Executive Compensation

Pay-for-Performance Model 

Model Pay-for-Performance Scenarios

Independently benchmark and analyze your executive compensation programs to design plans that align with investor expectations.

Book a Discovery Call

Balancing shareholder expectations with internal pay objectives is a significant challenge. Our Pay for Performance Model facilitates independent benchmarking and pay-for-performance modelling to help you build programs that meet company objectives and increase your chances of shareholder support.

Key Features and Benefits

Benchmark Pay and Performance Against Peers

Ensure your pay programs are competitive using our flexible pay-for-performance modeler to gain a 360-degree view of pay alignment.

Anticipate Investor Say-On-Pay Views

Anticipate potential pay concerns using the Glass Lewis model relied upon by major investors to face say-on-pay votes with confidence

Test Potential Pay Scenarios

Forecast how your company’s pay alignment might be affected by various pay outcomes or future changes to compensation plans.

How It Works

1

Benchmark

View your programs from multiple angles to maintain awareness of your pay-for-performance situation throughout the year.

2

Planning for Board Meetings

Provide insight to your Compensation Committee on how pay programs will be assessed by Glass Lewis and institutional investors.

3

Preparing for Annual Meetings

Anticipate possible say-on-pay challenges months before your next annual meeting and model any planned adjustments.

Related Products and Services

Governance Hub

Flexible stewardship solutions, ranging from custom services to active engagement, backed by an advanced reporting platform.

Equity Compensation Advisory

Timely, in-depth governance research and recommendations for proactive decision-making.

Engagement Meetings

Expert analysis and vote recommendations to navigate critical corporate events with confidence.

Explore Our Insights

Visit Our Resource Center

Dueling DEI Proposals Put Boeing Between a Rock and a Hard Place

Intense scrutiny regarding the role of environmental, social and governance (ESG) issues in proxy voting has only intensified in the wake of the Trump Administration’s executive orders on diversity, equity and inclusion (DEI).

Dueling DEI Proposals Put Boeing Between a Rock and a Hard Place

Intense scrutiny regarding the role of environmental, social and governance (ESG) issues in proxy voting has only intensified in the wake of the Trump Administration’s executive orders on diversity, equity and inclusion (DEI).

Controversy Alert Roundup, April 7 to April 11, 2025: Spotlight on Atacadão

With thousands of companies holding shareholder meetings during proxy season, it’s hard to know where to start

Controversy Alert Roundup, April 7 to April 11, 2025: Spotlight on Atacadão

With thousands of companies holding shareholder meetings during proxy season, it’s hard to know where to start

Explaining the Transatlantic Pay Gap

The past year has seen extensive discussion regarding the competitiveness of the UK capital markets, and in particular the influence of the ‘transatlantic pay gap’, which many view as limiting UK public companies’ ability to attract, retain and motivate executives.

Explaining the Transatlantic Pay Gap

The past year has seen extensive discussion regarding the competitiveness of the UK capital markets, and in particular the influence of the ‘transatlantic pay gap’, which many view as limiting UK public companies’ ability to attract, retain and motivate executives.

The Glass Lewis Approach to Special Situations

In an era of frequent shareholder activism and shifting M&A dynamics, investors rely on rigorous independent analysis to make informed voting decisions with respect to a range of complex corporate situations.

The Glass Lewis Approach to Special Situations

In an era of frequent shareholder activism and shifting M&A dynamics, investors rely on rigorous independent analysis to make informed voting decisions with respect to a range of complex corporate situations.