Quick Survey - Compensation Committees and Compensation Consultants

Survey Results

Total Responses: 17

1. Does your compensation committee:
have a policy that it will not employ any compensation consultants who perform services for management 2 / 11.8%
not have such a policy, but does not intend to employ any of the same compensation consultants as management 7 / 41.2%
employ some (or all) of the same compensation consultants used by management 8 / 47.1%
2. In practice, how does your compensation committee go about hiring an expert for making recommendations regarding CEO compensation?
Management offers up a consultant to the compensation committee that it finds acceptable, subject to committee approval 12 / 70.6%
Compensation committee left completely on its own to find and hire whatever consultant it wants 2 / 11.8%
Compensation committee has not hired an expert for setting CEO compensation 3 / 17.6%
3. Assume the company already is using consultant A for general compensation advisory purposes, will your compensation committee:
Use the same consultant to help set executive compensation 6 / 35.3%
Use a different consultant to help set executive compensation 4 / 23.5%
Too early to tell what the compensation committee will do going forward 7 / 41.2%
4. Regarding compensation committee charters, the committee has:
A charter that states that the compensation committee will be the sole entity in the company to hire compensation consultants specifically related to CEO compensation 10 / 62.5%
A charter that states that both the compensation committee and management have the authority to hire compensation consultants specifically related to CEO compensation 5 / 31.2%
A charter that does not address who hires compensation consultants 1 / 6.2%