An interview with Bruce Brownell of Fulcrum Partners appears in the March issue of PSX: The People Strategy Exchange EMagazine. Brownell’s interview, titled “The Gaping Hole in Your Benchmarking Strategy,” is available in the online issue of the magazine as well as on the Fulcrum Partners website Resources page.
Download the full magazine here: PSX: The People Strategy Exchange
Download the interview with Bruce Brownell here: The Gaping Hole in Your Benchmarking Strategy
Fulcrum Partners is a sponsor of PSX: The People Strategy Exchange which first launched online publication in January of this year. You can receive the magazine by direct email by contacting email@example.com.
Summary: While many Executive Compensation Committees, Human Resources executives, and C-Suite and other upper management personnel may not realize it, there is often a hole in their compensation benchmarking strategy. In most cases, the hole is gaping, awkward and large enough to permit the retirement incomes of top executives to slip through unnoticed. In its March issue, HR eMagazine, PSX: People Strategy Exchange, sat down with Bruce Brownell of Fulcrum Partners LLC to discuss the arguable case for executive benefits benchmarking. As Brownell explains, “Retirement contributions are not being considered as part of Total Rewards. To a Compensation Committee, Total Rewards almost always means cash and stock. From an executive’s perspective, this can even feel like an over-allocation of company stock with an under-allocation to the financial objective that causes that executive the most concern—retirement security. So here’s the question–when an executive is accumulating an asset through company contribution that is going to pay him or her salary for life, how do we not consider that part of Total Pay?”