Yes, it can be, according to the Executive Director of the
Council of Institutional Investors, in announcing CII's new policy on executive comp. Among other ideas,
the new policy calls for plans with less complexity (who can't
get behind that?), longer performance periods for incentive pay,
hold-beyond-departure requirements for shares held by executives,
more discretion to invoke clawbacks, rank-and-file pay as a valid
reference marker for executive pay, heightened scrutiny of
pay-for-performance plans and perhaps greater reliance on—of
all things—fixed pay. It's back to the future for
compensation!
Simplified and tailored plans. CII recommends that comp
plans and practices be tailored for each company's
circumstances and that they be comprehensible: compensation
practices that comp committees "would find difficult to
explain to investors in reasonable detail are prime candidates for
simplification or elimination." In addition, performance
periods for long-term
