A survey by human resources firm Hewitt Associates indicated that two years ago, nearly 50% of the average Fortune 100 senior executive’s compensation was given in the form of stock options. In 2004, only 31% if compensation was doled out in such a way.
Time-based restricted stock/restricted stock units are taking the place of stock options, with 48% of companies offering them as part of a long-term incentive system. In 2002, only 29% of companies offered such programs.
The use of performance-based compensation is also increasing, with 50% of companies reporting that they use such plans. This is up 8% from the 2002 figure of 42%. Hewitt asserted that this practice will continue to grow as restricted stock comes under increased questioning.
Long-term incentives were less popular in 2004, with Hewitt finding that fewer manager- and director-level employees were being awarded such incentives. Hewitt found that only 33% received stock options or other long-term incentives in 2004, down from 50% last year.
Data in the Hewitt ( www.hewitt.com ) survey came from the company’s Total compensation Measurement database, which has been collecting compensation numbers for 20 years.
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