Deciding how best to combine all the elements of an executive compensation program requires careful, in-depth analysis and expert knowledge. There should be a direct link between your executive compensation program and your corporate goals. We will work with your senior management and directors to address these issues, and help develop a compensation strategy that takes into account your business goals, executive performance and management practices.

We can determine the appropriate competitive levels for each element of executive compensation based upon the analysis of published compensation surveys, or by conducting an individually tailored survey.

Designing incentive plans that are consistent with your organizational and financial goals can be essential to your organization's ultimate success. We can help you decide which executives should participate, the amount they should receive, performance measures, funding and the form and timing of payout. This includes both annual and longer-term incentive programs.

Long term income and capital accumulation programs should be an aid in retaining and building the net worth of your executives. This form of executive compensation is often more complex than simple cash compensation, in part because of the continuing changes in tax laws and accounting rules. We can work with you to establish objectives, identify the program best suited to your needs, design the plan, and then simulate plan performance to test the plan's ability to provide intended benefits with minimal negative impact on earnings per share and cash flow.

Executive benefits and perquisites are significant forms of indirect compensation and should be integrated into your total compensation package. We can conduct a thorough analysis of your program including retirement benefits, short and long-term disability benefits, medical coverage and life insurance benefits. We can also assess the competitiveness and appropriateness of your various perquisites. When the study is complete, you will receive a report that identifies any shortcomings and presents ways to resolve them.

Executives are frequently interested in deferring some portion of their current pay to some future period or to retirement. We can design non-qualified deferred compensation arrangements within supplemental executive retirement plans, incentive or capital accumulation plans, or employment contracts.