ANALYTICS. NIRI-Korn Ferry Corporate IR Profession and Compensation Study 2016

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1 ANALYTICS Researching Investor Relations NIRI-Korn Ferry Corporate IR Profession and Compensation Study 2016 National Investor Relations Institute 225 Reinekers Lane, Suite 560 Alexandria VA 22314

2 Contents Corporate IR Profession and Compensation Study-2016:... 1 Purpose and Objectives... 2 Survey Definitions... 2 Corporate IR Profession and Compensation Study-2016: Key Takeaways... 3 IR Professionals in Corporate IR Profession and Compensation Study-2016: Results... 6 Overall... 6 Key Drivers of Cash Compensation... 9 Market Cap Size... 9 Company Industry Sector Geographic Location within the United States Years of IR Work Experience IR Job Title Gender Educational Attainments Additional Equity and Benefits Professional Challenges Appendix A: Survey Methodology

3 Corporate IR Profession and Compensation Study-2016: Purpose and Objectives Today s investor relations executives face increasingly complex professional challenges both internally and externally. The National Investor Relations Institute (NIRI) and Korn Ferry have partnered on this fifth effort to provide current compensation benchmarking trend data for corporate investor relations professionals (those working within publicly traded companies), and professional profiles/backgrounds of IR professionals. This report presents 2016 survey results from corporate investor relations practitioners located within the United States, and trend results which include data from previous compensation survey efforts. This survey inquired about 2016 base pay, cash bonus received (if applicable and excluding long-term incentive plan payouts), stock bonus (if eligible, the annual cash value based on the date stock was granted), and total cash compensation. This report also includes: Job titles for corporate practitioners Effect of various factors on compensation including years of experience in IR, gender, job title, geographic location, market cap size, industry, and others Profiles of corporate IR professionals Survey Definitions Micro-cap: < $250 million Small-cap: $250 million - < $2 billion Mid-cap: $2 billion - < $10 billion Large-cap: $10 billion - < $25 billion Mega-cap: $25 billion + 2

4 Corporate IR Profession and Compensation Study-2016: Key Takeaways The professional backgrounds, profiles and future career aspirations look different when comparing men and women IR professionals. Base salaries of corporate investor relations professionals continue to rise for the sixth year in a row, to an average of $201,894. The median base salary was $200,000 (standard deviation (SD= $72,051). This is an increase of approximately seven percent from 2014 average base salary ($187,691), and (after adjusting for inflation) nine percent since The majority of all respondents (85%) received a cash bonus in 2015 (excluding long-term incentive plan pay-outs). Average cash bonus in 2015 was $77,335 (median = $57,879, SD = $69,312). Sixty-three percent received at least one dollar in stock bonus in The average cash value of received stock bonuses was $110,615 (SD = $138,133), and the median was $69,110. In sum, the average total 2016 compensation (base salary, cash bonus, and stock bonus) for U.S.- based IR professionals was $362,245 (SD = $254,578), and the median was $300,000. Key drivers affecting the compensation of IR professionals continue to be: market cap size, industry, region of the country, years of IR work experience, type of degree earned, certifications earned, job title, working for a Fortune 500 company, and gender. Variables that had no effect on compensation levels of IR professionals in 2016 include: being the senior IR professional in the company, designation as a Section 16 Officer, previous experience as a buy or sell-side analyst, type of certification earned (e.g. CFA, CPA, etc.), and presence and number of duties in addition to IR work. The average base salary for men was $213,368, and was $186,509 for women (14 percent difference). Reviewing NIRI compensation data, over the last 20 years there has been a 78 percent decrease in the pay gap between men and women IR professionals. IR professionals working for a Fortune 500 company report making 10 percent more in base salary than their non-fortune 500 counterparts (average of $214,076 compared with $194,128). Eighty-six percent of IR professionals reported receiving equity-based compensation. Restricted stock/units remain the most popular (61%), followed by stock options (41%), and performance/phantom stock units (23%). The most popular additional benefits are 401(k) plans (80%), health insurance (73%), and life insurance (59%), with other benefits significantly trailing. 3

5 IR Professionals in 2016 Figure 1 presents the overall demographic profile of IR professionals by various aspects of their professional and educational backgrounds. Men and women IR professionals possess different backgrounds and current professional profiles. Regarding educational and professional experience, men are more likely to possess a corporate finance background (30%) or securities background (15%), an MBA degree (54%), and to have worked as a sell-side analyst (20%), than women IR professionals. Women are more likely to have a bachelor s degree (49%) and hold the Certified Professional Accountant (CPA) designation (18%), equal likelihood of possessing a corporate communications/pr or corporate finance background (20% each), and work as an IR professional in the pharmaceutical and biotech industry (14%). While 41 percent of men report having an undecided career path or that IR is a transitional role for them, women IR professionals are more likely to report they picture themselves as a career IRO (70%). Regarding current professional profiles, men are more likely to hold the title of Vice President (42%), have a total IR team of three (consisting of one Vice President, one Director, and one Administrative staff person), and have Section 16 Officer designation (18%). Women are more likely to hold the title of Senior Director or Director (33%), have a total IR team of two (consisting of one Senior Director or Director, and one administrative staff person). Both men and women were equally likely to be the senior IR professional in their organization (84% each),work for either a small or mid-cap sized company (59% and 57%, respectively) and work in a Fortune 500 company (36% each). 4

6 Figure 1: Profile of IR professionals Gender Previously Worked as an Analyst Highest Degree Earned Additional Credentials Position Title Years of IR Experience 5

7 Corporate IR Profession and Compensation Study-2016: Results Overall The vast majority of U.S.-based survey respondents (96%), reported being either currently employed, or recently employed at a publically traded company within the last six months. The reported 2016 base salary of corporate IR practitioners based in the U.S. was an average (mean, or M) of $201,894 (SD = $72,051), and median of $200,000. For analysis involving time and salary, converting current or nominal dollars into constant or real dollars often paints the most accurate picture. This is done by multiplying each dollar amount by a ratio of price indexes 1, distributed by the Bureau of Labor Statistics 2. Since 2010, when the CPI adjusted median base pay was $169,636, median base pay for IR professionals has increased 18 percent (currently $200,000). The majority of all respondents (85%) received a cash bonus (excluding long-term incentive plan pay-outs). Cash bonus average for U.S.-based IR professionals was $77,335 (SD=$69,312), an 11 percent increase from 2013 cash bonus averages (data was not collected for 2014). The median cash bonus amount was $57,879. Sixty-three percent received at least one dollar in stock bonus in The average cash value of received stock bonuses was $110,615 (SD=$138,133), and the median was $69,110. In sum, the average total cash compensation (base salary, cash bonus, and stock bonus) for U.S.-based IR professionals was $362,245 (SD=$254,578), and the median was $300,000 for

8 Figure 2: Average base salaries of corporate investor relations professionals by year Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (various years). N=633 (2016). Corporate IR base salaries continue to rise for the third consecutive survey year (Figure 2), to an average (M of $201,894 (SD = $72, 051) for U.S. based practitioners in This is an increase of approximately seven percent from 2014 ($187, 691), and (after adjusting for inflation) nine percent since

9 Figure 3: Median and CPI adjusted median base salaries by year Note: CPI= Consumer Price Index. In this slide, while median nominal salary rose from $156K in 2010 to $200K in 2016, the growth in real median salary after adjusting for inflation was $30K. Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (various years). N=694 (2016). The inflation adjusted increase in median salary from 2014 to 2016 is eight percent (Figure 3). The majority of U.S.-based respondents (84%) received a cash bonus (excluding longterm incentive plan pay-outs). Cash bonus average for U.S.-based IR professionals was $77,335 (SD=$69,312), an 11 percent increase from the 2013 cash bonus average. Those falling into the first quartile (25%) of IR professionals reported receiving a cash bonus of $30,000 or less, while those falling into the third quartile (75%) reported receiving a cash bonus of $100,000 or more. The top 10 percent received a bonus of $165,000 or more, while the top two percent received $265,000 or more. 8

10 Key Drivers of Cash Compensation Market Cap Size Figure 4: Average base pay and total compensation by market cap Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=705. Total annual cash compensation combines current base salary, cash bonus (if applicable) received, and received stock bonus (if applicable). As shown in Figure 4, both average base salaries and average total compensation are, in general, positively correlated with company market cap-size. IR professionals reported median base salaries by market cap as follows: micro-cap $160,000, small-cap $195,000, mid-cap $205,000, large-cap $200,000, and mega-cap $235,000. 9

11 IR professionals reported earning median total cash compensation as follows: microcap $240,000, small-cap $230,000, mid-cap $330,000, large-cap $316,860, and megacap $435,776. Figure 5: Average cash bonus and stock bonus received by market cap Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=705. Similar to base salaries, average cash and stock bonus received are generally positively correlated with company market cap size (Figure 5). IR professionals in micro-cap companies earned a median cash bonus of $34,000, small-cap $45,000, mid-cap earned $60,000, large-cap $65,000, and mega-cap earned $90,000. Regarding stock bonus, IR professionals in micro-cap companies were awarded a median of $30,000, small-cap $43,000, mid-cap were awarded $76,000, large-cap $75,000, and mega-caps were awarded $110,

12 Company Industry Sector Figure 6: Average base pay and total compensation by industry sector Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=711. There are differences in base pay and total cash compensation relative to industry sector (Figure 6). Of the sectors reported in Figure 6, the lowest median base salary and total compensation in 2016 occurred in Utilities, while the highest were in Heath Care and Consumer Staples. IR professionals in the consumer discretionary sector earned a median cash bonus of $54,000, consumer staples $70,000, energy earned $50,000, financials $55,000, health care earned $57,500, industrials $60,000, information technology $50,000, materials $64,000, telecomm $43,000, and utilities earned $45,

13 Regarding stock bonus, IR professionals in the consumer discretionary sector earned a median of $60,000, consumer staples $70,000, energy earned $50,000, financials $57,000, health care earned $80,000, industrials $80,000, information technology $56,000, materials $80,000, telecomm $110,000, and utilities earned $30,000. Geographic Location within the United States Figure 7: Average cash compensation by U.S. Census Bureau Divisions Note: Base, bonus, and stock compensation are averages, the addition of all three will not equal the average total cash compensation displayed. Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=722. Similar to other professions, the components of compensation do vary by location (Figure 7). For 2016, salaries have increased for IR professionals across all U.S. location divisions. The largest increases in the last two years were experienced by those in the East North 12

14 and East South Central (+25%). The smallest increases were seen for those in the Middle Atlantic (which remained flat) and Mountain regions (+5%). Figure 8: Average base pay differences by U.S. region and year Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (various years). N=371 (2016). The average base pay offered to IR professionals in the Middle Atlantic regions continues to significantly differ from compensation offered in the Pacific region of the United States (Figure 8). While the gap between the compensation offered on the two coasts was eight percent in 2010, it is now 13 percent. The driving factors behind this wage gap include market cap size (e.g., a greater proportion of micro-cap companies are on the west coast), and industry type (e.g., a greater proportion of health care and financial companies are found on the east coast, while the west coast has a greater proportion of IT companies). 13

15 Years of IR Work Experience Figure 9: Average base pay and total compensation by years of IR experience Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=732. Another driver of cash compensation is years of IR work experience (Figure 9). IR professionals with two years or less IR experience earned a median cash bonus of $32,009, between three and four years $42,827, five and six years earned $50,000, seven and ten years $53,000, and eleven or more years earned $75,000. Regarding stock bonus, IR professionals with two years or less experience earned a median of $30,000, three and four years $38,000, five and six years earned $74,000, seven and ten years $50,000, and eleven or more years earned $85,

16 IR Job Title Table 1: Average and median base pay by IR job title and market cap size 15

17 Note: **Indicates N size were <=5, results suppressed to protect anonymity of respondents. Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=700. Table 1 details the various average and median base pay for IR professionals based on both job title and company market cap size. IR professionals with the title of Executive Vice President earned a median cash bonus of $100,000, Senior Vice President or Managing Director $125,000, Vice President earned $85,000, Senior Director $52,000, Director earned $36,000, Senior Manager $25,000, Manager earned $15,000, and Analyst/Associate/Specialists earned $11,000. Regarding stock bonus, IR professionals with the title of Executive Vice President earned a median of $160,000, Senior Vice President or Managing Director $170,000, Vice President earned $100,000, Senior Director $50,000, Director earned $30,000, Senior Manager $12,000, Manager earned $16,000, and Analyst/Associate/Specialists earned $12,000. Total cash compensation for IR professionals with the title of Executive Vice President earned a median of $432,650, Senior Vice President or Managing Director earned a 16

18 median of $530,000, Vice President earned a median $413,900, Senior Director earned a median of $295,000, Director earned a median of $220,000, Senior Manager earned a median of $178,000, Manager earned a median of $132,500, and Analyst/Associate/Specialists earned a median of $87,000. Table 2: Average and median base pay by IR job title and Fortune 500 Company Note: **Indicates N size were <=5, results suppressed to protect anonymity of respondents. Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=700. Table 2 details the various average and median base pay for IR professionals based on both job title and inclusion in the Fortune

19 IR professionals working for a Fortune 500 company report making 10% more in base salary than their non-fortune 500 counterparts (average of $214,076 compared with $194,128). One key driver behind these differences is that more mid, large and mega cap sized companies are in the Fortune 500, than micro and small-cap companies. IR professionals working in Fortune 500 companies earned a median cash bonus of $72,885, compared with those in a non-fortune 500 company of $50,000. Regarding stock bonus, IR professionals working in Fortune 500 companies earned a median of $85,000, compared with those in a non-fortune 500 company of $52,500. Total cash compensation for IR professionals working in Fortune 500 companies was a median of $345,000, compared with those in a non-fortune 500 company of $278,000. Gender Since 1995, male IR professionals have received higher average base salary than female IR professionals. This translates to a higher total annual cash compensation for male IR professionals as well. The situation of men out-earning women is not unique to the field of investor relations. In 2016, the average base salary for men was $213,368 (median=$210,000), and for women, $186,509 (median=$180,000), a difference of 14 percent between averages. Cash bonus average for men was $85,872 (median=$61,000), and for women $66,240 (median=$50,000), a difference of 30 percent between averages. Stock bonus average for men was $119,350 (median=$75,000), and for women $95,477 (median=$50,000), a difference of 25 percent between averages. Total cash compensation average for men was $402,551(median=$325,000), and was $307,577 for women (median=$250,000), a 31 percent difference between averages. Between 1995 and 2016, there has been a consistent narrowing of the percentage pay gap between male and female IR professionals. In 1995, the percentage pay gap for average base salary was 61 percent, in 2014 it was 20 percent, and it is now 14 percent. This represents a pay gap decrease of 79 percent over the last 21 years. 18

20 Figure 10: Average base pay of women as a percent of men s by market cap Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=721. In Figure 10, the y-axis shows the median base salary of women IR professionals in 2016, the x-axis shows the ratio of female to male earned base salary, and the bubble size indicates years of IR work experience. Men reported a higher median base salary than women for all years of IR work experience. The largest differences can be seen for those with two years or less of IR work experience, where women report earning approximately one-half (55 percent) of the annual average base pay of their male counterparts. In general, as women gain more IR experience their base salaries are more likely to be on par with those of their male counterparts. 19

21 Figure 11: Average total cash compensation by gender and job title Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=721. When average total compensation are compared by gender, and additional variables such as position title are held constant, differences between men and women IR professionals are still seen (Figure 11). 20

22 Educational Attainments Figure 12: Average base pay and total compensation by degree type Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=727. In 2016, the median base salary for those with a BA/BS degree was $185,000, for MA/MS degree holders, $190,000, MBA was $206,000, PhD was $260,000, and JD was $225,000 (Figure 12). IR professionals with a BA/BS degree earned a median cash bonus of $50,000, for MA/MS degree holders $57,500, MBA was $60,000, PhD was $80,000, and JD was $40,000. Regarding stock bonus, IR professionals with a BA/BS degree were awarded a median of $60,000, for MA/MS degree holders $50,000, MBA was $75,000, and JD was $31,500. PhD holder stock bonus was too small for accurate reporting. 21

23 Figure 13: Average base pay and total compensation and credentials Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=750. Possessing at least one certification (such as Chartered Financial Analyst (CFA), or Certified Public Accountant (CPA), etc.) had a slight positive effect on cash compensation received (Figure 13), although interestingly, the type of designation (e.g. CPA, CFA, CMA, etc.) was not a factor that affected compensation levels. In 2016, 24 percent of IR professionals stated they possess at least one credential, with the two most frequent remaining the CPA (15%), and the CFA (7%). The median base salary for those with no certifications was $195,000, and for those with at least one certification was $205,000. Cash bonus median for those with no certifications was $55,000, and for those with at least one certification was $60,

24 Stock bonus median value for those with no certifications was $56,000, and for those with at least one certification was $83,650. Additional Equity and Benefits Figure 14: Equity in addition to cash compensation Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=750. Eighty-five percent of IR professionals reported receiving at least one type of equitybased compensation. Restricted stock/units remain the most popular (61%) (Figure 14), followed by stock options (41%), and performance/phantom stock/units (23%), and employee stock purchase plans (18%). 23

25 While the proportion of those receiving restricted stock/units remains relatively stable (63% in 2008), the proportion of IR professionals receiving stock options continues to decrease (down from 71% in 2008, a 42% decrease in the last six years). Receipt of restricted stock/units is the only type of equity positively correlated with cap size. Figure 15: Benefits in addition to cash compensation Source: NIRI-Korn Ferry Corporate IR Profession and Compensation Study (2016). N=750. Less than one percent of IR professionals report receiving no additional benefits in addition to cash compensation and equity. The most popular additional benefits are 401(k) plans (80%), health insurance (73%), and life insurance (59%), with other benefits significantly trailing. The fourth most frequently-cited benefit was maternity/paternity/adoption leave (24%) (Figure 15). 24

26 Other benefits include deferred compensation plans (23%), tuition assistance (22%), medical exams (16%), financial and tax planning services (7%), automobiles (6%), commuting expenses paid (6%), and club memberships (4%). Professional Challenges IR professionals were asked In your opinion, what are some of the biggest challenges facing IROs today? Provided below are representative open-ended responses taken verbatim from the research and grouped into the most frequent categories reported. Time management Time-heavy demands on time and still there is never enough to do everything you would like. If you are a one-person department, to be truly valuable to your organization, connecting the dots with what's happening with your competitors takes a lot of time. Vice president, 11+ years IR experience, mid-cap, consumer staples. Tough for one-person departments to adequately serve executives, BOD, investors, analysts, governance audiences, sustainability audiences, media, employees, etc. Senior director, 11+ years IR experience, mega-cap, health care equipment and services. Being an IRO is very fast paced and can be difficult to keep pace with the level of information and balance work/ life and outside-of-work responsibilities. Senior director, 3-4 years IR experience, mid-cap, software and services. Stock market volatility Keeping pace with rapidly changing expectations from institutional investors in light of the volatile equities markets. Director, 5-6 years IR experience, micro-cap, health care equipment and services. Regulatory environment SEC over-regulation of publicly listed companies. Director, 5-6 years IR experience, microcap, software and services. Regulations making it very difficult to communicate to investors and do our job. Vice president, 3-4 years IR experience, small-cap, energy. Activism Activist analysts that do work more through social media and news than through written reports. Senior manager, 3-4 years IR experience, micro-cap, media. 25

27 The rise of activism and the increasing focus on share repurchases over investment. Senior vice president, 11+ years IR experience, mega-cap, insurance. Investor transparency The misguided SEC and their focus on reforming corporate issuers instead of focusing on more transparency with investment professionals. Vice president, 11+ years IR experience, micro-cap, information technology. For smaller cap companies, being in the dark about the shareholder base (< 5% holders) is difficult. Director, 3-4 years IR experience, small-cap, energy. Transparency into who is buying/selling and shorting the stock in a timely manner. Vice president, 11+ years IR experience, mid-cap, consumer discretionary. Not having a real-time understanding of who is in our stock- waiting for 13Fs to file is like taking a picture of your summer vacation and getting it developed in the fall. Director, 5-6 years IR experience, micro-cap, health care equipment and services. Short-selling Dealing with the regulation around shorts. Currently they are not required to make themselves known and can say anything they want publicly, even it is not true at all. Senior vice president, 2 years or less IR experience, small-cap, real estate. Knowing who specifically is shorting our stock is a pain point for me and our organization. I hate going to NYC and San Francisco to meet w/certain hedge funds, only to have them short us. It's frustrating and not effective. There are several companies out there that promise to have a work-around, but I have yet to find anything that reliably (and in near-real time) tracks who is shorting our shares. Director, 3-4 years IR experience, mid-cap, commercial and professional services. The fact that short positions are never disclosed by institutional investors. Because short positions are not disclosed through SEC filings, in meetings with hedge funds and other potential shorts, we are at a major disadvantage. We have no way of knowing whether the investor on the other side of the table is a short. I have no problem meeting with a short; I have no problem addressing any of their concerns about our business, answering their questions, or defending ourselves against their short thesis. But I'd like to know before sitting down at the table what their position is. Long investors are required to disclose whether they are buying or selling at least quarterly. If my executives sell a single share of stock they are required to disclose the sale within days. But institutional investors and hedge funds can have a major short position in my stock and I would never find out, even while they are sitting across the table smiling at me and asking questions, sometimes in a room full of long investors at a group meeting. Senior vice president, 11+ years IR experience, mid-cap, banks. 26

28 Appendix A: Survey Methodology All NIRI corporate members were invited to participate in this electronic survey through direct invitations from February 12 to April 4, The survey inquired about compensation for corporate investor relations professionals working within publically traded companies, as well as scope of responsibilities, and organizational and reporting structure. The survey also collected demographic information. A total of 921 individuals completed the survey (yielding a response rate of 40 percent); a sample of this size has a margin of error of plus or minus 2.5 percent at a 95 percent confidence level. This means that if the survey was repeated 100 times with different samples from the population of IROs, 95 out of 100 samples would yield a result within plus or minus 2.5 percent of each statistic reported in this study. For example, if an answer is offered by 50 percent of respondents, the results would range between a high of 53 percent (rounded) and a low of 47 percent for 95 out of 100 other samples from the same population. In charts and tables, numbers may not total 100 percent due to rounding. All monetary standard deviations have been rounded to the nearest whole number. Survey Disclosure Survey sponsor NIRI and Korn Ferry Survey data collection supplier NIRI Population represented NIRI corporate members Sample size 2,305 Mode of data collection Online/Electronic Type of sample Sample Data collection dates February 12 to April 4, 2016 Margin of sampling error (total sample) 2.5% Data weighted Yes Contact for more information Ariel Finno, Director-Strategic Research and Evaluation National Investor Relations Institute (703) , research@niri.org All contents 2016 National Investor Relations Institute. All rights are reserved and content may not be reproduced, downloaded, disseminated, or transferred, in any form or by any means, except with the prior written agreement of NIRI. 27

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