Executive compensation is often the key to hiring, engaging, and keeping senior leaders. Making the right decisions is critical to a company’s success and requires a thoughtful and objective approach to these often highly sensitive matters.

OBJECTIVE ADVICE USING REAL-TIME DATA
Executive Compensation Advisors (ECA), a subsidiary of Korn/ Ferry International, provides independent and objective compensation management advice, grounded in rigorous analytics, to boards of directors and senior management. It’s the kind of advice that helps organizations align executive compensation with shareholder value, business strategy and strong governance practices.

COMPENSATION SOLUTIONS IN FOUR KEY AREAS
ECA provides comprehensive solutions across four key areas. ECA advice addresses the key compensation principles of shareholder alignment, pay-for-performance, and attraction and retention of executive talent.

1. Executive compensation. Includes total compensation review, competitive pay assessment, incentive plan design, and equity plan design and share usage.
2. Special pay arrangements. Includes employment contracts, severance and change-in-control programs, corporate events (IPO, spin-off, M&A, JV), special retention programs
3. Board governance. Includes compensation committee advisor, board compensation review and design, and proxy disclosure guidance.
4. Performance measurement. Includes measure selection, goal setting, pay for performance alignment, and shareholder expectations analysis.

ECA’S CONSULTING PROCESS—A RESEARCH AND FACT-BASED APPROACH
Executive Compensation consultants work directly with senior management to help organizations make sound compensation decisions. ECA combines an internal review that typically involves in-depth interviews with an external review against market trends to provide comprehensive compensation recommendations.

Internal review. The internal review includes agreeing on the project approach and objectives; reviewing the business strategy and current compensation programs; and conducting management and Board interviews.

External review. The external review includes determining appropriate market benchmarks and assessing company compensation levels, practices, and performance with market levels, practices, and performance.

Program design. The program design includes identifying gaps between current compensation programs and objectives; developing design alternatives; reviewing the alternatives with the organization and deciding on a preferred approach; modeling design impact; and presenting the design for final approval.

YOUR SITUATIONS. OUR SOLUTIONS.
Many organization activities drive compensation change efforts (e.g., changes in strategy and/or organizational structure, leadership changes, M&A, IPO, spin-off). Our solutions are tailored to meet each company’s unique situation and business objectives; we firmly believe “off-the-shelf is off-the-mark”.

EXECUTIVE COMPENSATION ADVISORS—YOUR EXECUTIVE COMPENSATION PARTNER
Contact us to find out how Executive Compensation Advisors can work as your partner to develop compensation programs that let you attract, develop, and retain top talent in your organization. Contact Russ Miller at 212-220-3647.