Searching Pondering Equity-Based Long-Term Incentive Plans on page 47

Digital tools and platforms based on artificial intelligence (AI) can now deliver tailored retirement income and budget planning, helping employees see how to match income to expenses, plan for health costs and optimize distribution strategies.

This was among the main findings in WorldatWork’s “ 2021 Total Rewards Inventory Programs & Practices ” survey, which found that market-based adjustments (not COLA) are rising to pre-pandemic levels and, similarly, hazard/call-in pay are beginning to level back down.

Taking a closer look at the structure of the CEO compensation package in businesses listed in Europe, the median weights of components are base salary, 30%; short-term incentives, 30%; and long-term incentives, 40%.

Among organizations providing short-term incentives, 36% plan to pay near target and 30% above target.

Trends in DEI Practices and Policies This report summarizes the results of a June 2021 WorldatWork survey gathering information about diversity, equity and inclusion (DEI) initiatives.

For example, nearly half of the surveyed organizations now offer differentiated reward programs for digital talent: ;Enhanced base pay remains the most common tool.; ;Flexible working, learning and development, retention bonuses, and long‑term incentives also are increasingly used to attract and keep digital talent.; “AI pay is no longer just about where salaries are highest, but instead where momentum is building fastest and how employers are aligning pay and incentives to keep pace,” said Lesli Jennings, WTW’s North America leader for work, rewards and career consulting.

Content: Learn the fundamental principles of executive rewards, including: Strategy;U.S. and global tax and regulatory influences;Proxy disclosure and CD&A;Short-term and long-term incentive strategies and plan design;Performance measures;Supplemental benefits;Perquisites;Determining competitivepay; Group discussions will cover judgment, ethics, and the ins and outs of a career in executive rewards are held on Friday mornings.

According to the Alexander Group survey, participants are doing so by: ;Making mid-year plan design changes.; ;More frequently reviewing the sales comp dashboard/effectiveness metrics.; ;Changing the plan measure(s) and weights.; ;Making mid-year quota adjustments.; ;Increasing the use of a sales compensation committee to review issues and make adjustments.; ;Using more special performance incentive funds (SPIFs).; Sellers typically do not like changes to their pay structures.

A sales incentive plan, the most important component of rewards for a salesperson, is a communication tool.

For WorldatWork Members 2025-2026 Salary Budget Survey , research;Engage Community , peer engagement and connection platform;How to Reconcile Internal Pay Equity and External Competitiveness , Workspan Magazine article;Why It’s Time for a Compensation Philosophy Refresh , Workspan Magazine article;A Management Primer on the Basis for Pay Equity , Journal of Total Rewards article; When workers are approaching salary caps in their pay range, a lump-sum bonus is a popular option.