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2006.12.03

【調査】CEOは成果主義

調査によれば、CEOの報酬はまさに成果主義的に支払われているということだ。
2003年~2005年の長期インセンティブの状況を見ると、業績の高かったCEOの報酬が
4.4ミリオンだったが、業績の低いCEOの報酬は1.5ミリオンであった。

Study Finds Strong Link Between CEO 'Realizable' Pay and Performance

Executives at financially high-performing companies are seeing greater "realizable" pay than their counterparts at underperforming companies, according to a new study by Watson Wyatt Worldwide, a consulting firm.

The firm says the results suggest that corporate America 's executive pay-for-performance model is working for most companies.

Realizable pay calculates the current value of outstanding long-term incentive awards (typically, in-the-money stock options and performance share payouts) granted over a specific time frame (in this case, 2003-2005) using the ending stock price. This method contrasts with pay opportunity, an analysis that calculates the value of the new LTIs as of the grant date, using the Black-Scholes value of stock options.

Between 2003 and 2005, the median realizable LTI for CEOs at higher-performing companies was $4.4 million, compared with $1.5 million for CEOs at lower-performing companies.

The study, based on public data from 793 companies in the S&P Composite 1500, a stock index that includes companies of various sizes in all sectors of the U.S. economy, found similar results for realizable total pay, which includes realizable pay from stock incentives as well as cash compensation and annual bonuses, which tend to be less sensitive to shareholder returns.

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