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Russell 2000 exec comp: Pay for performance

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Collaboration teal For the third consecutive year, the Grant Thornton Human Capital Services team (HCS) has collected and aggregated proxy pay data for the Russell 2000 constituents across 11 industries ― Communications, Consumer Discretionary, Consumer Staples, Energy, Financials, Health Care, Industrials, IT, Materials, Real Estate and Utilities. The survey presents salary, total cash compensation, total direct compensation, and short- and long-term incentive grant level data for the top named executives and third highest paid through fifth highest paid.

A prominent trend in executive compensation, the survey reveals, is basing it on performance. Industries are placing a higher degree of compensation “at risk” to tie company performance to annual and long-term incentive pay.

How does your executive compensation program compare? Download our complete survey.
The Grant Thornton HCS team also analyzed trends in board of director chair compensation for all 11 industries in three organization categories ― emerging/growth, mid-size and stable/mature.

Every organization should annually review its compensation programs and assess the structure and type of incentive plans it uses. The pay-for-performance linkage is critical, with scrutiny by shareholder advisory groups influencing the voting patterns of the companies’ shareholders and institutional investors.

Need executive compensation guidance? Grant Thornton is here to help. Reach out to our professionals below.

Contacts:

No image availableEric Gonzaga
Partner, Human Capital Services
T +1 612 677 5336


Eric MyszkaEric Myszka
West Region Leader, Human Capital Services
T +1 949 431 9031


Elizabeth KlobucherElizabeth Klobucher
Manager, Human Capital Services
T +1 612 677 5126