The next area that maybe suspicious is when the remuneration committee makes recommendations using their peer group comparison to justify in awarding an increase.
Normally an excuse is brought up, if the expected result isn’t achieved.
Common practice for justifying an increase for the management team is that the peer group also did poorly as well!
Yet this result would be used as an excuse against exployee’s as not achieving a KPI criteria, to avoid giving them a wage increase.
Does anyone know an easy method in finding out if any management team has aninterest the peer comparison group?
Radicool Views
Feedback for Management, page-20
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