One of the most important functions of a public company is to establish an equity compensation strategy that is competitive and equitable, while also promoting employee engagement and high performance. It’s been proven time and time again that there is a direct correlation between an effective equity compensation plan and the role it plays in promoting employee retention, enhancing performance, and ultimately, impacting the bottom line. Given its importance, how do you implement a plan that works? Despite equity compensation being an important tool that supports business goals, designing and implementing the right plan can be challenging.

This session will walk you through some of the key steps to successfully develop and implement an effective, competitive equity compensation plan including:

• How to craft an equity compensation philosophy that aligns with your business goals and objectives
• Identifying the right sources of external market data needed to support your strategy
• How to confidently find reliable comp data and determine the appropriate percentile to use when reviewing market data
• Examining the right plan design & equity mix for your culture

We’ll round out our discussion examining some of the most pressing related trends impacting public companies today. You won’t want to miss it!

CPE CREDIT HOURS: 1.5*

Field of study: Specialized Knowledge
Levels: O
Delivery method: Group live
Advanced preparation: None

CEP Continuing Education (CE) credit:1.25 credits

Please visit our Continuing Education and Event Policies pages for more information.

For stock plan administrators, one of the biggest dreads is that sudden urgent call from the CFO, Board, Comp Committee etc., looking for specific information from the equity comp plan. And it always seems to be an emergency!

This session aims to ease the dread by covering 5 key figures that administrators should have on hand or know where to quickly find. The discussion will cover key figures relevant for both Private and Public companies and our speakers include an issuer at a fast-growing energy technology company, as well as veteran administration providers serving both public and private issuer clients. For each figure we will cover the definition, who is likely to be interested in the figure and why, and how the figure is derived. Key figures include: Shares Available to Issue, Dilution and Overhang, Run Rate/ Burn Rate, 162(m) calcs, and Compensation "Actually Paid". 

CPE CREDIT HOURS: 1.5*

Field of study: Specialized Knowledge
Levels: O
Delivery method: Group live
Advanced preparation: None

CEP Continuing Education (CE) credit:1.25 credits

Please visit our Continuing Education and Event Policies pages for more information.

This session will cover six new ideas for your stock compensation radar. We’ll explore modernization strategies to make your stock programs more successful, less costly, more equitable, more differentiated, and better equipped for what may lay ahead.  Topic will include how you can time travel with prior day close, the outsized benefits of fractional shares for both tax withholding and ESPP, exploring different vesting levers and more!

CPE CREDIT HOURS: 1.5*

Field of study: Specialized Knowledge
Levels: O
Delivery method: Group live
Advanced preparation: None

CEP Continuing Education (CE) credit:1.25 credits

Please visit our Continuing Education and Event Policies pages for more information.

In today's competitive business landscape, attracting and retaining top executive talent is critical for organizational success. This session promises to equip attendees with the knowledge and strategies needed to design and manage non-qualified compensation programs and equity plans for executive-level employees effectively.  

This session brings together senior-expert GEO Fellows to delve into the intricacies of designing non-qualified compensation programs, including deferred plans, for executive-level employees and how these intersect with equity plans.

By leveraging the expertise of senior GEO Fellows, participants will leave with actionable insights to enhance their top-tier talent compensation programs and drive organizational success.

KEY LEARNING OBJECTIVES:

• Plan design optimization: Understand how to strike the right balance between non-qualified compensation and equity plans for executive-level employees, ensuring alignment with organizational objectives and compliance.
• Long-term motivation: Explore strategies to use deferred compensation and equity incentives to motivate and retain top talent over the long term, linking performance metrics to sustained value creation.
• Global program management: Learn to navigate the challenges and opportunities of implementing these programs globally while complying with local tax regulations and maintaining a consistent global strategy.

Unlock the potential of your executive compensation strategy with innovative concepts. In this session, our expert panel delves into four crucial areas that can significantly enhance your plan design, benefiting both executives and plan sponsors. These innovative concepts are designed to take your executive compensation strategy to the next level, addressing a variety of critical topics and featuring a case study from Levi Strauss. Learn the power of combining tried-and-true practices with innovative thinking to help you make the most of your executive compensation program.

Key learning points:

• Automatic exercise benefits: Discover the advantages of incorporating automatic exercise at expiration into your executive compensation plans. This innovative approach streamlines processes, enhances plan performance, and aligns executive incentives more effectively with organizational objectives.
• Identifying long-term incentive blind spots: Gain insights into potential blind spots that may affect the effectiveness of your long-term incentive programs. By addressing these challenges, you can create a more equitable and impactful compensation structure for your executives.
• Empowering executives with equity choice: Learn how to empower your executives with greater flexibility and control over their equity compensation choices. This approach leads to higher executive satisfaction, improved retention rates, and better alignment with your corporate goals.
• Tax-efficient charitable giving: Explore tax-efficient strategies that enable executives to maximize their charitable contributions while optimizing their financial planning. This knowledge equips executives to support causes they care about while making informed financial decisions.

CPE CREDIT HOURS: 1.5*

Field of study: Specialized Knowledge
Levels: O
Delivery method: Group live
Advanced preparation: None

CEP Continuing Education (CE) credit:1.25 credits

Please visit our Continuing Education and Event Policies pages for more information.

Delve into the dynamic world of global executive compensation trends, with a spotlight on the role played by equity compensation. Explore how these trends align with your organization's objectives and challenges, including talent attraction and retention, program management, and plan design.

Key learning points:

• Strategies for attracting and retaining top global executive talent through equity compensation.
• Effective program management and implementation considerations.
• Leveraging equity compensation in plan design to align with global executive compensation trends.

CPE CREDIT HOURS: 1.5*

Field of study: Specialized Knowledge
Levels: O
Delivery method: Group live
Advanced preparation: None

CEP Continuing Education (CE) credit:1.25 credits

Please visit our Continuing Education and Event Policies pages for more information.