EnrichIQ Executive Pay Benchmarking
TM
1
Traditional Position Match​
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Compares executive positions against ‘like’ positions in the external market (title match comparison).
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Limited robustness for particular positions (listed company non-KMP / NEO, executives and / or direct reports to KMP / NEO, private / unlisted company executives).
2
EnrichIQ Robust Organisation and Position Evaluation​
TM
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Compares executive positions against ‘similarly sized’ positions from the peer group.
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EnrichIQ Evaluation considers organisation size, geography, relative position size and underlying position accountabilities.
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Pay practices and relevant considerations from different geographies and / or specific sectors / industries can be considered as a factor.
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Ownership / shareholding structure (listed, private / unlisted, for-profit) can also be considered as a factor.
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Accommodates hybrid, less-traditional and emerging positions and roles with dual / multiple accountabilities.
3
EnrichIQ Pay-for-Performance Alignment​
TM
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Assess historical pay-for-performance as an input into benchmarking and pay positioning.
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Incorporate prospective pay-for-performance objectives into benchmarking recommendations, including pay-mix considerations, award structure, performance assessment and target-setting framework.
EnrichIQ Performance
TM
1
RTSR Performance Testing​
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Development / review of Comparator Group and Vesting Schedule for future LTI grants, including supporting performance correlation analysis for proposed peers and scenario modelling / sensitivity analysis of potential vesting outcomes.
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Independent periodic testing and final vesting assessment of RTSR performance for on-foot LTI grants, having regard to LTI vehicle, allocation basis, treatment of dividends and corporate actions.
2
EPS Performance Target Setting​
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Support with performance target setting having regard to relevant internal/company and external/market perspectives (including investor expectations).
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Guidance on goal setting and determination of corresponding payout function, ensuring underlying targets are measurable and sufficiently challenging (probability of vesting analysis)
3
Pay-for-Performance Testing​
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Assess absolute and relative degree of alignment over multiple time horizons across a range of key financial and non-financial performance indicators/objectives.
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Design and review variable pay plans having regard to historical and prospective / evolving pay-for-performance priorities.
EnrichIQ
Proactive Stakeholder Management
TM
EnrichIQ
Pay Benchmarking
TM
Traditional Position Matching
Compares executive positions against ‘like’ positions in the external market (title match comparison).
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Limited robustness for particular positions (non-KMP/NEO executives and/or direct reports to KMP/NEO).
EnrichIQ Position Sizing
Compares executive positions against ‘similarly sized’ positions from the peer group.
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EnrichIQ Evaluation considers organisation size, geography and relative position size. Pay practices and relevant considerations from different geographies can also be considered as a factor.
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Accommodates KMP/non-KMP (NEO/non-NEO) and hybrid, less-traditional and emerging positions and roles with dual / multiple accountabilities.
TM
TM
EnrichIQ
Pay-for-Performance
TM
EnrichIQ Pay-for-Performance
Assess the historical and projected absolute and relative degree of alignment over multiple time horizons across key performance indicators/objectives.
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Financial performance: total shareholder return, earnings per share, return on assets, economic value added.
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Non-financial performance / ESG performance.
TM
EnrichIQ Variable Pay Design & Target Setting
Incorporate forward-looking pay-for-performance considerations and scenario modelling / sensitivity analysis into:
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Design and review of variable pay plans (including STI, LTI, combined / single incentives, retention incentives).
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Performance target setting and correlation analysis to support setting
TM
