This annual publication provides comprehensive, marketing-related information and trends for positions ranging from CEO through to senior middle management across a diverse range of industry sectors.
The determination of Executive Remuneration remains a critical issue that is emotive and challenging. This is due in equal measures to the general awareness and high profile of executive earnings, the desire for good corporate governance and the strategic need to attract and retain people of high calibre.
The Tower Watson Global Grading system is the underpinning methodology that ensures valid job matches across functions and organisations, making it ideally suited to multi-national organisations.
The LMO Executive Remuneration Planning Report will enable you to:
- Benchmark your organisation against a national norm of leading organisations.
- Compare your executives’ earnings (fixed and variable) against jobs of similar size in comparable job families.
- Identify current market practices relative to executive remuneration.
The underpinning methodology that ensures valid job matches across functions and organizations is the Willis Towers Watson Global Grading process that is quick yet effective in its application. It sizes jobs relative to 7 factors including knowledge, business expertise complexity and impact to the size and international reach and complexity of the organization. A transparent audit trail is provided for future reference. Many blue chip organisations utilize this survey in preparation of their submissions to REMCO and the methodology has proved to be totally defensible and stands up to scrutiny.
Jobs may by matched on function – all major functional areas/job families are covered, and level as determined by the Global Grade – ensuring market rates can be determined for benchmark positions i.e. CEO, Finance, HR, Marketing etc., and for those more difficult to match e.g. investment, strategic planning, project management, communications etc.
The survey includes positions ranging from the CEO, or most senior position in the organization, through to senior middle-management. Most participants have extended their submissions to the second level of management (often considered the most vulnerable to attrition) in addition to their top executives.
Survey Content: Remuneration Components
- Annual Basic Salary
- Guaranteed Remuneration
- Actual and On-target Incentives
- Total Package
Remuneration practices and trends
A comprehensive coverage of issues linked to executive remuneration is analysed and reported.
On confirming participation, we will spend time gathering information on the organization in order to understand the organizational structure, its size and complexity. The jobs for submission to the survey will be graded in terms of the Global Grading process – this can be done through discussion with a knowledgeable person in the organization without the need to interview the incumbents concerned.
The survey will be published in July 2019.