Your Course of Study
The intensive, decision-oriented curriculum uses a blend of current case studies, small group discussions, and interactive faculty lectures on best practices. This rigorous format allows participants to learn how best to excel in the core responsibilities of compensation committees and be alert to new and emerging regulatory and market issues. Focused on developing actionable frameworks that are relevant to compensation committees, the program explores key questions in the following critical areas:
Designing Executive Compensation with a Strategic View
- How can you structure your compensation plan to support your company's long-term strategic objectives?
- What factors motivate senior executives—and what role does compensation play in this motivation?
- What characteristics define compensation plans that are both motivating to executives and acceptable to shareholders?
- How can you get succession planning right and hire the right CEO?
Designing an Effective Compensation Plan
- What elements of compensation plans will be most effective in achieving the company's strategic objectives?
- How can you choose between alternative incentive programs?
- How should compensation committees assess the value created by the CEO and management team—and how do you decide how much of that value should be shared with management and the CEO as compensation?
- How should compensation plans relate to performance evaluation practices for the CEO and other top executives?
- What are the risks being created by your compensation program?
- How is your compensation scheme affecting corporate culture—and what kind of compensation scheme will promote the culture you wish to create?
- How do you create the right peer group to benchmark CEO performance?
- How do you determine the pay for directors?
Designing and Implementing Compensation Committee Processes
- What role should the compensation committee play in determining CEO compensation, designing compensation plans for other senior managers, and approving performance targets and levels of compensation?
- What does an effective process for committee activities look like—and how should compensation consultants, the CEO or his or her representative, and the senior human resources officer be involved in the process? Also, how should the committee relate to each of these players?
- How should the compensation committee address new Securities and Exchange Commission (SEC) requirements of compensation disclosure?
- How can compensation committees ensure an effective CD&A report?