As part of Glass Lewis’ partnership with Diligent, in 2020 we rolled out a new peer group methodology for our pay-for-performance model. Peer groups are notoriously difficult both to construct and evaluate. Set the criteria [...]
CGI Glass Lewis assesses both executive remuneration structure and outcomes when considering our support for remuneration reports of ASX-listed entities. Concepts of appropriate structure and appropriate outcomes are related, given that strong remuneration structures should [...]
Since 2006, Glass Lewis' Pay-for-Performance Model and its A-F grading system (the “P4P Methodology”), have been assessing the alignment of executive compensation with company performance to determine our quantitative assessment of Say on Pay proposals [...]
For public companies based in Germany, Glass Lewis’ assessment of a company’s remuneration practices balances quantitative data with a variety of qualitative considerations. Since its introduction in 2018, CGLytics’ data analysis has helped us understand [...]
Glass Lewis’ assessment of executive remuneration reflects a balance of quantitative and qualitative considerations, with CGLytics’ suite of tools underpinning the quantitative component. The Remuneration Analysis section, included in Proxy Papers for the UK and [...]
What exactly is a tech company? Shutterfly asked a similar question in proposing an amendment to their equity compensation program at the 2019 annual shareholder meeting. The plan included a number of best practice features [...]
Newly released technology tests 11 key criteria that leading proxy advisor uses to assess plans [Amsterdam, London, San Francisco – September 19, 2019] – CGLytics, a leading global provider of governance data and analytics, and [...]
Glass Lewis’ two-pronged approach to executive compensation analysis in the North American market is delineated between the quantitative analysis and a qualitative assessment. The quantitative portion, while anchored by the pay for performance grade, incorporates [...]