Evaluating Total Compensation

Compare total comp across offers since base salary alone is often misleading Equity awards should be valued using realistic assumptions about future price Vesting schedules determine when equity compensation is actually accessible Factor in deferred compensation present value and forfeiture risk if you leave early

Bonuses, Incentives, and Clawbacks

Annual bonuses are typically tied to company and individual performance metrics Long-term incentive plans may include RSUs, stock options, or performance shares Signing bonuses compensate for forfeited compensation and often have repayment clauses SEC rules now require public companies to adopt clawback policies for executives

Change-of-Control and Severance Provisions

Change-of-control clauses trigger accelerated vesting or cash payouts upon acquisition Section 280G imposes a 20% excise tax on excess parachute payments Severance terms vary widely; 6 to 24 months of base salary is common for executives Good reason clauses let executives resign with severance under certain conditions

Supplemental Retirement Plans (SERPs)

SERPs provide retirement benefits above qualified plan limits They are nonqualified plans subject to Section 409A timing and distribution rules Benefits are unsecured and represent a general obligation of the employer SERPs can significantly enhance retirement income but carry employer credit risk

Perquisites and Insurance Benefits

Split-dollar life insurance shares costs and benefits between employer and executive These arrangements can serve estate planning or wealth transfer purposes Other perks may include financial planning allowances and legal fee reimbursement Tax treatment of executive perks has become more restrictive under recent tax law

Negotiation and Tax Planning

Leverage is highest before signing; negotiate comp structure, not just total amount Allocating more to deferred comp or equity can shift income to lower-tax years State tax residency at the time of vesting or payment affects the tax bill Work with tax and legal advisors to model after-tax value of each component

Executive Compensation — Understanding the Full Package

Curated by: Rubric Advisors

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Components of Executive Compensation

Base salary, annual cash bonus, and long-term incentive plans (equity or cash)
Deferred compensation arrangements that defer taxes on earned income
Benefits and perquisites such as supplemental insurance and financial planning
Severance and change-of-control protections negotiated in employment agreements

Options Overlay Direct Indexing

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Growth Visualizer Risk Assessment

Components of Executive Compensation

Evaluating Total Compensation

Bonuses, Incentives, and Clawbacks

Change-of-Control and Severance Provisions

Supplemental Retirement Plans (SERPs)

Perquisites and Insurance Benefits

Negotiation and Tax Planning

Related Topics

Deferred Compensation (409A Plans)

How to Negotiate a Tech Job Offer

457(b) Plans: Deferred Compensation for Executives

Components of Executive Compensation

Evaluating Total Compensation

Bonuses, Incentives, and Clawbacks

Change-of-Control and Severance Provisions

Supplemental Retirement Plans (SERPs)

Perquisites and Insurance Benefits

Negotiation and Tax Planning

Related Topics

Deferred Compensation (409A Plans)

How to Negotiate a Tech Job Offer

457(b) Plans: Deferred Compensation for Executives