Our November Bank Compensation Corner is out! This month, we explore three key trends shaping executive and board pay: - Using Pay versus Performance data for self-assessment - The 25% rise in private company board compensation - What investors really think about pay design, according to the latest ISS survey As banks prepare for 2026, understanding these shifts can help strengthen governance and align pay with performance.

In this month’s edition of Bank Compensation Corner, we distill the latest in compensation trends shaping the banking sector—from new regulatory pressures to emerging compensation governance best practices. Dive in for actionable insights and strategic guidance tailored for bank HR and compensation leaders.

In this month’s edition of Bank Compensation Corner, we distill the latest in compensation trends shaping the banking sector—from new regulatory pressures to emerging compensation governance best practices. Dive in for actionable insights and strategic guidance tailored for bank HR and compensation leaders.

This month, we’re covering three big developments every bank should know: Glass Lewis P4P Changes – New scoring system, extended evaluation period, and expanded global coverage. Equity Forfeiture Ruling – Delaware court decision impacts enforceability of restrictive covenants. Director Pay Gaps – Public bank directors earn ~55–60% more than their private peers.

Our latest analysis reveals that public bank directors earn more than their private bank peers, often 55% to 60% higher. This difference reflects the greater scrutiny, regulatory demands, and liability public bank directors face. Read the full breakdown and see why these compensation gaps make sense in today’s banking environment.

This month, we’re diving into evolving leadership expectations, CEO pay growth, and how director compensation may influence risk in the boardroom. Each article offers critical insight into the changing dynamics of governance and pay practices, essential reading for compensation committees, HR leaders, and executive teams.

This month, we’re focused on how volatility, equity design, and pay transparency shape the compensation landscape. With growing stakeholder scrutiny and economic uncertainty, these themes are top of mind for compensation committees across the banking sector.

During 2023 and early 2024, we engaged in numerous discussions with our clients regarding incentive plans. Many were concerned that these plans would not pay out at targeted levels. A significant factor in this concern was the performance of banks; many failed to meet their budget targets.

The SEC announced rules regarding pay versus performance disclosure requirements on August 25, 2022. Dodd-Frank and the Consumer Protection Act mandated these rules.