capability gaps amongst existing teams are market realities. These issues force companies to look beyond the traditional senior management group for leadership.
GRG’s ERS provides you with access to general manager remuneration quantum and incentive plan metric data so you can carefully plan today for your leaders of tomorrow.
Predictive Remuneration Model (PRM)
GRG has developed the Predictive Remuneration Model uniquely for the Australian executive remuneration market.
For many roles at both CEO-1 and CEO-2 levels, market data is unavailable, or insufficient enough to skew results. The PRM expertly fills in these blanks by drawing on our decades of observing executive remuneration practices.
For example, we’ve seen that fixed pay for various roles is often pro rata to that of the CEO; STIs and LTIs, typically a percentage of fixed pay, tend to increase in steps that apply to many roles; and both elements are linked to company size. The PRM uses these and other market inferences to calculate indicative executive remuneration quantum and mix.
As a member of GRG’s Executive Remuneration Survey, you receive both market data and PRM outputs, equipping you with the tools and knowledge to make the most informed decisions and recommendations for consideration by boards.
Comprehensive reporting
ERS Hub
Our easy-to-use online interface is an fast, intuitive way to get real-time pay data:
- Fixed Pay subdivided into its constituent elements such as cash, compulsory equity, salary sacrifice equity, superannuation, other benefits and FBT,
- STI opportunity at target and stretch, divided into:
- Cash & Equity settled (non-deferred)
- Deferred STI using:
- Exercise Restrictions (i.e. Rights that are vested at Grant which have exercise restrictions), and
- Service vesting equity settled
- Exercise Restrictions (i.e. Rights that are vested at Grant which have exercise restrictions), and
- Other service vesting equity awards such as sign-on or retention awards
- LTI opportunity, including deferred performance vesting amounts, at target and stretch
- Total Remuneration Packages at target and stretch levels.
Tailor the numeric outputs according to market capitalisation/revenue range and sector to see a more customised view of the market.
In addition, you can create a peer group (or comp group), representing a subset of the database, upon request.
Accompanying compa-ratios compare your individual data set with market rates to report your company’s remuneration market competitiveness on a per position basis.
Variable Remuneration Guide
This comprehensive guide covers market practices in relation to the key design features of STI, LTI and Hybrid incentive plans, including:
STI plans
- Types of STI plans
- Outcome metrics
- The broad categories of outcome metrics being used:
- financial
- operational
- strategic
- sustainability (ESG)
- individual
- The weighting being applied to each outcome metric and each category of metric
- Award modifiers
- Award gates
LTI plans
- Types of LTI plans in the market
- Use of Options, Rights, SARs vs Cash
- Performance metrics and performance vesting scales
- The weighting being applied to each performance metric
- Gates
- LTI treatment at Termination & Change of Control
- The weighting being applied to each performance metric and each category of metric
Roles & job families
Your ERS reports will provide data on roles in the following categories:
- General Management
- Finance
- Human Resources
- Corporate Affairs
- Customer Service
- Mining & Exploration
- Information Technology
- Legal
- Marketing
- Operations
- Property
- Research & Development
- Sales
- Strategy
- Other
Your ERS membership
You provide your data and receive so much more in return
All ERS members must provide up-to-date remuneration information. This data is required for each of the roles GRG classifies as executives and general managers, in line with your annual remuneration reviews. This collective contribution updates the ERS database on a rolling basis, complemented by the additional data we extract from annual remuneration reports.
Your own GRG liaison
As an ERS member, you will be allocated a client account representative (CAR) who will be your main point of contact, working with you to collect your data and provide any associated survey support. Your CAR is backed by GRG’s experienced executive remuneration consultants and, should you require more technical assistance, bespoke research or remuneration advice, a consultant will be able to discuss your needs.
GRG Remuneration Insights
You will also receive copies of GRG’s Remuneration Insights. These comprehensive articles exploring the latest executive and director remuneration issues are published regularly during the year.
Your data remains confidential and secure
Your data privacy is important to GRG. All company remuneration data will be treated as strictly confidential and will not be disclosed to other companies – all statistical analyses and outputs derived from the ERS utilise de-identified, aggregated data. Data security is of paramount importance at GRG, and accordingly we have adopted leading-edge security protocols to protect your data at all stages of the survey process. Please refer to GRG’s Privacy Policy
