Follow
Site Search
nl en fr
 
 

New – Report on variable remuneration of Top Executive positions – December 2012

Do you want to learn more about the governance and the practices of variable remuneration of Top Executives? Hudson presents the results of its study, based on the remuneration policies & practices of 591 top executives from a representative sample of 81 organizations within the Belgian market.

What makes this study unique is its strong qualitative backbone. Euros are presented, but the focus lies on remuneration strategies and systems that lie behind the figures. We zoom in on every building brick of these strategies. We report on how the market deals with such systems and provide a link to the Belgian Code on Corporate Governance.

Whereas similar market studies generally are based on quoted organizations, the Hudson study is based on participants that represent both quoted and not quoted organizations. The representation of not quoted organizations is substantial. Survey results are not limited to information mentioned in annual reports and remuneration reports, they are based on a survey filled out by the CEO or CHRO/CPO.

Concretely, the report gives insight information on following topics:

  • Decision making process of the governance of variable remuneration of N and N-1 positions
  • Presence and role of the remuneration committee
  • Responsibilities of the CEO in the determination of the variable remuneration
  • Profile of the Executive Committee: composition, function domains of its members, ratio employee versus self-employed, management company or not, …
  • Share of the variable remuneration in the full package
  • Occurrence of different types of Short Term versus Long Term Incentives: bonus, profit sharing, CLA90, stock options, restricted stock options, stock purchase, free shares, etc.
  • To what extent is fiscal optimization of the bonus applied?
  • What is the system behind the determination of the variable remuneration?
    • Is there a system?
    • Or is the determination done in a discretional way?
    • Is a minimum variable remuneration guaranteed regardless any results?
    • Is there a cap?
    • What is the relation between the achieved results and the height of variable remuneration? Is it linear, accelerating or decelerating?
    • Is there a formula used? What type of formula?
    • What are the common practices behind the choice of criteria or goals to determine the height of variable remuneration?
    • Are these goals set on an individual level or on an organizational level?
    • On which term are the achievements of these goals evaluated? One year, two years, … ?

Interested?

This report is available now. 



Participating companies:

Accenture NV  -  Alcogroup  -  Aquafin NV  -  Arseus  -  Astrid  -  Balta Group  -  Belfius/Dexia Bank Belgium  -  Belfius/Dexia Insurance Belgium  -  Belgacom   -  Biobest NV  -  BMT  -  Boss Paints  -  Brenntag NV  -  Bridgestone Europe  -  Cegeka  -  Cegelec NV  -  Certipost  -  CESI Prévention et Protection  -  CG HOLDINGS BELGIUM NV  -  Colas Belgium  -  Colmar NV Restaurants Crocodile SAS  -  Deman Constructiewerkhuizen NV  -  Continuga  -  Corilus  -   Culobel  -  Daikin Europe NV  -  DD trans  -  Delhaize  -  Diversi Foods NV  -  Donaldson Europe Bvba  -  Dovre  -  EOC Group  -  Estee Lauder NV  -  Euroclear SA/NV  -  Federale Overheid  -  Fidea NV  -  Generali Belgium  -  GroupM Belgium  -  Guy Carpenter & Company N.V.  -  Idewe group  -  Imsto  -  Infrax  -  Innogenetics NV  -  Jules Destrooper NV  -  Lantmannen Unibake  -  LTB Light NV  -  Mc Three  -  Metallo Chimique NV  -  Milcobel groep  -  Milliken Europe NV  -  Network Research Belgium  -  Ogilvy Group NV  -  ON Semiconductor Belgium BVBA  -  Petersime NV  -  Philips Belgium SA NV  -  Pro-Duo Continental Europe  -  Robert Bosch Produktie NV  -  Sabam  -  Sapa Building System NV  -  SESVanderHave  -  Sibelga Cvba  -  Summa  -  Tessenderlo Group  -  The Future Alliance NV  -  The House of Marketing NV  -  Torfs  -  Touring  -  Toyota Motor Europe  -  TUC RAIL  -  TVH Group NV  -  Unilin Group  -  Unilin Bvba/Division Flooring  -  Unilin Bvba/Division Insulation  -  Unilin Bvba/Division Panels  -  Valéron Strength Film  -  Vandevelde  -  Vivaldi's Interim  -  Wildstream NV  -  Winsol International NV  -  Zorgbedrijf Antwerpen

Find a Contact
  • Enter Keywords
Did You Know?

We offer an A-Z approach when it comes to HR solutions. Our tailor-made solutions take into account company size, sector, culture and other context variables.

 
BPS BPS logo federgon
logo lrqa federgon HR supplier logo hr-excellence-2012
© 2011 - 2019 Hudson Global -- All Rights Reserved
 
HUDSON - FROM GREAT PEOPLE TO GREAT PERFORMANCE®

Hudson has more than 35 years of experience and is the undisputed market leader in the HR consultancy sector. Every day, the Hudson HR experts use all their specialist knowledge regarding the recruitment, interim management, development, coaching or compensation of employees to support our customers so they can achieve their ambitions.

HUDSON

Hudson has more than 35 years of experience and is the undisputed market leader in the HR consultancy sector. Every day, the Hudson HR experts use all their specialist knowledge regarding the recruitment, interim management, development, coaching or compensation of employees to support our customers so they can achieve their ambitions.