Meridian Compensation Partners, LLC

We're just two weeks away from hosting Meridian Compensation Partners in person at Walgreens downtown office in the Old Post Office to discuss the CEO Pay-Setting Process: You will leave the presentation with these key takeaways: ? Break down the executive pay cycle – Understand the key milestones, responsibilities, and decision points that shape executive pay throughout the year ? Unpack the key influences on CEO compensation – Gain insight into the factors influencing CEO compensation decisions ? Find your role in the process – Learn about ways you might be able to add value to the CEO pay review process More info and registration link here: https://lnkd.in/etepTnEa

Redefining the CEO’s Role for the Next Generation As seen in the Spring 2025 NACD (National Association of Corporate Directors) Directorship Magazine More than 1,800 US CEOs departed their roles in 2024, according to Challenger, Gray & Christmas, which was the highest annual amount since the firm started keeping such records. Although the average tenure of the CEOs who departed in 2024 was approximately 12 years, the average tenure of active CEOs is slightly more than 5 years, signaling that a generational change is occurring at the top. Robert Romanchek and Frank C. discuss how these generational shifts in the modern business world pose opportunities and risks for companies as a new generation of executives take the reins. Click the link in the comments to read more.

What timeframes and metrics best evaluate pay versus performance? Jamie McGough, Partner at Meridian Compensation Partners, LLC, explains that analyzing three to five years of realized pay, not targets or narrow periods, best reflects program effectiveness. Listen as Jamie details why this focus on earned compensation is so critical for committee oversight. This is a repost. Given the continued relevance of this discussion, we are sharing it again. Click the link in the comments. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

Who is pay and performance analysis really for? Jamie McGough, Partner at Meridian Compensation Partners, LLC, explains that it’s an essential oversight tool for private and public company boards, not just shareholders. This is a repost. Given the continued relevance of this discussion, we are sharing it again. Click the link in the comments to learn more about how pay analysis powers committee decision-making and stewardship. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

Are you frustrated by imperfect data in pay analysis? Jamie McGough, Partner at Meridian Compensation Partners, LLC, offers techniques for thoughtful evaluation despite drawbacks. With overlapping cycles and evolving grant values, Jamie stresses that judgment and long-term analysis yield insights into pay program effectiveness. This is a repost. Given the continued relevance of this discussion, we are sharing it again. Learn how to thoughtfully navigate pay analysis complexity by watching the full episode. Click the link in the comments. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

Considerations in Proxy Disclosure As companies prepare their proxy disclosures, ensuring transparency and clarity in executive compensation reporting remains a top priority. Investors expect well-structured disclosures that provide insight into board decisions, pay-for-performance alignment, and responsiveness to shareholder concerns. Click the link in the comments to learn about the key areas to focus on.

Commonly Missed Proxy Disclosure Requirements As seen in Corporate Board Member Robert Romanchek and Edward Hauder discuss six key compensation disclosure “watchouts” for 2025, impacting proxy statements and annual reports. Click the link in the comments to know what questions will help ensure the disclosures are properly addressed.

Are you missing the most important data point in pay analysis? Jamie McGough, Partner at Meridian Compensation Partners, LLC, reveals the key oversight. He spotlights analyzing realized or realizable pay over target pay for meaningful evaluation. Learn exactly why this multi-year actual pay lens provides the clearest view of performance linkage. This is a repost. Given the continued relevance of this discussion, we are sharing it again. Tune into our conversation by clicking the link below. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

Are you evaluating pay and performance alignment but unsure what misalignment means? Jamie McGough, Partner at Meridian Compensation Partners, LLC, discusses when lagging performance indicates a need to reexamine goals. Higher pay coupled with weaker performance can indicate incentive targets may require adjustment. Tune in to hear his guidance for compensation committees on recalibrating goals if the pay-performance connection seems off. This is a repost. Given the continued relevance of this discussion, we are sharing it again. Learn more by clicking the link in the comments. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback

How can you analyze equity awards in pay-for-performance evaluation? Jamie McGough, Partner at Meridian Compensation Partners, LLC, recommends assessing restricted stock’s value after three to five years rather than grant date estimates. Listen for an in-depth look at measuring salaries, bonuses and incentives to gauge alignment. This is a repost. Given the continued relevance of this discussion, we are sharing it again. Click the link in the comments to hear the full episode. #Compensation #Wages #SPAC #Equity #ExecutiveCompensation #Clawback