Streamlining Your Key Senior Executive Benchmarking

Issue: Questioning the need to outsource it all

Traditionally, this large ASX company has compiled their KMP Board and Executive data set for benchmarking from a range of Annual Reports of peer companies.

It was time consuming and expensive for the Remuneration Team. They found adhoc queries often required updates and additions to the original base data set, which took time.

Brief: Open to a more streamlined approach

This year it was confirmed that remuneration the committee required remuneration benchmarking for seven Key Executives to review this remuneration cycle. No external advice is required. Just the data and analysis presented in a simple format to the committee.

AscentData Direct helps streamline this process. The Head of Remuneration allocated the task to a member their team to compiling the Peer Groups based on the parameters provide by the Committee Chair, knowing any adhoc queries can be dealt with as they arise.

Our Standardised Executive Titles

As the AscentData team is uploading data from Annual Reports, we standardised roles titles. Some examples are “CEO”, “CFO” and “Top Executive Business Unit”. Linking the Standardised Title to the Original Title makes role comparisons a lot easier. Both titles are visible on the screen – so our interpretation is transparent.

Approach: Creating reports for the Executive KMPs​

A Custom Peer Group from the ASX Top 50 is their starting point with Senior Executives for every organisation reviewed on-screen.

  • Roles include – CEO, CFO, COO, Legal and three Business Unit Heads
  • Information required included Fixed Remuneration, STI, LTI and Total Package
  • Roles are sorted – to ensure adequate numbers, in case a broader market cap or time period is required
  • The final data set is then exported as a bulk Excel download to create a Project File
  • A draft report for each KMP is created to review with the Remuneration Committee Chair
  • Following final input – an easy-to-read report is then created for each role

Outcome: The advantages of demonstrating a new in-house capability

Access to the AscentData Direct data allowed a tailored approach, that enabled the data set being utilised to evolve as the project progressed and questions are asked.

  • The Remuneration Committee prefers the new, shorter custom reports
  • They also recognised an in-house capability
  • External advice is still sought out where it is required, but they look in-house first
  • Remuneration data queries are now handled more quickly, flexibly, and efficiently
Case Studies