Remuneration committees – good practices to meet market expectations

Print this page
Email Icon

Email to a colleague

Remuneration committees – good practices to meet market expectationsRemuneration committees – good practices to meet market expectations

View or print Remuneration committees – good practices to meet market expectations Remuneration committees – good practices to meet market expectations

Adobe PDF Format - 1763K

June 2006

A new guide for remuneration committees has been launched by Human Resource Services which draws on the results of a survey of remuneration committee practice in 26 countries, as well as examples of good practice in the UK, US, Australia and Netherlands.

In recent times, a shortage of suitable candidates for remuneration committee membership has been identified which is being reflected in the level of fees required to attract the right candidates to these non-executive posts. The reasons for this include:

The increased complexity of matters that remuneration committees are expected to discuss and approve
A shortage of individuals willing to assume non-executive roles because of the risk involved
An increasing workload and time commitment.
This document aims to provide remuneration committees with the foundation stones for good practice.

Please download the attached file or contact Jennifer Wright for a hard copy.

Publications Search Page

Search Publications

Contacts

Roz Crawford
+44 (0) 20 7212 3103

Related Services

Find out more

Bookmark with:

© 2010 PricewaterhouseCoopers. All rights reserved. "PricewaterhouseCoopers" and "PwC" refer to the network of member firms of PricewaterhouseCoopers International Limited (PwCIL). Each member firm is a separate legal entity and does not act as agent of PwCIL or any other member firm. PwCIL does not provide any services to clients. PwCIL is not responsible or liable for the acts or omissions of any of its member firms nor can it control the exercise of their professional judgment or bind them in any way. No member firm is responsible or liable for the acts or omissions of any other member firm nor can it control the exercise of another member firm's professional judgment or bind another member firm or PwCIL in any way.