You’ve checked your boxes, you’ve calculated your tables, you’ve tied out your numbers. Now all that’s left to do is make it make sense. Your Summary Compensation Table, Fiscal Year End Table, Pay Versus Performance Table, CD&A, and all of the resulting scores like ISS/GL P4P are meant to give an indication of what you’re paying your Executives… but are we comparing apples to oranges? Join us for a discussion on how to analyze and discuss/disclose pay FOR performance in a meaningful way.
Amanda Benincasa and Richard Harris from AON are our talented speakers!
PRESENTERS
Amanda Benincasa
Amanda Benincasa is a Partner and a leader within Aon Equity Services, the equity valuation and accounting group for Aon that assists with all things related to equity compensation.
With over a decade of experience in the equity and governance fields, her background consists of technical accounting for equity compensation and consulting on every part of the life cycle for an equity award. Her specialty has become complex transactions including spin-offs, IPOs, SPACs, Employee Stock Purchase Plans, design of tax-efficient equity awards from a corporate and employee standpoint, and SEC reporting for all of the above inclusive of Forms 3/4/5, 10-Q/K, and proxy statements. She is a frequent industry speaker and thought leader. She serves on the Board of Directors of the Global Equity Organization and is a Fellow of Global Equity.
Amanda holds a Master of Business Administration and Bachelor of Arts in Accounting. She is the Executive Sponsor of the Parents with New Additions Business Resource Group and a Volunteer Crisis Counselor with the Crisis Text Line. She is based in the Philadelphia region.
Richard Harris
Richard Harris is a Partner and Senior Consultant at Aon, specializing in Executive Compensation. With over 30 years of experience, he primarily consults with compensation committees and executive management.
Mr. Harris leads the Performance-Pay Team. This team assists compensation committees and management in choosing performance metrics and setting performance goals for annual and long-term incentive plans as well as evaluating the degree of alignment of pay-to-performance relationships. This group has also developed Aon’s methodology for assessing the risk implications of compensation plans and for using the relationship of “earned” pay relative to performance to identify potential areas for improving total program design. His work with clients outside of the pay to performance area has included developing executive compensation philosophies, evaluating plans considering the philosophies, designing annual and longer-term performance plans; assisting with understanding accounting, tax, regulatory aspects of executive compensation, and guiding companies through the compensation governance assessments of investors and investor advisors. He has also developed employment contracts, special severance, and retention programs and director compensation plans.
Richard received a Masters in Management from Northwestern University’s Kellogg Graduate School of Management and a B.S. in Accounting from the University of Illinois. Prior to joining Aon, Richard has had senior executive compensation advisory positions with Mercer Human Resource Consulting and KPMG.