Remuneration

Remuneration Governance and Reviews

As independent specialist advisors, we work with our clients to support their governance standards and for the retention and motivation of Board members and key executives, through multiple service streams:

• Process review
• Market-level remuneration assessment
• Appraisal of the total reward (fixed and variable) and advice on the mix and competitive balance appropriate for the particular life-cycle phase of a client\'s enterprise
• Consideration of the time-value commitment required of Board and executive leadership roles
• Gender-based reward analysis and planning, and
• Assurance of the alignment of incentive reward opportunity with critical performance indicators

The reputation and market rating of an organisation often is influenced by whether remuneration governance and its associated policies and practices are sound, well-communicated and delivering intended outcomes.

Activist governments and regulators continue to raise remuneration governance as a principal corporate priority. Advice from independent consultants is becoming not only desirable, but obligatory in the evolving regime.

OPPEUS takes its responsibilities seriously in this realm, looking to provide advice and act as a sounding-board for clients who wish to optimise their governance for competitive and reputational advantage.

Each of our clients is treated as a distinctive partner: OPPEUS\'s services are tailored to reflect the client\'s business realities, rather than we imposing a one-size-fits-all mechanical methodology.

Remuneration and Related Advisory Services

Our Scope of Work

Advice can be provided on compliance in regards to the following matters:

• Process review and audit
  • Remuneration Committee charter, process, protocols, agenda and meetings/resolutions
• Directors\' fees
  • Review of the structure, adequacy and aggregate level of fees and superannuation
  • Assessment based on multiple perspectives
  • Time-value measurement
  • Comparators per industry sector, market-capitalisation and revenue size
• CEO and key executives remuneration
  • Negotiation strategy with new hires
  • Employment contracts\' review
  • Remuneration and incentives competitive assessments, matching for
    • Corporate life-cycle phase
    • Industry sector
    • Revenue and workforce sizes
  • Design and performance-reward alignment for short-term and long-term incentives
• Communications strategy
  • Remuneration Report drafting or review
  • Chairperson\'s preparation on remuneration for the AGM
  • Creation or review of a timetable for remuneration planning, decision-making points and administration
  • Explanation of purpose and Plan details of ST & LT incentives for executives

Ongoing Advice

On an ongoing basis OPPEUS International has expertise in providing independent advice to the Board Remuneration Committee on all aspects of the matters covered in the Remuneration Policy. In addition, we can provide advice and assessments in regards to the ongoing compliance with the Prudential Standard.

Active Integration OPPEUS advisors have worked with organisations at all stages of development and bring a depth of remuneration expertise, balanced by a breadth of experience in Australia and globally.   We believe that the quantum and mix of remuneration needs to be varied according to the different stages of a Company Lifecycle (Figure 1). The rewards for executives and directors should be different at the start-up and development phases versus growth and consolidation phases. At the same time, remuneration strategies and practices cannot be determined in isolation from broader business and HR objectives. An integrated approach to attraction, motivation and retention is emphasised as we advise on the development of your remuneration plans. This is enhanced by our experience across the OPPEUS domains of Search, Governance, Organisation and Remuneration.