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Chief HR Executive Compensation Report

Executive Compensation — Thu, 14 Jan 2010 05:12:06 +0000

The analysis presented in Equilar’s 2007 Chief HR Executive Compensation Report is derived primarily from data disclosed in fiscal year 2005 and 2006 SEC filings for publicly traded companies in the Russell 3000 index.

The specific companies covered by this analysis include the 161 Russell 3000 firms which disclosed compensation data for Chief HR Executives in 2006.

Annual Revenue

In fiscal year 2006, publicly traded Russell 3000 companies with a Chief HR Executive listed in the Summary Compensation Table had median annual revenues of approximately $1.2 billion. From 2005 to 2006, median annual revenues increased by 8.7 percent.

Net Income

Similar to annual revenues, net income for Russell 3000 companies with a Chief HR Executive listed in the Summary Compensation Table increased from 2005 to 2006, rising by 26.5 percent.
In fiscal year 2006, these firms had a median net income of approximately $63.7 million.

Fiscal Year-End Market Capitalization

In 2006, Russell 3000 companies with a Chief HR Executive listed in the Summary Compensation Table had a median fiscal year-end market capitalization of approximately $1.3 billion, up 8.3 percent from the prior year.

Employees

From 2005 to 2006, the median number of persons employed by Russell 3000 companies with a listed Chief HR Executive increased by 2.4 percent, rising from 4,200 to 4,300.

[click here for the full report]

Tags: compensation data, compensation research, executive compensation, executive compensation plans, executive pay packages, HR Executive Compensation

CD&A Overview

Executive Compensation — Mon, 23 Nov 2009 17:40:32 +0000

An examples-based review of key CD&A elements

With CD&A disclosures entering their second year, numerous questions still remain regarding the appropriate structure and design of executive compensation disclosure.

The SEC\’s recent round of comment letters now provide compensation professionals, consultants and directors with a new set of challenges and a renewed sense of urgency in dealing with these issues.

In particular, companies face increased pressure to improve transparency on performance-based compensation and to answer the question of \’why,\’ in addition to the questions \’how\’ and \’when.\’

Fortunately, with the bulk of public companies having now submitted their first CD&A, we can, unlike last year, draw important insights from a wealth of available information.

[Click here to download the 2007 CD&A Overview]

Tags: cd&a overview, compensation professionals, compensation research, executive compensation, performance benchmarking