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The say-on-pay votes are in. The majority of shareholders say they approve of executive compensation plans. A deeper analysis of these votes, however, indicates that pay for performance -----at least as currently defined-----may be more important than ever.
‘薪资说法’法案也是企业广泛使用的规定之一。大多数股东都表示支持高管薪酬计划。对这些选票的更深层次的分析表明绩效工资-----至少从目前的定义来说可能比以往任何时候都更重要。
Say on pay is a Dodd-Frank Act provision that requires a nonbinding shareholder vote for or against executive compensation plans. Of more than 2300 Russell 3000 companies whose say-on-pay votes were analyzed in August by Institutional Shareholder Services Inc., a business management consultancy, only 1.6 percent failed to receive a majority of shareholder support for their executive pay practices.
‘薪资说法’是多德-弗兰克法案的一项规定，要求不具约束力的股东投票支持或反对高管薪酬计划。8月一家企业管理咨询公司——法人股东服务公司对超过2300个罗素3000指数的公司的‘薪资说法’投票进行了分析，只有1.6％的企业未能获得多数股东对其高管薪酬方案的支持。
Pay-for-performance concerns were a primary cause of “no”votes.
对绩效工资的关注是‘流失’选票的主要原因。
It appears that performance, perhaps even more than executive pay, is pivotal: Nearly 50 percent of the companies that failed their say-on-pay votes reported negative total shareholder returns in the double digits during the past three years.
由此看来绩效，甚至比高管薪酬更为关键：没能通过其‘薪资说法’的公司中近半数表明在过去三年企业股东总回报率为负两位数。
Twenty-five percent of the negative say-on-pay votes occurred at companies in the energy sector. Homebuilders and real estate development companies----sectors that have underperformed in recent years---figured prominently among the 37 organizations that suffered majority dissent on say on pay.
25％对‘薪资说法’持否定态度的公司属能源领域。房屋建筑商和房地产开发企业也是近年来表现欠佳的公司——在对‘薪资说法’存多数异议的37个公司中占有相当比例。
‘薪资说法’法案也是企业广泛使用的规定之一。大多数股东都表示支持高管薪酬计划。对这些选票的更深层次的分析表明绩效工资-----至少从目前的定义来说可能比以往任何时候都更重要。
Say on pay is a Dodd-Frank Act provision that requires a nonbinding shareholder vote for or against executive compensation plans. Of more than 2300 Russell 3000 companies whose say-on-pay votes were analyzed in August by Institutional Shareholder Services Inc., a business management consultancy, only 1.6 percent failed to receive a majority of shareholder support for their executive pay practices.
‘薪资说法’是多德-弗兰克法案的一项规定，要求不具约束力的股东投票支持或反对高管薪酬计划。8月一家企业管理咨询公司——法人股东服务公司对超过2300个罗素3000指数的公司的‘薪资说法’投票进行了分析，只有1.6％的企业未能获得多数股东对其高管薪酬方案的支持。
Pay-for-performance concerns were a primary cause of “no”votes.
对绩效工资的关注是‘流失’选票的主要原因。
It appears that performance, perhaps even more than executive pay, is pivotal: Nearly 50 percent of the companies that failed their say-on-pay votes reported negative total shareholder returns in the double digits during the past three years.
由此看来绩效，甚至比高管薪酬更为关键：没能通过其‘薪资说法’的公司中近半数表明在过去三年企业股东总回报率为负两位数。
Twenty-five percent of the negative say-on-pay votes occurred at companies in the energy sector. Homebuilders and real estate development companies----sectors that have underperformed in recent years---figured prominently among the 37 organizations that suffered majority dissent on say on pay.
25％对‘薪资说法’持否定态度的公司属能源领域。房屋建筑商和房地产开发企业也是近年来表现欠佳的公司——在对‘薪资说法’存多数异议的37个公司中占有相当比例。
