The
ability to assess competitive executive practices among comparable
competing organizations is available to all attorneys thanks
to the Internet and SEC reporting. The proxy reporting of executive pay,
along with 10-K and other materials, are available to all professionals
within seconds. Determining how much one should pay top-level management
requires more than a judgment regarding direct pay (salary and bonus).
In
privately held firms today, long-term incentives and deferred
compensation plans oftentimes accumulate more value than do direct pay.
These plans often exist to match the equity compensation rewards earned
by counterparts in publicly traded corporations. Matching the values of
these plans to the rewards earned via stock options is one of the key
skills called upon by the agent involved in executive compensation
planning and design. Moreover, the attorney today acts as a consultant
to many clients. Oftentimes an attorney is asked his or her thoughts regarding competitive practices.
This course
introduces the Internet resources that exist today to quickly
assess competitive executive practices, with the aid of the Internet with
a focus on assessing Top Management's pay among comparable companies.
