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PART TWO Elements of the Solution
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against a variety of other comparative and competitive metrics. Specifically: Boards must take a multiyear perspective when it comes to compensation. This is particularly important with stock options, since they are not annual events but accumulate over time. Compensation must be examined relative to executive performance. This will require an analysis of changes in compensation relative to changes in corporate and individual performance as well as changes in performance over a multiyear time horizon. The purpose is to determine how executives are paid and how sensitive compensation is to increases and decreases in performance. The company s incentive systems must be studied to determine the impact of performance on compensation. This will help determine a company s pay for performance score, showing how compensation varies based upon specific performance measures. The greater the variation in compensation due to performance the higher the pay for performance score. Conduct the same type of analysis for a peer group of at least 10 to 15 other companies. This will reveal how these companies compensation practices have varied based upon performance. Using this peer analysis, a company can compare its pay for performance score to that of other companies. A company should also determine the pay for performance score for several different performance measures. This would include return on investment, change in profit, change in margin, change in shareholder return, change in revenue, and so forth. Once again comparisons should be made with the peer group. This in-depth investigation in compensation forensics will provide a valuable historic perspective of what the company typically pays for and how well it does in paying for those performance measures.
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CHAPTER SIX Providing the Right Questions and the Right Tools for Boards
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Option Pool Analysis
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The next step boards must undertake is an option pool analysis. Although options are usually looked at as yearly grants, they are by no means annual compensation. Options motivate people in large part because of how many a person holds and the degree to which the options are in-the-money. Boards have to look at the total number of options held by an executive as well as that person s individual wealth sensitivity to changes in the stock price. The objective is to determine how paper wealth from the in-the-money options increases or decreases due to fluctuations in the stock price. After the analysis is completed, boards need to review the option pools at other companies. To make a comparison adequately, they should look at the pool not only in terms of the number of options granted but also how far in-the-money they are. This inthe-money-ness of the options pool will yield an option wealth sensitivity score by which a company can compare itself with its peer group. Once the option pool for each executive is determined, a wealth transfer analysis can be conducted. This analysis looks at how much wealth was transferred on paper from shareholders to the CEO and other top executives, both individually and as a group, for at least the previous three years. Projections can also be made showing how much wealth will be transferred in the future at different rates of stock price appreciation. Let s say an executive holds 100,000 options that are at or in the money. If the stock price goes up $10, a paper wealth transfer of $1 million results. Compare the paper wealth transfer in any given year to the company s performance in that year. What is the correlation Then what is the comparison with the paper wealth transfer at peer companies The next analysis is to determine the total cost of management at the company; in other words, what it costs to manage the company. This can be accomplished initially by looking at the salary, bonus, and incentives paid to the five highest-paid people at the company. The analysis should ideally be extended to take into consideration the CEO, the CEO s direct reports, and possibly the next level down. In one analysis consider the salary and bonus of the top executives as individuals and as a group. In another add in the cost
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