As oil and gas peer groups continue to shrink, relative performance frameworks require a more thoughtful design process.
Insights and Research
Rethinking Effective Performance Peer Groups in Today’s Oil & Gas Sector
Article | Mar 2026 | Malcolm Adkins
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What to Do When Salary Compression Pinches the Life Sciences Industry
Advisor Blog
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A strong labor market can create pay compression, underscoring the need for proactive pay-equity reviews and agile compensation strategies to keep organizations competitive.
Quick Poll: Annual Incentive Plan Communication Amid Uncertainty
Research Report
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Timely data from 278 companies on how they are approaching STI communication in a time of business uncertainty.
Creating Space for Non-Financial Metrics
Podcast
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S1 Ep5: When the goal is long-term value creation, does it ever make sense to introduce a non-financial metric?
A Comprehensive Look at Executive Incentive Plan Design
Article
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A well-structured total compensation framework balances performance motivation, market relevance, and retention considerations.
Pearl Meyer’s Comment Letter to the Securities and Exchange Commission
Comment Letter
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Official feedback and suggestions on potential executive compensation disclosure changes based on the experiences of our consultants and clients.
Testing Assumptions: Do We Have the Right Metrics?
Podcast
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S1 Ep4: A conversation on relative metrics, and the merits of correlation analysis to understand if your pay program is aligned to long-term value creation.
The Near-Term Problem with Long-Term Forecasting
Podcast
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S1 Ep3: The pros and cons of several creative ideas that can take the sting out of current long-term incentive plan design challenges.
Sustaining Excellence: Incentives and Retention in Higher Education
Webcast
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In today's competitive landscape, sustaining performance and retaining top executives is critical for institutional success.
Boards Championing Innovation: Shepherding Growth in an Uncertain World
Advisor Blog
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When governed with the same rigor as financial oversight or risk management, innovation can be a core lever of long-term value creation.
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Boards, primarily focused on their fiduciary responsibilities, often overlook their compensation. Yet, like executive pay, board compensation can drive value. Strategic pay structures are crucial for attracting and retaining directors who enhance a visionary board sensitive to risks and opportunities, thus boosting organization's success.
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