- Joined
- Jul 24, 2008
- Messages
- 33,627
- Points
- 0
http://www.humanresourcesonline.net/news/43266
[h=1]Annual compensation for CEOs unveiled[/h]
[h=3][/h]By: Sabrina Zolkifi, Singapore
Published: 9 hours 25 min ago
EXECUTIVE REMUNERATION CEO PAY SALARY INCREMENT
Singapore – CEOs in medium-sized companies saw a 17% annual pay increase to a median of $1.76 million last year, while the median pay for CEOs across all companies remained flat at $875,000 in Financial Year (FY) 2012/2013.</SPAN>
Hay Group’s Singapore Top Executive Remuneration Report 2014 found the pay for CEOs in larger firms fell 3% to about S$4.42 million per annum while the annual salaries of CEOs in smaller organisations stagnated at approximately $625,000.
</SPAN>
CEOs in the properties sector earned the highest pay in FY2012/2013, reporting an annual median income of $2.7 million. They were followed closely by the finance sector with $2.13 million, and the hotels and restaurants industry with $1.59 million.
</SPAN>
Aside from the CEOs, the report also highlighted the compensation packages of other executives.
</SPAN>
In FY 2012/2013, the median annual income for deputy CEOs or COOs was $515,000, while CEOs of subsidiary companies, and top HR, administrative and corporate service executives earned $375,000.</SPAN>
The report also found only 28% of 260 companies here utilise a long-term incentive (LTI) plan in FY 2012/2013. Of those who did implement a LTI plan, 86% were from large-sized companies, a third were medium-sized and 17% were small-sized companies.
</SPAN>
“In Singapore, the lower utilisation of LTI in rewarding top executives in Singapore companies could arise from concerns such as the potential dilution and challenges in setting performance measures for long-term incentive plans, the perceived value of underwater stock options and complexity in valuation of LTI instruments,” Kevin Goh, director of executive rewards at Hay Group Singapore, said.
</SPAN>
“These concerns can be addressed through well-designed long-term incentive plans with performance measures that are aligned with the long-term shareholder value creation."</SPAN>
[h=1]Annual compensation for CEOs unveiled[/h]
[h=3][/h]By: Sabrina Zolkifi, Singapore
Published: 9 hours 25 min ago
EXECUTIVE REMUNERATION CEO PAY SALARY INCREMENT
Singapore – CEOs in medium-sized companies saw a 17% annual pay increase to a median of $1.76 million last year, while the median pay for CEOs across all companies remained flat at $875,000 in Financial Year (FY) 2012/2013.</SPAN>
Hay Group’s Singapore Top Executive Remuneration Report 2014 found the pay for CEOs in larger firms fell 3% to about S$4.42 million per annum while the annual salaries of CEOs in smaller organisations stagnated at approximately $625,000.
</SPAN>
CEOs in the properties sector earned the highest pay in FY2012/2013, reporting an annual median income of $2.7 million. They were followed closely by the finance sector with $2.13 million, and the hotels and restaurants industry with $1.59 million.
</SPAN>
Aside from the CEOs, the report also highlighted the compensation packages of other executives.
</SPAN>
In FY 2012/2013, the median annual income for deputy CEOs or COOs was $515,000, while CEOs of subsidiary companies, and top HR, administrative and corporate service executives earned $375,000.</SPAN>
The report also found only 28% of 260 companies here utilise a long-term incentive (LTI) plan in FY 2012/2013. Of those who did implement a LTI plan, 86% were from large-sized companies, a third were medium-sized and 17% were small-sized companies.
</SPAN>
“In Singapore, the lower utilisation of LTI in rewarding top executives in Singapore companies could arise from concerns such as the potential dilution and challenges in setting performance measures for long-term incentive plans, the perceived value of underwater stock options and complexity in valuation of LTI instruments,” Kevin Goh, director of executive rewards at Hay Group Singapore, said.
</SPAN>
“These concerns can be addressed through well-designed long-term incentive plans with performance measures that are aligned with the long-term shareholder value creation."</SPAN>
