What Private Companies Need to Know to Design Effective Incentive Plans

Overview

In this session, we cover the strategies effective private companies employ to ensure incentive plans support the company’s strategic objectives and culture, are competitive in the current talent environment and create alignment between executives and stakeholder. We also discuss the compensation committee’s role in annual and long-term incentive plan design, best practices for assessing performance and ongoing monitoring of incentive plans.

Registration

$40 Member Registration Fee
$60 Non-Member Registration Fee

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Panelists 

Susan Schroeder Partner Compensation Advisory Partners

Susan Schroeder is a partner of Compensation Advisory Partners LLC (CAP) in Los Angeles. She has 25 years of experience advising Boards and company management on compensation strategies, performance measurement customization, and short and long-term incentive plan design. Susan’s experience includes work for Fortune 500 companies as well as smaller public, private, and not-for-profit organizations across many industries, including real estate, commercial and investment banking, investment management, technology, manufacturing, and professional services. Over the years, Susan has developed a particular expertise in developing incentive plans that reward for long-term value creation where publicly traded stock is not available.

Shaun Bisman Partner Compensation Advisory Partners LLC (CAP)

Shaun Bisman is a partner at Compensation Advisory Partners LLC (CAP) in New York. He has over 15 years of experience consulting to management and compensation committees. Shaun provides compensation consulting services to both public and privately-held companies, assisting with corporate governance, peer group development, performance measurement, pay for performance validation, incentive plan design, and director compensation. In his role, Shaun assists management and compensation committees in making informed decisions and understanding their implications, which is accomplished through working sessions and providing both data and anecdotal experience. This in turn allows management and compensation committees to pressure test ideas.

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