April 1, 2007 Executive Compensation Executive & Director Pay Design Articles

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Executive & Director Pay Design

Comparing Apples to Apples Ensuring Integrity in Your Compensation Peer Group

The media and activist groups often point to company peer groups as a contributor to excessive executive pay.

Shareholders deserve a compelling rationale as to why specific companies are considered peers and for what purpose, e.g., pay comparison, performance comparator, or models for program design? Compensation committees can follow four guidelines to help ensure their peer group represents a reasonable gauge for assessing the competitiveness of company performance and executive rewards.

View the full article as it was originally published.

Blair Jones

Roger Brossy

Chip Thomas

This article was originally published in Workspan.

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