Banking & Financial Services Compensation Experts

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Offices in Houston, Dallas, and Denver serving surrounding states.

Banking & Financial Services Compensation

At Longnecker & Associates, we are honored to partner with and advise some of the most brilliant minds in the banking and financial world. For more than 30 years L&A’s leadership and seasoned consulting team has served as experts on strategic compensation and governance matters in both retail and commercial banks and broader financial services firms. Over the last decade, the finance industry has witnessed a tough economic climate and is now experiencing more favorable market conditions. L&A has advised banking entities through these challenges and has built a strong reputation for best-in-class data and service.

At L&A, building trustworthy relationships with our clients is priority number one. Our purpose is to assist in the development of compensation strategies that are custom tailored to each client’s unique compensation philosophy, corporate vision and strategy. We focus on strategic alignment between pay across all human capital assets – executive level, boards of directors, middle management and professional level employees.  L&A understands no two clients share the same identity. This is why it is so critical for L&A to ensure we understand a client’s competitive profile and how we can best support the achievement of long-term value creation.

L&A serves a diverse client base, from small, privately held banks to insurance, investment capital and other diversified financial service segments. Below are some of the clients L&A has worked with.

  • Compensation Philosophy Development
  • Peer Group Development
  • Executive Compensation Analysis
  • Annual and Long-Term Incentive Plan Design
  • Board of Director Compensation Analysis and Structure
  • All Employee Compensation Analysis and Salary Grade Development
  • Severance Benefit Design
  • Employment Agreement Design
  • Compensation Risk Assessment
  • Merger and Acquisition Integration
  • Investor Relations, Shareholder Engagement Strategy
  • Succession Planning Design
  • Retirement Compensation Design
  • Compensation Discussion & Analysis Drafting and Review

  • The median 2020 projected salary increase budget for all employees is approximately 3.00%.
  • The most commonly used annual incentive performance metrics are return on average equity/assets followed by the efficiency ratio (for executives).
  • The majority of banks have a discretionary component when evaluating executive annual incentive plan performance. L&A notes that the most prevalent LTI performance metrics are earnings per share and returns-based measures (ROA and ROE).
  • Less than half of the banking market utilizes stock options as a long-term incentive vehicle, while there continues to be a steady transition towards heavier weightings of time-based and performance-based restricted stock.
  • The industry, and broader public market, has been trending away from the use of options for some time, initially as a result of accounting rule changes. In recent years, as companies have explored ways to increase the efficiencies within their LTI practices, the increased burn rate caused by options has been flagged as a concern.

L&A Article Featured on Unlocking Meaningful Compensation to Keep Essential Talent »

Offices in Houston, Dallas, and Denver serving surrounding states.


Houston Office

11011 Jones Road, Suite 200
Houston, TX 77070

Dallas Office

13155 Noel Road, Suite 900
Dallas, Texas 75240

Denver Office

600 South Cherry Street,
Suite 1115
Glendale, Colorado 80246

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