Roger Gurr & Associates has extensive experience in a wide array of board director, executive and management compensation services. We provide the following services to many medium sized companies with a market cap in the range of $25 million to $3 billion.
Compensation Strategy
- Develop the appropriate market or comparator organizations - Identify the key elements of executive compensation
- Select the appropriate position relative to market
- Determine the relative importance of performance based pay
- Analyse proxy data information for executive jobs
- Develop appropriate competitive levels (median, top quartile, etc.)
- Confirm findings with other databanks - Use Gurr databank (eg GEM – Gurr Executive Mining)
- Compare actual compensation with the marketplace
- Evaluate the relative importance of jobs
- Classify jobs into grades
- Determine salary midpoints and ranges
- Relate position in salary range with individual performance
- Determine bonus opportunity
- Determine timing of performance based awards
- Identify the performance parameters
- Design the bonus plan with linkages to performance (company, division, personal)
- Select plan - stock option, restricted stock, shadow equity, performance units, etc.
- Design plan including performance criteria and vesting provisions
- Calculate reasonable issuance levels – annual, upon appointment, ad hoc
- Review of company capacity and dilution issues of equity based plans - Review of potential cash drain of cash alternatives
- Advise on the overall level of competitiveness of benefits, pension, perquisites and time-off-with-pay in accordance with the marketplace and the selected compensation strategy
- Mid term incentive plans
- Major event bonus eg. mine start up
- Turnaround bonus plans and awards
- Advise on the content of executive contracts, including change of control provisions, termination allowances
- Compare to typical market practices related to change of control and termination allowances
- Analyse and review proposals related to the reasonableness and governance of executive compensation in the case of major acquisitions, divestments or plans of arrangement
- Advise on the compensation package to recruit executives (and directors) including recruitment/appointment incentives and one time issuances of long-term incentives
- Assess market trends in the levels and types of compensation (retainer, meeting fees, equity based compensation, etc.) being delivered to board and committee members -Determine the proposed approach to director compensation, based upon the company compensation strategy
- Using proxy information, review director pay levels and practices of comparator companies
- Prepare recommendations for cash and equity based compensation, including (as appropriate) payment for travel time and meeting attendance by telephone.
- Assess value and additional compensation for such positions as Board Chair, Lead Director and Committee Chairs
- Develop recommendations for compensation of members of Advisory Boards
- Develop stock ownership guidelines for executives and directors to improve the alignment of interests with shareholders
- Assist in the broad assessment of the strength and continuity of the executive team and any current or potential weaknesses, especially related to retention of high performers
- Prepare compensation and other recommendations to enhance retention Develop long term plans to assure succession planning and continuity in key executive positions
