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Featured - 4 items
Where’s your business at?
Just like people, companies’ needs, priorities and challenges evolve with their stage of development. Start-ups are busy exploring. They’re finding out what works and striving to grow and make their presence felt while growth companies have proven their ability to fend for themselves, but need to keep up the momentum, possibly in the face of new competition from unexpected quarters.
On the other hand, mature businesses have proven their abilities, but have to be constantly vigilant to maintain their success and adapt as the world around them changes. They may also feel the greater responsibility that comes with maturity, influence and prominence: the pressure to lead by example and build on a hard-won legacy.
And of course at almost any stage of its development, a business might find itself at one end or the other of a deal – which brings a whole new set of challenges.
Does your compensation strategy match your maturity?
To achieve their goals at each of these stages, businesses need different employees with different talents. And they need a different compensation strategy to attract, retain and motivate them.
The challenge for start-ups is to get the right skills on board and foster an entrepreneurial spirit. At this stage maintaining liquidity is imperative, so incentives that promise a share in future success without exhausting present cash reserves might well be the way to go.
Growth companies need to consolidate and formalise their relationships with employees, which is likely to involve defining a compensation philosophy, principles and policy and designing and implementing an incentive plan that not only motivates and retains employees, but also meets increasingly complex legal, regulatory and reporting requirements.
Mature organisations have to make these arrangements even more formal, and may well need guidance on their compensation committee, compensation governance and disclosure, as well as with compensation analysis and benchmarking.
Organisations involved in deals will probably need help with reviewing existing incentives and designing and implementing retention plans to make sure the new structure has the talent to sustain it and thrive.
How can PwC help?
PwC’s compensation management and consulting team has been through an evolution of its own, and can now offer a comprehensive mix of skills and know-how that can be adapted and evolved to support organisations as they mature and develop.
Below you’ll find a range of compensation design, implementation and maintenance services spanning the entire life cycle of your company. Remember that while the services are broadly matched to specific degrees of maturity, at any specific stage of your company’s development you may also require support in other areas as well.
Additionally, as employers are increasingly navigating multiple jurisdictions with numerous tax and regulatory authorities, our team can help navigate these complexities whilst maximising the benefits for both people and business.
Start-ups
- Design and implementation of short-term incentive (STI) and long-term incentive (LTI) plans, including plan rules and documentation, internal communication, Swiss and international income tax and social security assessment and support, tax rulings, employer reporting and withholding obligations and accounting treatment
- Valuation considerations of non-listed shares for income tax and wealth tax purposes
- Employment tax risk assessments, and support with employer compliance obligations that reward policies may be creating
- IPO readiness checks and preparation for non-listed companies
Mature companies (listed and non-listed)
- Compensation philosophy, principles and policy
- Design and implementation of short-term incentives (STI) and long-term incentives (LTI) plans including plan rules and documentation, internal communication, Swiss and international income tax and social security assessment and support, tax rulings, employer reporting and withholding obligations and accounting treatment
- Valuation considerations of non-listed shares for income tax and wealth tax purposes
- Employment tax risk assessments, and support with employer compliance obligations that reward policies may be creating
- IPO readiness checks and preparation for non-listed companies
- Compensation committee advisor, governance and disclosure
- AGM and shareholder’s engagement
- Benchmarks of compensation (Board and ExB in Swiss market)
- Report and roundtables for Swiss listed companies
Growth companies
- Compensation philosophy, principles and policy
- Design and implementation of short-term incentives (STI) and long-term incentives (LTI) plans, including plan rules and documentation, internal communication, Swiss and international income tax and social security assessment and support, tax rulings, employer reporting and withholding obligations and accounting treatment
- Valuation considerations of non-listed shares for income tax and wealth tax purposes
- Employment tax risk assessments, and support with employer compliance obligations that reward policies may be creating
- IPO readiness checks and preparation for non-listed companies
Compensation in Deals
- Review of existing incentive plans and assessment of potential cost impact
- Review of employee shares/founder shares and assessment of income tax treatment and potential cost impact
- Support on tax rulings
- Design and implementation of retention plans
Executive compensation products for mature organisations
When companies reach a mature stage, their essential needs are to align compensation structure with market practice and a pay for performance philosophy as well as adhere to additional governance and compliance requirements. To support mature companies achieve these objectives, we propose a panel of diverse products listed below.
Comprehensive customised set of services for Compensation Committees of Swiss listed companies
We designed a comprehensive customised set of services for Compensation Committees of Swiss listed companies which covers the basic annual agenda items of the Compensation Committee:
- analysis of the most recent annual general meeting;
- annual review of compensation strategy against market practice and proxy advisors’ guidelines;
- drafting of the compensation report for your company;
- yearly governance update and preparation of the next annual general meeting.
By purchasing the Compensation Committee Suite, you will automatically receive our Executive Compensation Design in SMI Expanded Companies report with an invitation to join our roundtables twice a year.
To find out more about the Compensation Committee Suite, we invite you to click here.
Order the Compensation Committee SuiteExecutive Compensation Design report
The latest Executive Compensation Design report covers comprehensive information on the design of the compensation programmes applicable to the Boards of Directors and Executive Committees of the top 100 Swiss listed companies.
Companies that purchase the report are invited to:
- Our annual roundtable, including a full day event with guest speakers and an exchange on executive compensation, and
- Six monthly Teams meetings focusing on topics in executive compensation chosen by the participants.
Executive Compensation Levels report
The standard Executive Compensation Levels report includes the following compensation data for Executive Committee positions and selected roles reporting directly to the Chief Executive Officer:
- Annual base salary
- STI target amount, STI actual amount
- LTI target amount, LTI realised amount
- Employer pension contributions
The standard Executive Compensation Levels report is available in four data cuts: (i) SMI companies, (ii) SMIM companies, (iii) SPI companies that are not SMI or SMIM, and (iv) all companies.
For more information on the content of our Executive Compensation Design and Levels reports, we invite you to read our recent article.
Order the reportsBenchmark on Executive Committee Compensation
Our Swiss Executive Compensation survey was developed to meet the growing demand for reliable and consistent benchmarking data for Executive Committee positions and selected roles reporting directly to the Chief Executive Officer in Swiss listed companies
As a result of the survey, we offer the following standard and customised reports (please note that participation in our survey is a prerequisite in order to purchase our reports):
Customised CEO / EC Benchmark
Benchmarking analysis of the compensation of selected executive positions (CEO, Executive Committee and/or CEO-1 position) in your company against a customised peer group of relevant companies. The benchmarking analysis provides information on the compensation mix and level of each position, as well as the annual base salary levels, target incentive amounts (short-term and long-term incentive), actual incentive amounts and pension contributions.
Executive Compensation Levels report
The standard report provides information on the compensation mix and levels for Executive Committee positions as well as selected roles reporting directly to the Chief Executive Officer that are located in Switzerland. The report covers details on annual base salary levels, target incentive amounts (short- and long-term), actual incentive amounts and pension contributions.
The Executive Compensation Levels report is available in four data cuts: (i) SMI companies, (ii) SMIM companies, (iii) SPI companies that are not SMI or SMIM, and (iv) all companies.
For more information, please follow the buttons below.
CEO List
List of individual CEO compensation for top 100 Swiss listed companies (SMI, SMIM and SPI50).
Compensation benchmark for Swiss Board of Directors
To meet the high demand for benchmark data on Board compensation, we developed a database of Board compensation in Swiss listed companies, which allows us to provide you with a personalised report based on a specific and relevant peer group of Swiss listed companies. Upon request, international peers can also be added to your report.
This customised benchmark analysis enables you to verify that the Board compensation in your company is competitive and aligned with market practice. It includes information on the typical compensation structure and the compensation levels for the functions of Board chair, Board vice-chair and member of the Board, including details around compensation for the work in the various Board’s committees.
Workshops for reward specialists
Introducing our new Compensation Governance Workshop programme – designed to meet the unique requirements of Board and Executive members, Chief Human Resources Officers, and Reward specialists.
Our approach allows you the flexibility to select from our selection of modules those that are of interest to you in order to create a programme tailored to the specific needs of your organisation and participants’ levels of experience.
Our workshop offering includes various modules which can be customised to the specific needs and levels of experience. The following overarching topics can be covered in the modules:
- Corporate governance stakeholders
- Legal fundamentals and other directives
- Proxy advisors
- Shareholders’ perspective
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Contact us
Managing Director, People and Organisation, PwC Switzerland
Tel: +41 79 734 06 68