Searching Pondering Equity-Based Long-Term Incentive Plans on page 41

Across the board, this broader economic uncertainty is impacting how employers rebalance their approach toward customized executive compensation solutions, as 71% of respondents recognize that offering executive benefits is important for long-term retention but must watch the bottom line as well.

Workspan Daily article; Two pieces of federal legislation on employee stock ownership plans (ESOP) moved one step closer to becoming laws after the U.S.

For example, some companies may use a relative total shareholder return (rTSR) measure to drive long-term incentive payouts.

“The [EBRI] survey found that most enrollees do not spend a lot of time on health plan choice, although [high-deductible health plan] enrollees spend more time than traditional plan enrollees,” she said.

More Than 80% of Organizations Have Taken Action on DEI Initiatives in 2021 Employer Actions and Employee Perspectives included in WorldatWork’s Diversity, Equity and Inclusion Survey September 28, 2021 Scottsdale, Arizona — WorldatWork’s “Trends in DEI Practices and Policies” shows an across-the-board increase in diversity, equity and inclusion (DEI) actions.

Access a related Workspan Daily article on this subject: ;‘Neither Dead nor Dying’: Studies Explore the Current State of DEI; Access a bonus Workspan Daily Plus+ article on this subject: ;From Program to Core Strategy: Workplace Equity Evolves to Endure; Reframing Programs Many organizations are using new terms to describe their programs — substituting “culture” or “belonging” in place of “diversity, equity and inclusion” (DEI) as a formal name — while maintaining the original spirit and benefits, said Kara Dennison, the head of career advising at Resume.org.

The summation of the pay plan elements — base pay and target incentive earnings — must be market competitive, internally equitable and fiscally responsible.

While the term “merit” implies a performance-based increase, in reality, at most organizations it’s a “catch-all” for a wide range of factors,” she said, such as market movement, equity and performance.

;Design and enable rewards programs that are competitive, sustainable, scalable and have high impact on the organization's long- and short-term performance.

Companies that get it right will be best positioned for immediate success, gain a long-term edge in the competition for talent and create sustainable long-term value.