Hewitt Study Shows Long-Term Incentives in Executive Compensation Packages Are Back—but With a Catch
August 05 2010 - 9:30AM
Business Wire
After being hit hard during the economic downturn, many U.S.
executives are seeing the value of long-term incentive (LTI) grants
rising in their 2010 compensation packages, according to an
analysis by Hewitt Associates, a global human resources consulting
and outsourcing company. But these rewards now come with strings
attached—an increasing number of companies are tying LTIs to
specific performance goals, which must be met before the grants are
made to executives.
Hewitt recently conducted a detailed analysis of 2010 Form 4
Securities and Exchange Commission (SEC) filings of the Fortune
250, excluding newly hired executives. According to the analysis,
the total median economic value delivered through LTI grants
increased 23 percent in 2010 from 2009, nearly reversing the 20
percent drop in value that took place during the economic downturn
in 2008 and 2009. As markets recovered in 2010, companies could
award fewer shares through LTI grants to meet their targeted value
goals. Hewitt’s analysis shows the number of shares awarded through
LTI grants in 2010 fell by a median of 19 percent compared to 2009,
bringing annual run rates more in line with historical norms.
“The financial crisis and resulting stock market decline of 2008
created a unique set of circumstances in executive compensation,”
explained David A. Hofrichter, principal and business development
leader of Hewitt’s Executive Compensation Consulting practice. “As
stock prices declined, many companies were forced to reduce their
LTI grants in 2008 and 2009. Companies that review 2009 proxy data
will see this trend continuing. But when you analyze Form 4
data—which provides a more accurate picture of what’s really
happening in the market—you’ll see that companies have started
beefing up LTIs again in 2010.”
The Rise of Performance Plans
The rise in LTI value does not come without hurdles for
executives, however. According to Hewitt’s research, more companies
are moving away from totally unrestricted grants and establishing
performance plans that require executives to hit specific business
goals to pay out. Hewitt’s research shows that the prevalence of
LTI performance plans has steadily increased over the past seven
years, from 18 percent in 2003 to 35 percent in 2009.
Long-term incentives are an important part of an executive’s
compensation structure because they are directly tied to the
creation of long-term shareholder value and help attract and retain
top leadership. Typically, LTIs consist of a combination of stock
options, restricted stock and performance plan options. According
to Hewitt, the most common mix for an LTI plan consists of 40
percent stock options, 40 percent performance plan options and 20
percent restricted shares. The second most common combination is
dividing the mix into thirds.
“While LTI values are coming back as the economy slowly
recovers, Compensation Committees now want something for these
grants,” explained Hofrichter. “They are expressing this additional
requirement through performance plans, which target key metrics and
support the strategy of the organization.”
About Hewitt Associates
Hewitt Associates (NYSE: HEW) provides leading organizations
around the world with expert human resources consulting and
outsourcing solutions to help them anticipate and solve their most
complex benefits, talent, and related financial challenges. Hewitt
works with companies to design, implement, communicate, and
administer a wide range of human resources, retirement, investment
management, health care, compensation, and talent management
strategies. With a history of exceptional client service since
1940, Hewitt has offices in more than 30 countries and employs
approximately 23,000 associates who are helping make the world a
better place to work. For more information, please visit
www.hewitt.com.
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