The Ross Companies works closely with senior management, boards of directors and compensation committees to develop and implement compensation programs that will attract, retain, and reward outstanding senior executives.
Our goal is to achieve the proper balance between executive compensation, board compensation and shareholder interests. We do not focus solely on survey comparisons or market positions, but rather consider all identifiable factors in their appropriate relationship to one another.
Our Guiding Principles
- A well-designed executive compensation program requires competitive base compensation
- Meeting attainable performance goals is the basis for additional annual and long-term compensation.
- Performance-based equity compensation (using options or grants) is better aligned with shareholder interests than non-performance based awards
- Private companies as well as public companies should have long-term compensation programs for executive engagement and retention purposes
- Long term compensation programs are appropriately communicated and monitored to deliver the expected value to shareholders
- Supplemental Retirement Plans are an appropriate consideration for executives hired in mid-career when other opportunities to replace lost retirement benefits do not exist
- Well designed employment agreements benefit both the executive and the employer
We use passive (proxy and database) and direct survey techniques as well as executive and Board interviews to gather specific information about each client and their peer companies. We use this information to assist in the conceptual approach and detailed design of new or replacement compensation programs for the client’s executive team.