Category: Senior Management Pay

Executive and Board Pay – Is There an Appropriate Level?

Once more the level of pay of senior executives is under scrutiny and proposals are being considered for influencing and containing the size of such pay packages.[1]  This topic has attracted attention across the years and has been the subject of many studies including some on pay equity and equitable pay differentials. I had the […]

Management Bonuses – what should they reinforce?

Once more the issue of rewards and links to long term success of the company have been raised.  The Financial Reporting Council will be advocating stronger links and also clauses to enable bonuses to be clawed back [1].  However, focusing on the payment formula alone will not produce a sound scheme.  Like an iceberg, the danger […]

Boardroom and Senior Management Pay – equitable approaches

The high level of executive pay in some companies has been occurring for many years. The recent publicity and reports have focused on the widening gap between the top management and employees.  Solutions have been proposed of links to the median pay of employees; reversing the trend of higher performance and lower basic pay.  In […]

Senior Management Pay – Equitable Differentials *

The basic pay gap continues to widen between top management and the lowest paid employees. The total remuneration gap is much wider when share packages, pension and other benefits are considered. The size of the gap attracts controversy but at times becomes confused with adversity against wealth creation. The latter is needed to enable the […]