I am looking for specific information on design considerations and options/practices in developing a long term incentive plan for a privately held company. Any anonymous examples would also be helpful. Your assistance is greatly appreciated!

Jul 02,2014July 2, 2014
By In Compensation Plan Design, Equity Compensation, Long Term Incentives, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock Options, We Have Answers

Dan Walter’s Answer: I think I can provide some help. This is a bit of a specialty of mine.  First...

Is Company Culture Killing Your Pay for Performance?

May 12,2014May 12, 2014
By In Articles, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Private Companies, Say on Pay, Short-Term Incentives - STI, Start-up Pay

I just returned from a conference where “culture” was the buzzword. Over and over industry professionals stressed that your compensation...

Small Companies Deserve Compensation Excellence

Apr 28,2014April 28, 2014
By In Articles, Career Advancement, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, ESPP, Executive Compensation, Job Structures, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Recognition, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Start-up Pay, Stock Options, Titles and Descriptions

Often your HR person is also your benefits, recruitment, training, organizational development, problem resolution and party planning resource. Even though...