NACD - National Association of Corporate Directors

Compensation Committee Series

Sponsored by Pearl Meyer

Pearl Meyer is the leading advisor to Boards and senior management on the alignment of executive compensation with business and leadership strategy, making pay programs a powerful catalyst for value creation and competitive advantage. Pearl Meyer’s global clients stand at the forefront of their industries and range from emerging high-growth, not-for-profit, and private companies to the Fortune 500 and FTSE 350. The firm has offices in New York, Atlanta, Boston, Charlotte, Chicago, Houston, London, Los Angeles, and San Francisco.

*Please note that on-demand webinars are not eligible for NACD credit at this time.


Compensation Committee Upcoming Webinars

Director Compensation in 2018
Date: February 1, 2018
Time: 2 p.m.—3 p.m. (EST)

Take advantage of leading perspectives and practical, straightforward guidance on the key trends shaping executive and Director compensation. Experienced Board members and compensation experts offer insightful thinking and actionable information to help compensation committees develop pay programs that drive business and leadership strategy.

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Compensation Committee Archived Webinars

How Talent Strategy and Leadership Development Can Strengthen Corporate Culture
November 9, 2017

In addition to developing a pay philosophy, the NACD's Blue Ribbon Commission report on Culture as a Corporate Asset cites two additional roles of the compensation committee that are directly connected to culture oversight: talent strategy and leadership development. Join this webcast for a discussion on how boards and management teams can cultivate: • Talent management processes that explicitly include cultural criterion and rely on quantitative and qualitative assessments; • Recognition and rewards systems that reinforce a desired culture and avoid unintended consequences; and • Succession plans with emergency appointees and near-term bench depth, as well as leadership development plans that grow a culturally-aligned management team for the future state of the business.

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What Boards Need to Know about Millennials, Leadership, and Compensation
September 28, 2017

Compensation committees are playing a more active role in leadership development and long-range succession planning. If they are not already beginning to work more closely with the high-profile millennial population, they will be soon. This webcast will explore what notions are myth and what is the reality when it comes to developing and compensating a new generation of leadership in the C-suite.

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The Role of Incentives in Creating an Innovation-Centric Culture
May 18, 2017

Even successful organizations are vulnerable to disruptive forces and the constant state of change in our current business environment. Competitive threats loom in new and better products and services, and improvements in technology, supply chain management, and distribution channels. Managing these threats and maximizing opportunity requires a constant state of awareness and creative thinking. Join Pearl Meyer and the NACD on our May 18 webinar to learn how compensation can play a role in developing and sustaining a culture of innovation. We’ll discuss: • How does a board and a management team promote a business environment that anticipates market change and formulates new plans? • Does your board have an innovation governance process or approach in place?

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Long-Term Incentives in the Age of Pay-for-Performance
March 16, 2017

Are we seeing greater alignment of realized/realizable executive compensation with firm performance and are companies with strong pay-for-performance (PfP) also performing better? This webcast will focus on long-term incentive design and metrics, and will address many of the questions directors frequently have when trying to create strong alignment in their executive compensation plans: • How the PfP tests from proxy advisory firms affect publicly traded companies; • The proper role of relative TSR; • How to think about PfP beyond the current typical framework and more closely link to business strategy; and • Are there any silver bullets to maintain PfP alignment? We’ll explore the challenges and opportunities in selecting metrics and setting goals that can help your organization drive to better long-term corporate performance.

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Long-Term Incentives in the Age of Pay-for-Performance
March 16, 2017

Are we seeing greater alignment of realized/realizable executive compensation with firm performance and are companies with strong pay-for-performance (PfP) also performing better? This webcast will focus on long-term incentive design and metrics, and will address many of the questions directors frequently have when trying to create strong alignment in their executive compensation plans: • How the PfP tests from proxy advisory firms affect publicly traded companies; • The proper role of relative TSR; • How to think about PfP beyond the current typical framework and more closely link to business strategy; and • Are there any silver bullets to maintain PfP alignment? We’ll explore the challenges and opportunities in selecting metrics and setting goals that can help your organization drive to better long-term corporate performance.

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The Top 5 Compensation Questions Boards Should be Asking in 2017
December 1, 2016

After an unprecedented election season and much speculation about potential de-regulation, one question looms, "What now?" Opinions on what boards must be prepared for, given a new and unconventional administration, are widespread. While no one knows for certain what is ahead for executive compensation governance and disclosure, remaining vigilant, informed, and prepared to take action is a wise approach. Join NACD and Pearl Meyer as we look ahead to the New Year and share our perspectives on what a post-compliance era might mean for compensation committees. We’ll discuss the key questions boards should be asking, the pressing issues that should be addressed and recommendations regarding how to create an actionable plan for long-term value creation in 2017.

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Survey Says: Incentives Matter, But the Devil Is In the Details
November 10, 2016

What are the key executive compensation governance and design issues that boards and management are grappling with, especially with regard to incentive compensation? Pearl Meyer’s annual OnPoint: Looking Ahead to Executive Pay Practices survey provides useful answers to your questions and insight from your peers’ about 2017 pay expectations, their criteria for annual and long-term incentives, how they go about setting performance metrics and goals, and more. We also reveal the latest survey respondents’ opinion on various Dodd-Frank provisions affecting compensation and our guidance on what actions should be taken to meet compliance requirements. Join Pearl Meyer and the NACD for this webinar, where we will review key findings from our research. We will share our observations about the data and what they mean for boards today as you finalize your 2017 plans and look ahead to Q1 bonus payouts.

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Using the Powerful Influence of Compensation in Your Leadership Strategy
September 8, 2016

The idea of corporate leadership development is clear, while in practice, it can be a difficult concept to implement. Is your organization considering its executive compensation program as a way to bring select leadership skills to the forefront? Pay programs that incorporate an individual element at the senior executive level and allow for some distinction in terms of pay level, mix, and metrics could result in a more effective plan design that helps natural leaders thrive and drive value for the organization. Join Pearl Meyer and the NACD on our September 8 webcast for a look at some of the qualitative measures that might be helpful in defining a relationship between incentive compensation, leadership styles, and the business lifecycle. We will review how such tailored programs might better draw on the diverse skills of your executive team.

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Compensation's Role in a Successful M&A
May 19, 2016

The record level of merger and acquisition activity in 2015 is predicted to continue through 2016, yet recent studies suggest that 50% or more of mergers and acquisitions fail to unlock the potential of the deal. What actions should your board take from both a strategic and tactical perspective to improve your odds? Join Pearl Meyer and the NACD on our May 19 webcast for an in-depth review of the important role human resource management and compensation plans can play in making a successful M&A happen. We will look at the strategic elements, such as leadership planning and aligning compensation to support the goals of the new entity, as well as the critical legal and tax issues related to contracts, change-in-control payouts, and 280G calculations.

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Put TSR in Its Place: Choose the Right Performance Metrics for Value Creation
March 10, 2016

In a very short time, TSR has moved from “relative” obscurity to the single most prevalent metric in long-term incentive plans among large companies. Shouldn’t your company get with the program? Not so fast. Despite the beliefs of many, TSR as an incentive metric is not associated with improved firm performance, according to recent research by Pearl Meyer and Cornell University. There may be valid reasons for inclusion of TSR in your company’s performance framework, but the metric is no panacea. Join Pearl Meyer and the NACD on our March 10 webinar, where we will discuss the case for and against TSR, and offer alternatives to TSR-based incentives. We’ll show how companies can more successfully use goal calibration and metrics that are directly aligned with their unique business model and context as a better way to drive long-term value creation and incentivize successful strategy execution.

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Director Compensation: A Hot-Button Issue in 2016?
January 28, 2016

After several years in the background, Director compensation is in the spotlight. Recent Delaware court cases and activist focus have generated a level of interest in director compensation that we haven’t seen in some time. Join Pearl Meyer and NACD to hear results from our annual study looking at trends and practices in Board pay. We will cover the findings on compensation levels and Board pay structure from 1400 public companies across a range of industries and sizes, from $50 million in revenue to the largest US corporations. We will also share ideas on how Boards might more effectively communicate the governance and rationale of Director compensation programs and offer insight on program design options to consider as you seek to balance the demands, responsibility, and required expertise of your Board with shareholder expectations.

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Pearl Meyer's 2016 Top 5 Strategic Agenda Items for the Compensation Committee
December 9, 2015

The most recent NACD Blue Ribbon Commission has examined ways Boards can help organizations maintain focus on the strategic vision and goals that drive value over the long term. One of the most powerful tools at the Board’s disposal is executive compensation. When carefully designed against the right balance of performance measures, both short- and long-term incentives can provide a major catalyst for value creation and achieving a competitive advantage. Join NACD and Pearl Meyer President and CEO, David Swinford, on November 12 when we will provide insight on how to:

• Determine elements of the annual compensation plan that can provide incremental movement toward longer-term goals;

• Consider the compensation program from the leadership team’s point of view to achieve balance between short- and long-term metrics, pay mix, and degree of stretch – and ensure the plan is communicated effectively; and

• Implement a compensation philosophy that drives value creation by aligning incentives to your company’s long-term strategy and its unique market position, growth stage, and industry.

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Compliance is Only the Ante, Your Strategy is the Winning Hand
August 6, 2015

The Dodd-Frank Act continues to create a steady stream of new proposed regulations for executive compensation disclosure. Meanwhile, the SEC is under increasing pressure to finalize a number of these proposals—including the most recent on pay vs. performance—and may do so effective for the 2016 proxy season. How can Compensation Committees maintain laser focus on aligning compensation with business strategy while also following compliance mandates that could be at odds with their business-based approach? The key lies in early preparation.

Join NACD and Pearl Meyer & Partners on August when we will provide recommendations on how to navigate the new wave of potential disclosure requirements while ensuring that your compensation strategy continues to support value creation for shareholders.

We’ll discuss how to:

  • Model and analyze the data required for the new pay-for-performance disclosure;
  • Determine where or whether this data intersects with the company’s current compensation strategy and performance metrics;
  • Use this data to look ahead to your 2016 compensation planning and determine how to evolve your pay programs;
  • Develop a thoughtful shareholder communication plan that meets the proposed disclosure requirements and at the same time clearly explains the larger context of pay alignment with the company’s business strategy.

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Age of Alignment Part III: Moving from Theory to Practice
May 14, 2015

A key question raised in the Blue Ribbon Commission Report on Strategy Development asks Does your company’s incentive structure reinforce or undermine the chosen business strategy? The Age of Alignment series of webcasts has outlined a variety of diagnostic tools Compensation Committees can employ to identify potential misalignment between business strategy and compensation program design, as well as protocols to help improve alignment. Of course, protocols can’t anticipate every circumstance that may arise. Join us on May 14 for practical, real-world examples of how companies have put these theories into practice. We will explore case studies that demonstrate:

  • Articulation of strategic priorities in language that works for incentive program structure
  • Maintaining a sense of proportion when considering external optics, market practices and pay-for-performance alignment
  • Modeling of pay outcomes under alternative incentive program designs and performance scenarios to confirm intended alignment
  • Fostering collaboration between management teams, Compensation Committees and external advisors
  • Incorporating protocols that provide flexibility when outcomes veer from the anticipated path

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Age of Alignment Part II: Getting Strategy-Driven Performance Measurement Right
March 12, 2015

Pearl Meyer & Partners’ December 2014 webcast explored a fundamental question raised in the NACD’s Blue Ribbon Commission Report on Strategy Development: “Does your company’s incentive structure reinforce or unintentionally undermine its chosen strategy?” That event covered the alignment of business strategy and compensation, focusing on the Board’s role, the hallmarks of a properly aligned program, and examples of various approaches to design, monitoring, and revision. On March 12, 2015 NACD and Pearl Meyer & Partners took an in-depth look at how you can implement the right performance measures to ensure your compensation program is an effective tool for driving corporate strategy. We examined:

  • Measurement selection and mix
  • Goal-setting
  • Practical concerns for measurement and
  • Ongoing administration and governance of a winning program.
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    Board Preview: What's Next for Director Compensation
    January 30, 2015

    2-3 p.m. (ET)

    As the scope of Board responsibilities expands to include areas such as risk mitigation, shareholder communication and overall corporate strategy development, Directors face increased time commitments and accountabilities. The NACD’s annual report on Director compensation, developed with compensation consultancy Pearl Meyer & Partners, looks closely at the current range of corporate practices and pay program designs that affect Board structure and Director pay levels. Join us for a detailed review of findings from this special report. Each year, this highly anticipated study provides data on nearly 1,500 companies in a range of industries, from those with $50 million in revenue up to the largest U.S. companies. Our presenters will discuss the most likely trends and issues in Board pay for the upcoming 2015 proxy season.

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    Age of Alignment: Linking Compensation & Business Strategy
    December 16, 2014

    2-3 p.m. (ET)

    It’s a new era. The “Review and Concur” role of the Board of Directors in corporate strategy is no longer sufficient as companies prepare for the challenge of fast and frequent disruptive market forces. The NACD’s Blue Ribbon Commission Report on Strategy Development challenges Boards to actively engage and collaborate with management in the creation, adjustment and monitoring of corporate strategy. The Report also asks Boards a key question: Does your company’s incentive structure reinforce or unintentionally undermine its chosen strategy? Join NACD, Pearl Meyer & Partners and Blue Ribbon Commission members for a lively discussion about creating a well-designed pay program that makes compensation a vital driver and enabler of strategic success.

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    Compliance & Communication: The Dynamic Duo of Disclosure
    November 18, 2014

    It's been almost five years since we met Dodd-Frank. At that time, we longed for a superhero to help us navigate the rules and write the perfect CD&A. We know now there's no one person or standard template that can save the disclosure day. It requires a team effort to craft this highly-complex and critical document. And the pressure is on to create a clear CD&A that explains exactly how business performance is linked to pay outcomes, while still ensuring compliance issues are accurately addressed.

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    The Myths and Realities of Pay-for-Performance in 2014
    August 7, 2014

    2-3 p.m. (ET)

    Balancing risk and reward is a delicate operation that lies at the heart of executive compensation design, making it possible to directly align programs with a company's unique business situation. If the risk/reward profile is not properly calibrated, retaining and motivating the talent needed to drive strategic priorities and long-term shareholder value becomes far more difficult - if not impossible. Compounding the difficulty of this balancing act is continued pressure on companies to conform to generic incentive designs that are based instead on peer group prevalence and proxy advisory firm guidelines.

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    Calibrating Risk and Reward for Your Business
    May 8, 2014

    Balancing risk and reward is a delicate operation that lies at the heart of executive compensation design, making it possible to directly align programs with a company's unique business situation. If the risk/reward profile is not properly calibrated, retaining and motivating the talent needed to drive strategic priorities and long-term shareholder value becomes far more difficult - if not impossible. Compounding the difficulty of this balancing act is continued pressure on companies to conform to generic incentive designs that are based instead on peer group prevalence and proxy advisory firm guidelines.

    View Now