How CEO pay is set… from someone who set CEO pay
“How Companies Actually Decide What to Pay CEOs” (Atlantic) is interesting partly because the writer has personal experience in the area, i.e., he was on public company Boards as they were looting from shareholders to feed top executives. It is also interesting for showing a consequence of basic human psychology:
Once a peer group is established, the next step is to figure out how the CEO’s compensation will compare with those of the leaders at the other companies. If the median pay of a CEO’s peer group is $10 million, should he get $10 million? (I use the male pronoun here because so many of them are men.) It depends on where the company is benchmarked within this group. And every board I have ever sat on or researched benchmarked itself at the 50th, 75th, or 90th percentile, therefore targeting CEO pay at similarly exalted levels. Benchmarking below the 50th percentile says, We are a lousy company and don’t even aspire to be better. So in this sense all CEOs are above average: To be benchmarked at or above the 50th percentile, they need not do anything other than report to a board that considers its own company exceptional.
Executive stock options can be pretty straightforward, e.g., the 10-year right to buy stock at $X per share. Inflation obviously can be a big help to a CEO in this situation. But so can doing a share buyback instead of a dividend:
Paying CEOs in stock further props up their pay: When the economy is thriving, stock prices can rise across the board, and thus most CEOs’ pay rises too. But even if the market cools off, expectations for what CEOs should be paid—as reinforced by benchmarking and other mechanisms described above—tend not to come down when that happens. Moreover, in order to make more money from selling the stock they were given, CEOs can induce a higher share price by having the company buy back its own shares; a share buyback, though, can come at the expense of initiatives that might serve the company better in the long run, including funding research and development or employee training.
I’m not sure what the answer is here other than, perhaps, don’t buy U.S. public equities. In Europe, for example, it would be tough for a mediocre CEO to get paid $20-100 million per year. (I sat next to portfolio manager on a plane recently and she said that she prefers European stocks, which are her specialty, because Europe is just coming out of a recession whereas the U.S. is now in the 8th year of a bull market and the good times have never historically lasted forever.)
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