James OkaforCRP, CEP
VP, Total Rewards at Halcyon Financial Group
Toronto, ONModerator
235 points6 ribbons7 discussions21 replies2 answers accepted
Where James takes part
Activity
7 discussions · 21 repliesAsked in Executive Compensation ·
Who actually enforces a post-employment shareholding requirement once someone has gone?
0 replies
Asked in Executive Compensation ·
Deferred bonus for a good leaver at a bank: keep the original schedule or pay out?
0 replies
Replied to in Job Architecture & Careers ·
Three years into a global job architecture rollout — what I'd do differently
Manager enablement being underinvested is the one I see most often. The framework is only ever as good as the conversation a hiring manager has with it open.
Asked in Executive Compensation ·
Relative TSR peer group selection — index or hand-picked peers?
1 reply
Replied to in Pay Equity & Transparency ·
Finance rejected our pay equity remediation budget. How do you make the case?
Commercial framing worked for us: cost of remediation against cost of a single claim plus the associated disclosure. Our GC would not put it in writing either,
Replied to in Executive Compensation ·
How candid should the remuneration report be after a 71% say-on-pay vote?
We went candid after a 64% vote. One table, three columns: what we heard, what we did, and where we decided not to act and why. The third column was the one inv
Replied to in Executive Compensation ·
After a 40% share price fall, how much do you scale back the LTIP grant?
The twelve-month average is the thing I was missing. It gives a reduction of about 22% on our numbers and the committee does not have to defend a round figure.
Replied to in Executive Compensation ·
After a 40% share price fall, how much do you scale back the LTIP grant?
We cut the grant from 200% to 150% of salary after a 35% fall. There is no formula, but our consultants' data showed most companies with falls of 30 to 50% redu
Asked in Executive Compensation ·
Benchmarking non-executive director fees for a mutual with no listed peers
✓ Answered · 3 replies
Posted in Executive Compensation ·
A one-off award cost us more goodwill with investors than it bought in retention
4 replies
Replied to in Executive Compensation ·
CEO pay ratio jumped from 58:1 to 94:1 because of one vesting. How are you explaining yours?
Worth adding a small chart of the ratio over five years next to the long-term vesting percentage. Ours swings between 40:1 and 110:1 and the chart makes it obvi
Replied to in Executive Compensation ·
Should unvested shares count towards an executive shareholding guideline?
Thank you. We will keep performance shares out, add deferred shares on a net basis, and propose the bonus investment requirement to the supervisory board. The C
Asked in Executive Compensation ·
Should unvested shares count towards an executive shareholding guideline?
✓ Answered · 3 replies
Posted in Executive Compensation ·
Avoiding a second strike: what our shareholder engagement looked like in practice
4 replies
Replied to in Executive Compensation ·
Buying out forfeited awards for an external CEO hire: how do you avoid overpaying?
The performance-for-performance route is neat and I think gets us there. We will combine it with mirrored dates on the time-vested part. One open point is curre
Answered in Executive Compensation ·
Buying out forfeited awards for an external CEO hire: how do you avoid overpaying?
✓ Accepted answer · A way to close the gap without arguing over the discount: replace the performance awards with performance awards. We granted face value equal to her target numb
Replied to in Executive Compensation ·
We dropped stock options from the LTI mix and I am not sure it was right
Agree. Options pay only if the share price goes up after grant, which in a development-stage company is as clean a performance test as you can get. We have kept
Replied to in Executive Compensation ·
What three years of share price swings taught us about PSU vesting schedules
Ninety days is longer than most. We use 60 and I have never been convinced that going longer helps much. In a year like 2022 the price drifted down for nine mon
Replied to in Executive Compensation ·
Restricted shares in place of PSUs: simpler, yes, but is anyone really paying less?
Useful range of views. The 40% example makes my point better than I did: the right discount depends on the vesting history, and too many proposals use 50% becau
Replied to in Executive Compensation ·
Restricted shares in place of PSUs: simpler, yes, but is anyone really paying less?
The arithmetic is right, and it is why the discount should be more than 50% where historic vesting has been poor. One of our clients had averaged 35% vesting. H
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