A well-designed and strategic executive compensation plan sets your organization apart, enabling you to attract the right leadership, retain your current talent, and reach your business goals. However, designing a plan is a complex process that involves many stakeholders and financial components.

Leverage Data Created and Developed by Us

With our in-house compensation data analytics, you benefit from the market’s most accurate and comprehensive data to make the most effective plan—all from one reliable source.

Ensure exactness and accuracy

To provide superior data quality, accuracy, and assurance, we collect more detailed information than the industry standard and employ a rigorous data quality assurance process that focuses on the industries, competitors, and peers of our participants.

Data from leading S&P companies

FW Cook maintains a proprietary database built from custom research of public pay disclosures covering more than 3,000 companies, including full coverage of the S&P 1500 and other key market indices.

Our dedicated research team is trained to extract compensation-relevant data from public filings and disclosures. On behalf of clients, we can develop a complete research profile for any U.S. or international company with publicly available information. Our research covers public executive pay disclosure, director compensation pay program detail, aggregate long-term incentive grant detail, incentive plan program design structure, and more. With broad market coverage and granular datasets, our research enables timely decision-making, deeper benchmarking analysis, and unrestricted exploration of big-picture trends and industry-wide practices.

FW Cook’s Executive Compensation Survey

We have built upon FW Cook’s sterling reputation in the executive compensation field, leveraging our firm’s deep expertise to create a comprehensive Executive Compensation Survey (ECS). The survey serves as a trusted resource for both the broader market and our own consultants in advising clients on pay benchmarking and program design.

Today, the ECS includes participation from more than 400 companies, representing over ~35% of the S&P 500 and ~40% of the S&P 100. It provides robust detail across the following dimensions:

• Robust data on target total direct compensation opportunities (base salaries, target bonuses, and target long-term incentive (LTI) grant values) for the top 20 highest paid executives and 27 executive roles along with broad-based employee pay level practices among 29 different salary ranges
• Tools that empower participants to analyze pay level data based on their specific needs, including a regression tool that enables users to adjust data to a specific size and interactive exhibits allowing them to display and compare market pay rank or role benchmark data most relevant to their use case
• Comprehensive information regarding long-term incentive award levels, grant budgets, participation practices, and design provisions