Executive Compensation & Benefit Plan Design

D. Hilton can help your organization ensure that its executive compensation is reasonable, defensible, and aligned with the board’s strategic vision using a market-competitive, total-cash compensation package for chief executives and senior managers.

Our Executive Compensation Plan Design allows D. Hilton to closely examine and assess your organization’s executive compensation philosophy, base salary, retirement program, incentive payouts, and executive benefits and prerequisites. All of this analysis is then provided in a customized Compensation and Benefits Benchmarking Report matching our proprietary data to your organization's compensation philosophy.

D. Hilton also offers additional services that stem from successfully managed executive compensation plans:

• Review or development of an executive compensation philosophy for the organization.
• Peer group market analysis for President/CEO and direct reports.
• Annual Executive & Staff Compensation Forecast to prepare for movements in the marketplace.
• Executive Performance Metrics and Balanced Scorecards.
• Supplemental Executive Retirement Plan (SERP) 457(f) and Split Dollar benchmarking.

Staff Salary Administration Program Reviews

The most valuable asset of a financial institution is its employees. D. Hilton is committed to helping organizations find a reasonable balance between paying fairly and equitably in the competitive market for talent of all levels while maintaining responsible fiscal accountability of pay budgets. Thus, D. Hilton offers Staff Salary Administration Program reviews to assess the total rewards program for its non-executive employees.

D. Hilton’s core comprehensive Salary Administration Program Review is a multi-phase project that culminates with:

• Review or development of the staff compensation philosophy for the organization.
• Comparisons using real-time, cross-industry market analysis of base salaries and wages and a snapshot of available total cash incentives.
• Merit increase and pay adjustment modeling.
• Development or adjustment of the credit union’s pay structure.
• Cost impact analyses for each employee in the organization.
• Prevalence trend analyses of staff benefits, including health, dental, life, leave, and voluntary benefits.
• Review and support for pay administrative procedures.
• Additional complimentary market pricing support for the year following implementation.
• Complimentary subject whitepapers

D. Hilton also offers ancillary services to further strengthen your financial institution’s strategy for managing staff compensation:

• Employee Opinion Surveys (climate surveys)
• Benefits Reviews
• Job Description Compliance Reviews
• FLSA Classification Reviews
• Employee Handbook Guidance and Evaluation

Executive Variable Pay Plan Design

Many financial institutions can attest to the success of incentivizing employees to push beyond strategic goals to make the organization shine in terms of sales and service. D. Hilton guides financial institutions in designing and implementing a custom variable pay plan for all levels of employees.

Variable Pay and Sales Plan Designs from D. Hilton assist financial institutions in using organizational metrics to implement a self-funded, custom variable pay plan for all levels of employees.

Designed plans are intended to support the organization’s vision by rewarding top-performing employees and groups of employees who increase sales, accomplish goals, and exceed your customers’ expectations. Most importantly, because D. Hilton designs the plan with input from area managers and uses existing financial metrics, the program has management support and is self-funded.

D. Hilton also offers ancillary services to strengthen further your financial institution’s strategy for performance management, such as conducting a series of evaluations to help your organization run efficiently and thrive through the many changes financial institutions encounter.