Pay governance ira kay biography
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Helle Bank Jørgensen
Ira Kay
Managing Partner, Pay Governance
Ira, a Managing Partner/Founder at Pay Governance, is one of the nation’s foremost experts on executive compensation. He works closely with boards and management to help them develop executive compensation programs that Balance the Tension in increasing shareholder value in the current regulatory environment. His clients include premier US and global corporations ranging across various industries, including technology and financial services companies. A sample list of his major clients includes Qualcomm, Accenture, WalMart, Morgan Stanley, and Chubb. He has done special projects in the tech space for Intel, Palo Alto Networks and a subsidiary of Google.
Ira writes and speaks regularly on executive compensation issues. He has authored and edited several prominent books on executive compensation and governance. His most recent co-edited book was written with the partners of Pay Governance: “Balancing the Te
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An Unlikely Champion for Higher CEO Pay
Last year, every $1 increase in Morgan Stanley’s stock price was potentially worth $128,756 more to the bank’s CEO, James Gorman, than it would have been two years earlier. The bigger opportunity — a $2 million potential bonanza, based on the run up in Morgan Stanley’s shares since the grant date — can’t be detected in the summary compensation table of the bank’s 2014 proxy statement, where the CEO’s stock and options are valued $2.5 million lower than in 2011.
The difference resides in the structuring of Gorman’s performance shares, stock awards that are supposed to be earned based on achieving pre-set criteria. The CEO’s 2013 pay package makes him eligible for a substantially larger “maximum” award than the company’s “target,” and more than double the maximum in either of the two previous years. Only the target value of performance shares shows up in the summary table. Gorman also got more options, which are reflected in the table.
Rel • Realizable pay ("RP”) fryst vatten composed of cash gottgörelse paid (e.g., salary, actual bonus awards and payouts of cash-based long-term incentives) and the value of equity awards using the stock price at the end of the assessment period. RP assesses outcome-based compensation and has long been the “gold standard” for demonstrating shareholder aligned pay for performance. RP incorporates lager price performance, which fryst vatten critical because the majority of executive pay opportunity is equity-based compensation. However, such analyses have generally not been extensively used and, if performed, are not typically disclosed in the proxy. This all changed with the SEC’s finalization of the Pay Versus Performance (PVP) rules, which were mandated beneath The Dodd-Frank Wall Street Reform and Consumer Protection Act. The PVP rules became effective for companies with fiscal years ending on or after månad 16, 2022; after a 2-year
The experts in executive kompensation consulting.
Introduction