Search Results | Showing 21 - 28 of 28 results for "executive pay" |
| | | ... on termination costs. "When investors behave like owners, and make it clear to boards their expectations around executive pay, Australian boards generally respond," Hagart said. "It seems boards and investors have, together, used the changes to termination ... |
| | | | ... roles Average fees paid to company chairmen in the ASX100 fell by 3.5% in 2012, reflecting similar approaches to executive pay over the same time period. The average pay for a non-executive director was $218,434, and the average pay for a chairperson ... |
| | | | ... updated governance guidelines provide expanded context and commentary on investor expectations of board practices, executive pay structures and conduct during capital raisings. In terms of executive pay structures, the issues include "payment of bonuses ... |
| | | | ... higher-than-neutral confidence in the ability of boards to set remuneration levels - including chairperson pay levels at 3.03, executive pay levels at 3.07 and non-executive director pay levels at 3.19, which contrasts with the perception that investors ... |
| | | | ... Council of Superannuation Investors (ACSI). Ann Byrne ACSI published its 11 th study on board composition and non-executive pay, and for the first time extended the survey beyond the ASX100 to include the ASX200. The survey sampled 87 Top 100 and 88 ... |
| | | | ... discussions of incentivisation of executives to a wider discussion of social justice "There is a lot of literature around executive pay and people have been paid even though companies don't perform," Wilson said. "Thus far, it has been a more technocratic ... |
| | | | ... Paatsch said. "This year in particular, it's quite apparent that there is a significant amount of de-risking of executive pay and putting short term incentives on personal metrics things that you'd expect would be part of an executive's job description. ... |
| | | | ... performance. For both of those, those are questions of age diversity and skills diversity." The third focus for Regnan is executive pay and remuneration and the flow-on consequences for a company for large pay and remuneration packages for CEOs in terms ... |
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