Sentences with phrase «peer group companies»

From December 16, 2011, the effective date of the Merger, through the third quarter of 2013, we did not engage compensation consultants or establish formal benchmark processes against any set of peer group companies when setting compensation levels for executive officers.

Even with the impact of credit and merger - related costs on the Company's EPS, the Company's reported EPS for 2008 was second highest among the largest Peer Group companies (Bank of America, Citigroup, and JPMorgan Chase), and sixth highest when compared to the entire Peer Group.

Among HP's peer group companies, HP executives have a higher percentage of performance - based pay, which generally means smaller bonuses and lower overall compensation in years of low performance and higher bonuses and long - term incentive payouts in years of exceptional performance, reflective of the performance achieved.

Thus, the long - term target incentives for the NEOs who head these significant business segments are determined based on a blend of peer positions with similar titles at peer group companies and CEO positions among smaller companies, using the 75th percentile for peer - company positions and the median for CEO positions at smaller companies as competitive reference points.

In the case of the NEOs who head significant business segments, the Committee also compares compensation data for these positions against the pay for CEOs of smaller companies, as the size and complexity of certain of those business segments are similar in size and complexity to several of HP's peer group companies.

During fiscal 2010, Mercer gathered market and performance data on HP's peer group companies and analyzed the compensation of HP's Section 16 officers against that data.

In general, HP aims to set a total long - term incentive compensation target amount for its senior executives to be at or near the 75th percentile of the long - term incentives paid by its peer group companies.

Not exact matches

Johnson said the group's mission will be three-fold: To unite companies facing similar issues, to educate the public about the sharing and peer - to - peer economy, and, most importantly, to work with city regulators when it comes to legal matters.

(i) Assist companies in determining and interpreting their ratio (revenue stream number one); (ii) Sell the data back to companies to compare and explain ratios among their peers on an industry - by - industry basis, because average worker compensation for Bank of America will be different than that of Apple, for example (revenue stream number two); and (iii) Sell the data to labor groups to assist them in collective bargaining (revenue stream number three).

«Peer groups» is a basket of similar or larger companies compared to one company, and «benchmarking» is a decision to pay a CEO at the 50th, 75th or 90th percentile of other CEOs.

«Peer groups» and «benchmarking» — which is how most public company CEOs are paid — are inventions of compensation consultants.

Disclaimer: The author has personally benefited from a number of CEO peer groups over the years and he currently runs a peer group for the CEOs of fast - growth companies called: The Inc..

Many CEO peer groups are run by certified coaches who are great at answering questions but who also have limited experience running and scaling companies on their own.

But if you are in a group with companies that are at very different growth stages than you are, you might find it frustrating because your peers just aren't dealing with the same issues you are in terms of scaling or managing people.

I was once running a CEO peer group that included a guy named Steve, who was the sole owner and president of a digital printing company.

The company's balance sheet is one of the strongest in its peer group.

At a peer - group meeting, 10 people confronted him with a choice: he could get his passion back, or he could lose his company.

Mutual funds have poured large amounts of capital into what they perceive as the next peer group of public companies and one insider described it to me as simply «buying their IPO allocations now since they will need to own the stock once it's public.»

We benchmark pay levels for our named executive officers using compensation data from a peer group of companies, evaluated annually.

In addition, a big acquisition will put the company in a peer group with larger competitors, which also tends to boost executive pay.

The HRC considered the fact that, despite credit write - downs in its home equity loan portfolio and a Visa - related litigation expense accrual, the Company's business performance for 2007 was strong, as exemplified by one of the highest returns on equity and returns on assets in our Peer Group.

In the second half of fiscal 2017, when the Committee evaluated our executive compensation program and set fiscal 2018 base salaries and target bonus opportunities, the compensation consultant provided a comparative analysis of our executive compensation program based on pay practices of the group of peer companies listed below (the «2018 Peer Group&raqgroup of peer companies listed below (the «2018 Peer Group&raqupeer companies listed below (the «2018 Peer Group&raquPeer Group&raqGroup»).

But like I said, the Canadian banks as a group are strong, so I need to compare CIBC to it's peers, not unrelated companies.

The GNC generally recommends changes in director compensation to the Board for its approval every two years, based on its review of competitive pay data for non-employee directors of financial services companies in the Company's Peer Group.

Although the Company's performance for 2007 was in the top quartile compared to its Peer Group and met one of the alternative goals under the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the prior year.

For its June 2007 meeting, the HRC asked F.W. Cook's designated representative, George B. Paulin, to report on, and respond to HRC members» questions regarding a range of executive compensation matters, including the Company's compensation program and current trends, a comparison of Company and Peer Group compensation amounts and structures, including stock option and restricted stock grant practices, recent stockholder initiatives on compensation, compensation committee procedures, the role of consultants, and regulatory activity.

F.W. Cook also advises the HRC on the reasonableness of compensation levels in comparison with those of the Peer Group, and on the appropriateness of compensation program structure in supporting the Company's business objectives.

F.W. Cook compiles compensation data for the financial services organizations the HRC considers our peers (Peer Group), and reviews with the HRC the Company's executive compensation programs generally and in comparison to those of the Peer Group.

Historically the GNC has recommended changes in director compensation to the Board for its approval every other year, based on its review of competitive pay data for non-employee directors of the financial services companies in the Company's Peer Group.

While the HRC noted that the Company was not ranked # 1 in every financial measure used to compare its performance to that of its Peer Group, its overall average # 1 rank across these measures over all three time frames confirmed the Company's strong, consistent, and superior core results.

The proposed rules call for companies to report their annual total shareholder return (TSR) over time, along with annual TSR figures for their peer group, and to describe the relationships between their TSR and their executive compensation and between their TSR and the TSR of their peers.

Prior to approving the grants, the Compensation Committee conducts an assessment of competitive market data (peer group data and market survey data), as well as Company and executive performance.

[1] The peer group in Figures 2 and 3 is comprised of the 13 companies listed as peers in OCLR's 2017 proxy statement for which we have current financial data.

Events like this are invaluable to startups because the significant value comes from building the network across portfolio companies and the discussion one can have with your peer group.

This is in comparison with our Company's peer, UPS, which scored 94.3 and placed in the top tier of the group.

Following the Company's repayment of the TARP CPP investment in December 2009, the HRC re-evaluated the appropriate base salaries for the named executives based on 2010 Labor Market Peer Group compensation data.

description of the Company's compensation program governance, including the independence of each member of the HRC, Company performance, peer group analysis, business line performance, individual performance, independent compensation consultant advice, risk management, and HRC discretion; and

Inc., to review our existing executive compensation program and to assist us in evaluating potential changes to our program following an assessment of the compensation plans used by a peer group of publicly traded commercial airlines and transportation companies.

This review was not conducted on base salary alone but also included reviews of appropriate annual incentive compensation and long - term incentive compensation for other post-TARP companies in the Labor Market Peer Group and the ongoing market and legislative challenges facing financial services companies.

To determine our peer group of companies, we considered public cloud - based services providers and selected those most similar to us based on various factors, including, but not limited to, financial risk, company size, geographic diversification, profitability, growth characteristics and stage of life cycle.

The Performance Share awards are scheduled to vest in the third quarter of 2013 based on the Company's RORCE relative to the Financial Performance Peer Group, with the final number of earned and vested Performance Shares subject to adjustment upward (to a maximum of 150 % of the original target number granted) or downward to zero.

The GNC reviews the individual components and total amount of director compensation at least annually and may recommend changes in director compensation to the Board for its approval more or less frequently based on, among other factors, competitive pay data for non-employee directors of the financial services companies in the Company's Labor Market Peer Group.

Following the completion of this offering, we plan to continue to work with independent compensation consultants to maintain a list of peer group public companies of similar size and in comparable industries which our compensation committee can reference when analyzing executive officer compensation to ensure our executive compensation program is, and remains, competitive and offers the appropriate retention and performance incentives.

We believe programs should not be excessively dilutive on a whole and provide a peer comparison to identify company overhang that is significantly above that of a peer group.

Based on the disclosed peer groups of the company, this flexible process creates the most logical peer groups by using the disclosed peers of the entire Russell 3000 and S&P / TSX Composite Indices.

A: The pay - for - performance model measures the company's weighted average executive compensation percentile rank for its top five executive officers against the company's weighted average performance percentile rank within a group of 15 peer companies.

A: The peer groups are generated by Equilar based on a company's self - disclosed peer group and the strength of connection between peer companies (i.e. one - way vs. reciprocal connections).

Our investment thesis highlighted 1) highly misleading non-GAAP earnings that artificially inflated the company's profitability; 2) a misguided acquisition roll - up strategy; and 3) a valuation well above its peer group.

After the peer group shrank due to market consolidation and the Company found itself below the median of the partial group, the committee exercised its discretion to permit awards to be released as if the median target had been met.

Also, the company disclosed the peer group it used to benchmark bonus and long - term incentive amounts.