Join D. Hilton for a six-part master class webinar series hosted by John W. Andrews, SPHR, CCP, CSCP, and Jeff Rock, PHR, from D. Hilton Associates’ Compensation Services Practice exploring the common credit union inquiries and misperceptions surrounding executive compensation, staff compensation, and employee benefits.

Part 2 of the series delves into the practical aspects of delivering competitive executive pay in the credit union industry while debunking common misconceptions. The session explores real-world factors that influence executive pay, such as CEO tenure, credit union size, and board makeup. It challenges prevalent beliefs and emphasizes the importance of variable pay and bonuses as effective motivators, when designed and aligned with goals.

The hierarchy of needs starts with base pay as the foundation, followed by variable pay, benefits, and retirement and retention programs. Each level builds upon the previous one. Why is it essential to have defensible data when determining executive pay? Having defensible data ensures that the pay decisions are reasonable and can be justified. It also helps in making fair and informed compensation choices. Relying on the wrong piece of data without proper context can lead to misleading results.