A large-scale, diversified enterprise was preparing for its IPO and needed to implement a strategic long-term incentive (LTI) plan to align key talent with shareholder interests.
Objectives
Implement effective LTI plans to promote partnership and drive the IPO process.
Strengthen pay-for-performance, motivating employees to maximize profits while preventing excessive risk-taking.
Key Features and Approach
LTI Workshops: Held workshops to evaluate various LTI vehicles, discussing the advantages and disadvantages of each.
Proposed LTI Structure: Recommended a plan covering senior executives, aligned with market practices, consisting of:
Deferred Bonus: A portion of the annual bonus was deferred. Upon vesting, employees could purchase phantom shares at a discounted rate.
Phantom Performance Shares: Share grants were linked to pre-defined KPIs and targets. Vesting occurred over three years, with dividend equivalents paid in cash. Individual performance conditions had to be met for full vesting; otherwise, shares were forfeited.
Phantom Share Options: Share options were granted annually with a three-year vesting period. Employees could exercise the options after vesting but were required to hold shares during employment.
Analysis and Support: Conducted scenario and cost analysis, provided documentation templates, and facilitated staff communication to ensure smooth implementation.
Results
The proposal was approved by the Board and became a cornerstone of the firm’s long-term strategy, aligning leadership with shareholder objectives and driving the IPO process forward.
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