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Job specific salary trends across industries. This would also be applied to litigation that is causing changes in salary (such as a pay equal law article).
 

As a hiring manager or talent acquisition consultant, losing a candidate to a counteroffer is a killer. Picture this…

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.

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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Over 44% of executives reported an increase in total compensation in 2013, according to the BlueSteps Executive Compensation Survey. However, many executives reported concerns that their salaries did not fairly commensurate with performance. Make sure you get what you deserve when negotiating your executive compensation. BlueSteps is hosting a complimentary webinar aimed at giving expert advice to executives seeking to make sure that they get what they deserve during the negotiation process.  

The survey results confirm an increase in total compensation for the majority of executives. Almost half (44%) of executives at the CEO/President level experienced a rise in total compensation. Of those CEOs who experienced an increase in total compensation, 38% received +16% or higher growth in the last fiscal year. CEOs earned significantly more than the rest of the C-suite with 45.6% earning a $251-400K base salary , while the greater part of other C-level executives earned $100K less--$151-300K.  

The AESC BlueSteps survey of 778 executives was conducted in September 2013 and included responses from CEOs, CFOs, Board Members, Senior VPs, VPs and other management worldwide, including 53 percent from the Americas, 35 percent from EMEA and 12 percent from Asia/Pacific.

“This BlueSteps report highlights the inconsistencies in perception about C-suite executives, in contrast to the high profile cases of robust corner office salaries,” said Peter Felix, President and CEO of AESC. “On the contrary, for most senior executives in our survey salary increases and bonuses have only modestly begun to rise after the financial crisis.”

The 2014 AESC’s BlueSteps Executive Compensation survey was conducted from October 2014 to November 2014 and received 907 responses from senior-level executives across the world. The purpose of this survey was to better understand trends in global executive compensation and provide a unique benchmarking resource, providing executive compensation information across a wide range of industries, functional roles and regions.


Total Compensation on the Rise for Most Executives

AESC’s BlueSteps survey of 778 members finds C-suite salaries drop while other management compensation rises; gender gap narrowing in executive suite

Releasing the results of their 2012 Executive Compensation Survey, BlueSteps, the executive career management service of the Association of Executive Search Consultants (AESC), announced today that even though turnover in the C-suite is increasingly rapid, 65.4% of global executives, from a survey of 731 executives worldwide, believe long-term incentives do in fact motivate them to higher levels of performance.
 
"It's not what you pay a man, but what he costs you that counts." -Will Rogers, Actor

There exists some ambiguity surrounding the issue of executive compensation in China. It is well known that the job market in China can appear daunting for executives and one of the main factors is arguably the guarded attitude towards executive pay. Perhaps if there were more transparency in China on this topic, we may start to see more clarity surrounding the executive job market in China.