There are many firms that sell salary data for companies to create their own compensation bands. They all suck. Data is collected via survey so it is stale and skewed to the participants. The data is often sparse and the leveling is not well normalized. And that’s just for salary data, which is the easier problem. Equity compensation is harder and the incumbent firms there are even worse at it. Think of a modern and real-time version of Radford, for cash and equity.
In a filing with the US Securities and Exchange Commission, GenMark also said that on Jan. 14, it entered into a separation agreement and general release with McNally. In accordance with the agreement, McNally is entitled to benefits, including a gross lump sum payment equal to six months of his base salary in effect as of the separation date; an amount equal to McNally’s target bonus percentage under the firm's 2019 bonus plan multiplied by a percentage tied to the achievement of the company-level performance targets under the plan; and an aggregate of 35,702 restricted stock units held by McNally as of the separation date.
A public spending watchdog paid nearly $12,000 publishing the identities and estimated salaries of more than 80 top-earning executives in the Auckland Council group.