How do we rebuild shareholder trust on executive pay

More documents

Recommendations

Info

Our Team Our People and Change team works with business leaders and their HR teams to: • align and enable the organisation and its people • maximise the organisation’s productivity and effectiveness • make change stick. • We work with our clients on: • Change management • HR transformation • Reward & performance • Workforce effectiveness. PwC’s reward specialists work with many of Australia’s leading companies in relation to: • Reward strategy • Reward and performance alignment • Incentive plans – executive, broad-based and sales plans • Employee equity schemes • Advice to remuneration committees. We use a multi-disciplinary, integrated approach to enable us to take a fresh perspective, think differently and develop and implement new and value-adding solutions. For further information on how <strong>we</strong> can help you with your reward challenges please contact: Debra Eckersley Partner – Sydney +61 2 8266 9034 debra.eckersley@au.pwc.com Debra leads PwC’s Australian People and Change practice. She focuses on the management and delivery of a wide range of human resources assignments to help clients enable their people to be a sustainable source of competitive advantage. She provides advice to clients on all aspects of remuneration, bringing experience in remuneration strategy design, external stakeholder liaison and design and review of incentive arrangements. Della Conroy Partner – Melbourne +61 3 8603 2999 della.conroy@au.pwc.com Della leads the Melbourne Reward and Performance practice. She is a specialist in the design and implementation of executive and non-executive remuneration programs, the application of corporate governance principles and design of sales incentive and commission practices. Della provides advice on complex and sensitive remuneration matters at both the program and individual levels, bringing understanding of local and international issues, and experience in managing competing stakeholder expectations. Emma Grogan Director – Sydney +61 2 8266 2420 emma.grogan@au.pwc.com Emma is a Director, specialising in identifying opportunities for improving the productivity of employees through the assessment, development and execution of effective and market competitive incentive plans. With experience in Australia and the US, Emma assists clients to realign their incentive arrangements for growth, bringing knowledge of practices of high-performing organisations. Daryl O’Callaghan Director – Melbourne +61 3 8603 2841 daryl.ocallaghan@au.pwc.com Daryl is a Director and is a leader in the field of employee share plans. He has deep expertise in the area of reward strategy design and implementation for executives and key talent. He helps companies of all sizes and across all industries to design and implement employee reward and performance management systems that align with the culture and business strategy, and ensure the reward system is a positive influencer/driver of employee behaviours. 56 | PricewaterhouseCoopers Executive Remuneration – Fourth Edition 2010
www.pwc.com.au This material is provided by PricewaterhouseCoopers as general guidance only and <strong>do</strong>es not constitute the provision of tax, legal or remuneration advice. The information provided herein is subject to change therefore you should consult a professional adviser before making any decisions or taking action. The information is provided with no assurance or guarantee of completeness, accuracy or timeliness of the information and without warranty of any kind. This material is intended for PricewaterhouseCoopers professionals and their clients. Quotation, citation, attribution, reproduction or utilisation of any portion of this publication by any party other than PricewaterhouseCoopers is strictly prohibited without express written permission. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopied, recorded or otherwise – without the prior written permission of PricewaterhouseCoopers. © 2010 PricewaterhouseCoopers. All rights reserved. “PricewaterhouseCoopers” refers to PricewaterhouseCoopers or, as the context requires, the PricewaterhouseCoopers global network or other member firms of the network, each of which is a separate legal entity. WL 140902/Advisory
Page 1 and 2:
Executive Remuneration Fourth editi
Page 3 and 4:
xxxxxxxxxxxxxxxxxxxxxx Contents Bre
Page 5 and 6:
Breaking the mould The increasingly
Page 7 and 8: Breaking the mould “What about pe
Page 9 and 10: Breaking the mould sharehol
Page 12 and 13: Risk and reward Globally, during th
Page 14 and 15: Risk and reward So what can be <str
Page 16: Risk and reward 1. 2. . . Understan
Page 19 and 20: Aligning reward to performance is a
Page 21 and 22: Aligning reward to performance is a
Page 23 and 24: Regulation, regulation and more reg
Page 25 and 26: Regulation, regulation and more reg
Page 28 and 29: Who wants to be the chair of a remu
Page 30 and 31: Who wants to be the chair of a remu
Page 32: Who wants to be the chair of a remu
Page 35 and 36: Being independent The perception an
Page 37 and 38: Remuneration committees need to bec
Page 39 and 40: Choppy waters It is clear from the
Page 41 and 42: Choppy waters 6. Get shareh
Page 43 and 44: A look in the rear-vision mirror: A
Page 45 and 46: A look in the rear-vision mirror: A
Page 48 and 49: Appendix 1: Productivity Commission
Page 54 and 55: Appendix 2: The APRA remuneration a
Page 56 and 57: Appendix 2: The APRA remuneration a
show all

How do we rebuild shareholder trust on executive pay

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?