Executive Compensation, and Key Talent and Superstar Pay for Performance (ICS401)
Executive compensation and superstar pay have become increasing controversial in recent years. Truly understanding the basics of compensating executives, key talent and superstars is key to re-thinking how to align performance, strategy and pay for “must-retain” employees and organizational leaders.
- Effectively aligning organizational ownership and managerial control through performance-based pay
- Examining the relationship between risk and executive compensation
- Evaluating the pay mix of executives, superstars and key talent according to employee preferences and organizational needs
- Understanding the information being communicated by shareholders to the organization via “Say on Pay” votes
- Recognizing the differences between the “superstar” labor markets and the “non-superstar” labor markets
- Understanding and appreciating the importance of the Compensation Discussion and Analysis (CD&A) disclosure
- The challenge of attracting and retaining top talent while maintaining the compensation budget
Who will benefit?Participants will leave the course with the ability to analyze and evaluate the efficacy of performance-based pay systems with respect to executives, key and superstars. Organizations can benefit through improved allocation of financial and human capital resources and a richer understanding of the effects of pay for performance on the success of their operations.
Stephanie R. Thomas
Lecturer, Department of Economics
Stephanie R. Thomas, is a Research Associate of the Institute for Compensation Studies in the ILR School and a Lecturer in the Department of Economics at Cornell University. Stephanie has completed research and published on a variety of labor economics topics including wage determination, pay gaps and inequality, and the quantitative analysis of employment discrimination. She is the author of Compensating Your Employees Fairly: A Guide to Internal Pay Equity. During her 15-year consulting career, she specialized in the analysis of equal employment issues and provided consulting services to Fortune 500 companies, privately held businesses, major law firms and government agencies. Stephanie has also served on the faculty of New York University, where she was awarded the Excellence in Undergraduate Teaching. Stephanie holds a Ph.D. in Economics from The New School for Social Research.