{"id":12811,"date":"2016-11-25T12:04:47","date_gmt":"2016-11-25T11:04:47","guid":{"rendered":"http:\/\/aktuelles.uni-frankfurt.de\/?p=12811"},"modified":"2023-02-23T16:54:51","modified_gmt":"2023-02-23T15:54:51","slug":"long-term-remuneration-could-have-a-more-lasting-effect","status":"publish","type":"post","link":"https:\/\/aktuelles.uni-frankfurt.de\/en\/english\/long-term-remuneration-could-have-a-more-lasting-effect\/","title":{"rendered":"Long-term remuneration could have a more lasting effect"},"content":{"rendered":"<figure class=\"wp-block-image alignleft is-resized\"><img fetchpriority=\"high\" decoding=\"async\" src=\"https:\/\/aktuelles.uni-frankfurt.de\/wp-content\/uploads\/2016\/11\/blog_pm_verguetungsstudie2016.jpg\" alt=\"blog_pm_verguetungsstudie2016\" class=\"wp-image-10792\" width=\"278\" height=\"384\" srcset=\"https:\/\/aktuelles.uni-frankfurt.de\/wp-content\/uploads\/2016\/11\/blog_pm_verguetungsstudie2016.jpg 450w, https:\/\/aktuelles.uni-frankfurt.de\/wp-content\/uploads\/2016\/11\/blog_pm_verguetungsstudie2016-217x300.jpg 217w\" sizes=\"(max-width: 278px) 100vw, 278px\" \/><\/figure>\n\n\n\n<p><strong><em>Study by PwC and Goethe University Frankfurt reveals: In Dax and MDax-listed companies, bonuses are decoupled from corporate success after payout.<\/em><\/strong><\/p>\n\n\n\n<p>To date, the bonuses paid out to executive board members in Germany have not been sufficiently linked to long-term corporate success. This is the conclusion reached in the new \u201cRemuneration Report\u201d by consultants PwC in cooperation with Goethe University Frankfurt. Whilst about 60 percent of overall remuneration for Dax and MDax board members is indeed made up of performance-related payments \u2013 of which in turn more than half are long-term \u2013 most of these payments, which are known as Long Term Incentives (LTIs), are in cash rather than based on share plans. That means: Bonuses are automatically decoupled from business development the moment they are paid out.<\/p>\n\n\n\n<p>\u201cWhen compared at international level, Germany can thus be classed as a special case. In our view, it would be more advantageous if long-term bonuses were awarded in the shape of shares in the respective company and the board members were also bound by means of corresponding clauses actually to keep these securities for a longer period of time, if necessary even beyond their term of office. This would ensure that it is in board members\u2019 vested interest really to work towards the company\u2019s long-term success\u201d, says Remo Schmid, co-author of the report and partner at PwC in Germany responsible for remuneration issues.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">CEOs earn almost twice as much as their board colleagues<\/h3>\n\n\n\n<p>For the report, PwC and Goethe University Frankfurt examined remuneration structures in Dax and MDax companies. The analysis shows that developments in executive board remuneration in 2015 differed in comparison to the previous year: On average, a Dax CEO earned \u20ac 5.6 million, a plus of a good 3 percent. Other board members earned \u20ac 2.9 million, which equates to a minus of 2 percent. CEOs in MDax companies earned \u20ac 2.5 million on average, whilst their board colleagues were paid \u20ac 1.3 million. In other words: On the Dax, the barometer for blue chip companies, top managers are paid more than twice as much as their counterparts in medium-sized enterprises on the MDax. What\u2019s more: The average CEO earns on average almost double the salary of a \u201cnormal\u201d board member.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Women are still greatly underrepresented<\/h3>\n\n\n\n<p>According to the analysis, the percentage of women amongst top-level executives is rising at an astoundingly slow pace. At the end of 2015, a good 91 percent of all board positions in Dax companies were still occupied by men \u2013 whilst in MDax firms it was even 96 percent. The picture is far better, though still not good, in regulatory bodies: In Dax companies, 26 percent of all supervisory board members were female compared to 18 percent in MDax firms. \u201cIn many enterprises, cultural change in this respect would be highly desirable\u201d, says <a href=\"http:\/\/www.accounting.uni-frankfurt.de\/en\/professoren\/professur-boecking\/team\/prof-dr-hans-joachim-boecking.html\" target=\"_blank\" rel=\"noopener\">Professor Dr. Hans-Joachim B\u00f6cking<\/a>, co-author of the report and professor at Goethe University Frankfurt. Still: \u201cAt least as far as the basic salary of executive and supervisory board members is concerned, no gender-specific differences were detected either in Dax or MDax companies\u201d, says B\u00f6cking.<\/p>\n\n\n\n<p>A chairman on the supervisory board of a Dax company received an average total remuneration in 2015 of \u20acb\u00f6cking 311,000. Deputies earned \u20ac 230,000, other supervisory board members \u20ac 127,500. Pay scales in MDax firms were far lower. Here companies considered their main overseer to be worth an average of \u20ac 183,500, the deputy was paid \u20ac 121,500 and the other members received \u20ac 75,000. Worth noting: Whilst the fixed remuneration for supervisory board members increased on average by about 12 percent in Dax and MDax companies, variable remuneration is still on the decline: in 2014, four out of ten Dax companies still made some form of variable payment. In 2015 it was only three out of ten.<\/p>\n\n\n<p><strong>About PwC:<\/strong><\/p>\n<p>In PwC\u2019s view, its task is to build trust in society and solve important problems. 223.468 employees in 157 countries contribute to these goals by providing high-quality, sector-specific auditing, tax and corporate consulting services. The PwC brand name refers to the PwC network and\/or one or several of the legally independent member firms. For further Information please see: <a href=\"http:\/\/www.pwc.com\/structure\" target=\"_blank\" rel=\"noopener\">www.pwc.com\/structure<\/a>.<\/p>\n\n\n\n<p><em><strong>Source: Press Release <a href=\"http:\/\/www.goethe-university-frankfurt.de\/64175985\/41\" target=\"_blank\" rel=\"noopener\">25\/11\/16<\/a><\/strong><\/em><\/p>","protected":false},"excerpt":{"rendered":"<p>Study by PwC and Goethe University Frankfurt reveals: In Dax and MDax-listed companies, bonuses are decoupled from corporate success after payout. To date, the bonuses paid out to executive board [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":10797,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"footnotes":""},"categories":[126,254],"tags":[],"post_folder":[],"class_list":["post-12811","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-english","category-research"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Long-term remuneration could have a more lasting effect | Aktuelles aus der Goethe-Universit\u00e4t Frankfurt<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/aktuelles.uni-frankfurt.de\/en\/english\/long-term-remuneration-could-have-a-more-lasting-effect\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Long-term remuneration could have a more lasting effect | Aktuelles aus der Goethe-Universit\u00e4t Frankfurt\" \/>\n<meta property=\"og:description\" content=\"Study by PwC and Goethe University Frankfurt reveals: In Dax and MDax-listed companies, bonuses are decoupled from corporate success after payout. 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