Farient Information Services monitors Say on Pay (SOP) voting results daily, and summarizes them each week in the Farient Pay Tracker, which includes both a Say on Pay and a Pay for Performance Alignment Tracker.
One clear outcome from say-on-pay voting on executive compensation has been a focus on pay for performance. Farient Advisors has already analyzed how companies are defining pay (see our study “Pay Definitions: What Works Best in Pay for Performance Analysis”). Now we must focus on the “performance” side of the equation and ask.
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Farient Advisors philosophy is that executive compensation should be a derivative of corporate strategy and a powerful driver of shareholder value.
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Our game-changing approach helps our clients focus on their customers. Farient Advisors links strategic design and goal setting to business strategy and value creation.
Research indicates that alignment between performance and pay is a significant issue among institutional investors.
Read Robin A. Ferracone’s “Executive Pay Watch” blog on Forbes.com.
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Farient Advisors is driving the market debate on executive compensation. Check out our latest interviews, news releases, videos, blogs and thought leadership.
Farient Advisors is creating the future of executive compensation consulting. We are working with companies across multiple industries to define performance-based pay in a way that is transparent and defensible.
Farient Advisors LLC is an independent executive compensation and performance consultancy. Farient provides a comprehensive array of executive compensation and performance advisory services, including compensation program design, board of directors compensation, and investor communications. Farient also offers compensation data subscriptions covering the Russell 3000 to help assess, improve, and convey pay and performance alignment. Farient has offices in Los Angeles and New York.
Corporate Brands, Compensation Committees, and Senior Management are assured of working with experienced advisors who understand the needs of your unique business and can develop performance-sensitive compensation outcomes.
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