翰威特-以股权为基础的薪酬制度

What Do We Mean by “Equity-Based” Pay? 什么是“以股权为基础”的薪酬制度?
Any form of pay arrangement aligned with, or paying out in, stock 任何以股票形式支付或与股票相关联的薪酬形式
The basic payout opportunity works as follows: 最基本的支付形式如下图所示:

The Entire Pay Picture 整体薪酬图
The Entire Pay Picture 整体薪酬图
The Entire Pay Picture 整体薪酬图
Trend Toward Greater Equity Participation for Employees 员工持股已成为全球的趋势
Increasing number of companies have embraced broad-based employee ownership 越来越多的公司实施了广泛的员工持股计划
Nonmanagement employees collectively own between 6% and 10% of total corporate equity 非管理层员工总计持有公司全部股票的6%到10%

Estimated 3,000 companies have instituted broad-based option plans since 1989 从1989年开始，大约3,000家公司实施了广泛的员工持股计划

Shares set aside for options at all public companies valued at $600B compared with $60B in 1985 现在所有的上市公司用于股票期权的股票价值已上升到6,000亿美元，而1985年只有600亿美元

41% of large U.S. employers give stock options to at least half of their workforce
41%的美国大型企业向一半以上的员工授予股票期权

Why Consider Equity-based Pay? 为什么考虑以股权为基础薪酬制度？
Alignment of shareholders and employees’ incentive opportunities 统一股东和员工的奖励机会
Forges tighter bond between executives and other employees, as all can be put on a common incentive platform 将管理层和其他员工的薪酬制度紧密结合，使公司所有员工的激励机制趋于统一
Motivate broad group of employees to work toward common goal—inspires teamwork 鼓励广大员工向共同的目标前进 - 鼓励团队协作精神
Incentive payouts are a “win-win” situation—payments occur in direct relation to company performance 激励机制处于“双赢” 状况 - 报酬与企业业绩直接挂钩
Minimizes cash outflow, as payments are made in equity 由于实施了股权薪酬制度，可以最大限度地减少现金支付
Financial Reasons for Providing Equity-based Pay 提供以股权为基础薪酬形式的财务因素
Study by Hewitt Associates and the J.L. Kellogg Graduate School of Management (Northwestern University) (1998): 翰威特公司和西北大学J.L. Kellogg研究生管理学院联合进行的调查 表明(1998年):
Companies that instituted employee ownership programs experienced an average annual Return On Assets of 2.6 percentage points greater than industry averages each year of the 4-year study period 对实施了员工持股计划的公司进行跟踪调查的四年当中，其资产回报率比同行业平均水平高出2.6个百分点
Cumulative Total Shareholder Return over 4 years also 6.9 percentage points greater than comparison group averages 四年中股东回报率要比其他公司高出6.9个百分点
82% of companies reported that ownership program had a significant positive impact on business results 有82%的公司认为，员工持股计划会对经营业绩产生积极影响
Significant correlation between companies reporting positive impact and effective sharing and use of business information 分享公司经营信息并加以有效利用与以股权为基础的薪酬计划紧密关联，而这一薪酬计划会对经营业绩产生积极影响
Financial Reasons for Providing Equity-based Pay 提供以股权为基础薪酬形式的财务因素
Joseph Blasi 1996 study: Joseph Blasi1996年调查指出:
Significantly higher growth in 10-year average financial performance where employees own more than 5% market value 当员工所持股票超过市值的5%时，企业的财政业绩明显高于此前10年的平均增长水平
Not true where stock concentrated among top 5 officers 最高级别的五位管理人员持有全部股票的公司未达到这一增长水平
American Capital Strategies: 美国的资本战略:
Stock price index of public companies with at least 10% employee ownership outperformed broad-based stock indices 员工持股占10%以上的上市公司的股指比全员持股公司的股指要好
In 1992–1995: 80.19% versus 48.69% for the Dow and 44.87% for S&P 500 在1992-1995年之间，实施员工持股计划的公司和同业公司未实施持股计划的公司相比，道琼斯指数为80.19%:48.69%，S&P500指数为80.19%:44.87%。

Financial Reasons for Providing Equity-based Pay 提供以股权为基础薪酬形式的财务因素
According to Fortune Magazine’s 100 Best Companies survey, of those companies that are publicly traded 《财富杂志》对世界前100名上市交易公司的调查表明:
60% have implemented broad-based stock option plans; 60%的企业已经实施了广泛的股票期权计划
42% offer options to every employee; and 42%为所有员工提供股票期权
80% of employees at these companies own company stock 这些公司约有80%的员工拥有公司的股票

Overview 概况
What are long-term incentives? 什么是长期奖励?
“Variable compensation earned over a period of more than 12 months” 12个月以上的可变薪酬

Historically, they have taken many forms: 曾在历史上表现出的形式:
Nonqualified stock options (“NQSOs”) 非资格评定的股票期权(“NQSOs”)
Incentive stock options (“ISOs”) (circa 1982) 激励性的股票期权(“ISOs”)(大约在1982年)
Stock appreciation rights (“SARs”) (circa 1973) 股票增值权(“股票增值权”)(大约在1973年)
Performance plans (circa 1975) 绩效计划(大约在1975年)
Overview 概况
Restricted stock (circa 1983) 受限股票(大约在1983年)
Who gets it? 什么人得到这种奖励呢?
Could be as broad as annual incentives and beyond (e.g., stock options) or limited to just officers (e.g., performance shares/units) 可以象所有员工得到年终奖一样广泛，甚至更多(例如，股票期权)或者只限于主管(例如，绩效股份)
Almost all major industrials have some long-term incentive plan 几乎在所有的主要产业中，都实行了长期奖励计划



Prevalence 普遍性/相关值
Description of Stock Options 股票期权
NQSOs 非资格评定的股票期权
Stock option—right to buy stock at a fixed price over a specified period of time 股票期权 - 在规定的时间段内，以固定价格购买股票的权利
Description of Stock Options 股票期权
Eligibility levels 资格水平
Average (percentage of exempt) 21.0% 平均(专业水平的百分比) 21.0%
Median (percentage of exempt) 9.6% 中位(专业水平的百分比) 9.6%
Description of Stock Options 股票期权
Many companies go much deeper 许多公司做得更加深入
“All-employee” option plans “全体员工”的期权计划
Hi-tech, start-ups, IPOs 高科技、创业公司、IPOs公司
Recent data suggests that well over 6 million U.S. employees have received stock options (up from 2.5 million in 1992) 最新数据显示，现已有超过600万的美国员工持有公司股权(从1992年的250万不断上升)


Description of Stock Options 股票期权
Grant frequency 授予频率
Annual 89% 每年 89%
Other 11% 其它 11%
Maximum exercise period: 91%—10 years 最长行权期限: 91%—10年
Annualized size of awards 年度奖励规模
90%–699% + of salary 工资的90%–699%
Calculated as: 按如下公式计算:
Fair market value price × number of options/frequency Base salary
Description of Stock Options 股票期权
Vesting 等候期
Uniform percent per year 64% (每年)按比例 64%
25% 33%
33.3% 45%
50% 9%
20% or less 13%
Other restrictions/performance vesting 3% 其它受限股票和绩效股票的等候 3%
Cliff vesting 22% 一次付清期 22%


Description of Restricted Stock 受限股票
Stock issued to an executive in connection with performance of services to company 授予高级管理人员的，与公司业绩挂钩的股票
Shares issued at no cost to executive 授予时高级管理人员不支付股票的费用
Ownership of stock subject to “restrictions” 股票的所有权是“受限的”
Stock usually “vests” upon continued employment for certain period (typically 3–5 years) 股票“等候”通常要求员工为公司服务满3至5年
Unvested shares are forfeited upon termination of employment during restriction period 当员工在股票受限期内离开公司时，未到期的股票将被没收
Description of Restricted Stock 受限股票
Restricted Stock 受限股票

Eligibility 适用对象
Average (percentage of exempt) 11.9% 平均(专业水平的百分比) 11.9%
Median (percentage of exempt) 2.0% 中位(专业水平的百分比) 2.0%


Grant frequency 授予频率
Annual 27% 每年 27%
3–5 years 5% 3-5年 5%
1 time only 37% 仅有1次 37%

Size of awards—10%–81% + of salary 奖励规模 - 工资的10%-81%+工资


Length of restriction period 限制期
Cliff vesting most common; average 4 years 一次付清是最普遍的：平均为4年
Incremental vesting; 2–5 years 可延长等候期的受限股：2–5年
Dividends typically paid during restriction period 在股票受限期内仍享有红利
Termination of employment 雇佣关系终止
Death/disability/retirement—full vesting 死亡/丧失劳动能力/退休 - 全部按等候期规定进行
Other terminations—complete forfeiture 其它原因 - 全部没收

Key Trends 主要趋势
Among Fortune 100 Companies: 《财富》100强企业之中:
Long-term incentive economic values have grown about 20% per year over the last 10 years 在过去10年中，长期激励价值以每年20%的速度递增
More emphasis on stock options; clearly largest single piece of total compensation pie 更注重股票期权; 占全面薪酬的绝大部分
Top Corporate Officers—1999 高级管理人员 - 1999
Key Trends 主要趋势
Most companies offer multiple long-term vehicles 更多公司提供多种长期激励计划
Number of plans varies by sales size: 方案数量按销售规模而定:








The most common combination is stock option awards in combination with performance-based awards and/or restricted stock awards 股票期权奖励同以绩效为基础的奖励或限制股票奖励相结合是最佳的组合方式
Key Trends 主要趋势
Dilution issues 股权稀释问题
Growth in use of stock options and other share-based plans has resulted in big dilution levels 股票期权和其他以股票为基础的计划的广泛应用导致了股权稀释度增加
10%–12% “overhang” 1 is now typical 10%–12%的 “剩余股票率”1 如今十分普遍
Many companies are approaching 20% overhang 很多公司采用20%的“剩余股票率”的做法
Boards are challenging these dilution levels asking, “How much does it take to instill a shareholder value orientation?” 董事会对稀释问题提出质疑：“到底需要多少才能灌输股东价值导向？
Management is struggling to address competitive pay needs with levels of share usage 管理层试图用股票占有层次来阐述具有竞争性的工资的需求
1 Overhang = Outstanding unexercised options + shares reserved for future grant Shares outstanding
Long-term Incentive Considerations 长期奖励计划需要考虑的因素
Compensation objectives 薪酬目标：
Long-term Incentive Considerations 长期奖励计划需要考虑的因素
Impact on executives: 对高级管理人员的影响:

翰威特-以股权为基础的薪酬制度