PDF 2007 Financial Executives Compensation Survey

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Close drawer menu Financial Times International Edition. Search the FT Search. But now investors are telling directors who should be the CEO and how management should run the company. By 79 did not, according to GMI Ratings. Disappointment at the sharp drop in the stock market has been blamed for this change in shareholder attitudes. Executive pay packages in the United States have been taken to task as excessive, lacking transparency, controlled by their beneficiaries rather than shareholders, and rewarding the executive behavior that ought to be discouraged—such as short-term profit, excessive risk-taking of the sort that leads to speculative bubbles , or just plain failure.

Their detractors have included not only economists but conservative establishmentarians such as Ben Bernanke [] and George W. Bush , [] and prominent management consultants, money managers and investors such as Peter Drucker , [] John Bogle [] and Warren Buffett. A mid-June public opinion poll by Gallup found 59 percent of Americans polled were in favor of "the federal government taking steps to limit the pay of executives at major companies".

But it was actually the opposite: The stock isn't moving, so we've got to find some other basis for rewarding the CEO. But now even I'm troubled. Fried, "flawed compensation arrangements" in American corporations have become "widespread, persistent, and systemic". One complaint of unjustified compensation is the tendency for companies to grant options to executives after the public release of bad news i. Some examples of high level corporate compensation among notably unsuccessful businesses i. Even the collapse of a company and its rescue by the US government has not put the kibosh on large bonuses to high-level employees:.

According to celebrated billionaire investor Warren Buffett. Forget the old maxim about nothing succeeding like success: Today, in the executive suite, the all-too-prevalent rule is that nothing succeeds like failure. Buffett blames the more general success of the "mediocre-or-worse CEO" on help from compensation consultants "from the ever-accommodating firm of Ratchet, Ratchet and Bingo.

Some examples of very ordinary severance pay for CEOs who departed after less-than-stellar performance include:. Severance due to high level executives who are still with their firm as of mid no matter their performance include. An evidence-based review of experimental and quasi-experimental research, by Philippe Jacquart and J.

Scott Armstrong , concluded that "the notion that higher pay leads to the selection of better executives is undermined by the prevalence of poor recruiting methods. Moreover, higher pay fails to promote better performance. Instead, it undermines the intrinsic motivation of executives, inhibits their learning, leads them to ignore other stakeholders, and discourages them from considering the long-term effects of their decisions on stakeholders".

The economists who believe that current compensation levels are economically efficient , found that if the company with the th-most-talented CEO suddenly managed to hire the most talented CEO, that company's value would increase by only 0.

Founder of the largest mutual fund group in America, John Bogle , laments that "the managers of our public corporations" have come "to place their interests ahead of the interests of their company's owners". Corporations often buy the stock their executives are selling to avoid stock dilution. Executive compensation has been blamed in part for the housing bubble that led to the Great Recession by business journalists [] and economists.

A study by political economists Peter Gourevitch and James Shinn describes corporate governance in US and in a number of high-income democracies as "managerism", a system in which managerial elites are in a strong position to extract resources.

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Political scientists Jacob S. Hacker and Paul Pierson however argue that the use of stock options in American corporations is generally structured more to induce high payouts and less to reward performance than in other countries. According to Bloomberg Businessweek , four of five studies "by academic researchers have found what they consider to be evidence of bias in the peer groups that U. Economist Krugman argues that while in theory differences in quality of a CEO can be worth millions of dollars to a company and therefore justify millions in dollars of pay, in practice it is very hard to set pay according to performance because of:.

While admitting there is "little correlation between CEO pay and stock performance—as detractors delight in pointing out", business consultant and commentator Dominic Basulto believes "there is strong evidence that, far from being paid too much, many CEOs are paid too little. Business leaders have argued that national limits on executive compensation would be self-defeating because the global talent pool for well-qualified executives would lure executives to other areas without such limits.

However, according to activist Deborah Hargreaves, there does not seem to be much global employment movement among executives. Not one of the chief executives heading up the American companies in the Fortune Global at the end of , for example, was an external hire from overseas. There was a little movement within Europe, but over all, poaching of chief executives from abroad accounted for only 0.

AFP Survey: Financial Staff Salary Growth Outpaced CFO's in - Going Concern

Murphy, author and adjunct scholar of the libertarian , hard money Ludwig von Mises Institute , challenges those who belittle large corporate compensation, arguing that it is "no more surprising or outrageous" in a free market that "some types of labor command thousands of times more market value" than it is that some goods " such as a house have a price hundreds of thousands of times higher than the prices of other goods such as a pack of gum.

Though burdensome government regulation of corporate raiders and new entrants in industry distorts the free market in America Murphy believes , we [ who? David M. Mason, writing for the Heritage Foundation , states "existing tax law encourages excessive focus on executive bonuses. Additional government intervention will imbalance corporate governance Edward E Lawler III, writing in Chief Executive journal, notes that a blanket cap on pay might do away with incentive pay and whatever performance benefits it provides, since executives would then be strongly incentivized to insist their pay be the maximum and the incentive pay of bonuses and stock options is by definition variable and uncertain.

A study by University of Florida researchers found that highly paid CEOs improve company profitability as opposed to executives making less for similar jobs. A study by several Brock University professors of business found the market "may have overreacted" to the initial investigation announcements of backdating of options, and a "media bias" towards bad rather than good news.

2010 CFO Compensation Strategy [Survey]

The U. Securities and Exchange Commission SEC has asked publicly traded companies to disclose more information explaining how their executives' compensation amounts are determined. The SEC has also posted compensation amounts on its website [] to make it easier for investors to compare compensation amounts paid by different companies. It is interesting to juxtapose SEC regulations related to executive compensation with Congressional efforts to address such compensation. One attempt to give executives more "skin in the game" of increasing stockholder value has been to set up Target Ownership Plans, whereby the executives are given a "target" of a number of shares of company stock to own.

These plans have not impressed critics, in part because of the low targets set—often less than the value of one year of the executive's compensation—and in part because firms seldom impose a penalty for not meeting the target. Larcker, some studies have found higher likelihood of restatement of earnings, i.

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Shareholders, often members of the Council of Institutional Investors or the Interfaith Center on Corporate Responsibility have often filed shareholder resolutions. Congress was debating mandating shareholder approval of executive pay packages at publicly traded US companies. Unions have been very vocal in their opposition to high executive compensation.

Top Executive Compensation Survey findings

A study found incentive compensation did not lead to better "stock performance". The study by Michael J. Cooper, Huseyin Gulen, and P.

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  4. Raghavendra Rau found " Further research is necessary to answer this question. According to researchers at the Federal Reserve Board, the "evidence since the s suggests" that the level and structure of executive compensation in US public corporations are "largely unresponsive to tax incentives". These include government regulations such as say-on-pay vote requirements, restrictions on tax "gross-ups" paying not just compensation but also the tax bill for the compensation , golden parachute compensation and other severance payments, stricter standards for independence of compensation committees and their advisers, and clawbacks recovery of compensation for unearned performance-based pay.

    From Wikipedia, the free encyclopedia. See also: Employee compensation in the United States , Employee stock option , Golden parachute , and Performance-related pay. See also: Swiss referendum "against corporate Rip-offs" of May 16, Elson, Craig K. Ferrere, irrcinstitute.

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    Bogle founder of one of the largest mutual fund families in the U. Bush ex-president "President George W. Bush has been a critic of greedy executives. Harvard University: John M. Olin Center for Law, Economics and Business. Executive Decisions By Nell Minow, tnr. New Yorker. Retrieved March 31, The main factor, he insists, is that major companies are giving their top executives outlandish pay packages.

    His research shows that "supermanagers," rather than "superstars," account for up to seventy per cent of the top 0. Rising income inequality is largely a corporate phenomenon. The numbers in these tables are the most visible indicators of executive compensation in public firms. They are easily accessible to the media and others reading the public filings. Bebchuk and Fried, Pay Without Performance , p. When executives other than the CEO serve on the board for example Securities and Exchange Commission last accessed May 9, Bloomberg News.

    International Herald Tribune. Retrieved Bebchuk, Lucian; Grinstein, Yaniv April New York Times. Retrieved 28 August Heathfield, About. Sirkin, Lawrence K.

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    The income was used in calculating bonuses p. Mider and Jeff Green, businessweek. Bloomberg Businessweek. Retrieved 15 January The number of companies making upfront payments surged to more than 70 this year from 41 in all of , according to governance-advisory firm GMI Ratings Inc. November 20, IC Inside Counsel.