The L-Blast | April 2022

ESG & Executive Compensation Linking environmental, social, and governance metrics to executive compensation is becoming increasingly prevalent. Pressures from investors, shareholders, environmental and rights advocates, and the government are pushing companies to adopt ESG metrics. In this month's L-Blast, we take a deeper look at this issue and analyze whether this trend is beneficial to the overall effective design of executive...

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ESG & Executive Compensation: A Deeper Look Inside the Growing Trend

Effective compensation programs have a strong circular relationship between measurable goals, tangible performance, and actual payouts. This is true whether the goal or goals are short-term or long-term in nature. But what happens when the lines between goals and performance become blurred? Do the compensation programs themselves cease to carry the same power to influence actions? Or even more concerning,...

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2022 Midstream & Upstream Industry Compensation Surveys Open June 1st!

Keep your compensation programs competitive by participating in NFP Compensation Consulting's (formerly Longnecker & Associates) Midstream and Upstream Industry Compensation Surveys. Get access to the latest benchmarks in both corporate and technical roles, inclusive of actual total direct compensation and target total direct compensation.  Learn more about the Midstream Industry Compensation Survey » Learn more about the Upstream Industry Compensation Survey » REGISTER...

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The L-Blast | March 2022

Compensation for a Multigenerational Workforce Employers are currently facing challenges on all levels. Among them are human capital concerns regarding attraction and retention, and their direct link to compensation and the total rewards landscape. Today's workforce is composed of multiple generations, presenting additional challenges in setting compensation, benefits, and the EVP (employee value proposition) as a whole. In this month's...

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Compensation for a Multigenerational Workforce

In times of economic uncertainty and heightened retention concerns across all employers, utilizing capital to its highest utility is of the utmost importance. NFPCC has been diligently focused on the strategic use of compensation within client organizations. Specifically, NFPCC has consulted with clients to understand philosophical and psychological differences amongst their respective workforces. Within the U.S. workforce today, four different...

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