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Join us for two free one-hour web briefings
on hot HR topics from the comfort of your own
desk.
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Moving to a High-Performing DC
Plan
Speakers: Betsy Dill, Pat Pou,
Amy Reynolds and Troy Saharic
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Defined contribution (DC) plans are evolving from supplementary savings programs
to become the primary retirement vehicle for many Americans. As defined benefit (DB) plans are frozen or
benefits are reduced, plan sponsors must reassess their DC plans’ role in their overall benefit program to
ensure the maximum value is delivered for the dollars being spent.
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In this environment, is it enough to simply provide a matching contribution
equal to the one the nearest competitor provides? Can plan sponsors continue to deflect responsibility for their
employees’ lack of participation? What are the implications to the participants of ubiquitous plan features like
loans and withdrawals, and are they still appropriate? In this time of limited resources, where should plan
sponsors be focusing their design and administrative efforts to ensure participant accounts are optimized?
Join us for the third in our series of web briefings addressing recent
retirement program changes. Our retirement and investment experts will examine the challenges facing DC plan
sponsors and the variety of design, investment and administrative responses being implemented by sponsors of
High-Performing DC Plans.
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| Wednesday, 2
August 2006, 12:00 noon - 1:00 p.m. ET |
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How do your executives value their long-term incentives?
Speakers: Steve Harris, Mercer Human Resource Consulting and Rob Slone,
Director, Global Rewards, DuPontUnprecedented change in the design and application of long-term
incentive programs is being driven by many factors, including new accounting rules for stock options,
pressure to control share dilution, and attempts to link pay more closely with performance. While most
companies are accustomed to carefully considering the cost and shareholder alignment of various long-term
incentive alternatives, participants’ perception is rarely factored into the new plan design.
How participants themselves view the “currency value” of each alternative is an important step. A clear
picture of participants’ perceived value enables a company to make sounder decisions on long-term
incentive design that maximize the return on investment in compensation while meeting shareholders’ needs.
Case studies involving DuPont and other large organizations illustrate how participant currency value can
be measured and incorporated into program design.
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| Wednesday, 16 August 2006, 12:00 noon - 1:00
p.m. ET |
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Details |
Enroll |
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