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Executive Compensation

It has been reported by Forbes that executives who changed jobs last year increased the amount of compensation they received by 17 percent. But it is not always necessary for executives to change jobs in order to fulfil their compensation goals.

It is not uncommon for executives to love the job that they are in, but feel that they are underpaid and could make a lot more money somewhere else. In fact, a reported 65 percent of the working population feels the same, according to a survey conducted by Salary.com.

Executives negotiate millions of dollars on behalf of their employers for contracts, products, and services every year. Why then is it so difficult for most executives to negotiate their salaries when offered a job? Whatever the reasons, senior managers, directors and C-level executives are not immune from negotiating their salary for a new job opportunity.  

For first-time expats, an offer to work internationally presents many questions that are often difficult to answer. How does one know if the offer is attractive? What is the cost of living in the host country? What benefits can one expect? A salary offer of $20,000 USD per month may seem rather tempting but not if one is going to live in Luanda, Angola, where rent alone can easily cost that amount. This article will give a basic overview about expat executive compensation packages and outline what to expect from them.

At today’s Annual Meetings of public corporations across the United States, the media, investors, and stockholders have placed executive pay and compensation practices under their microscopes. As executive compensation and incentive plans continue to command attention, the SEC, IRS and the US Congress each have created new disclosure rules and regulations. It is imperative that HR professionals, compensation specialists, and corporate counsel be aware of the upcoming series of SEC and stock exchange listing requirements affecting how compensation committees approach pay practices.

“In business as in life, you don't get what you deserve, you get what you negotiate,” according to negotiations guru Chester L. Karrass.
 
Whether you are negotiating compensation for a new job, requesting a raise or new responsibilities, or cinching a deal for your current company, you’ll get better results if you master the art and the skill of negotiating.
 
My husband took the Chester Karrass course years ago and I swear he wins every one of our “negotiations!” Perhaps by studying these tips myself I’ll improve my outcome.
 

Fear often comes from misunderstandings or rumors that have existed so long they are accepted as truth. However, if you peel away the emotion from the facts, restrictive covenants can become fairly easy to understand. 

There is a lot of confusion about non-competes and restrictive covenants: misunderstandings as to how they are applied, when they can be enforced, and their purpose. This article should clear some fog away from the terms non-compete or restrictive covenant and bring their true intent into the open. Hopefully, it will allow you to breathe easier and feel empowered.

I’ve heard the phrase thrown around, what are we really talking about?  What is a restrictive covenant?

BlueSteps recently hosted an #ExecCareer Chat on the topic of negotiating executive compensation, featuring John Ryan, from TRANSEARCH.

Some of the questions asked included:

Property owners who want to sell usually have a figure in mind that they plan to ask for their property. That’s their asking price. However, savvy property owners know that asking price and selling price can be two very different numbers. What the market will bear overall and what their property offers that gives it a distinct advantage in the marketplace can bring the two prices quite close together or drive them miles apart.
 

The 2014 AESC BlueSteps Executive Compensation Report, released today by the Association of Executive Search Consultants (AESC), reveals that almost half (44%) of executives at the CEO/President level experienced a rise in total compensation in the last fiscal year.

Of those CEOs who experienced an increase in total compensation, 37% received +11% or higher growth in the last fiscal year. The greatest percentage of respondents at this level (45.6%) earned annual base salaries in the $251-400K bracket.

It’s a fact that salaries haven’t kept pace with inflation. While the economy seems to be recovering from the slump over the past years, employers are still very cautious when it comes to executive salary increases.  When you are ready to ask for a raise, the best position to be in is one of power. Leveraging your resources such as professional accomplishments, personal and professional network, industry expertise, and more could put you in a much better position when negotiating your salary.

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