What's new?
You can now access data for Long Term Incentives for Executives
For the first time in South Africa, our online survey includes results for LTIs at Executive level. You can see the “LTI – annual realisable value for the current year”, which describes the value of the LTI component of remuneration held in the current year, which would be realisable into the future at vesting points. It is the portion that the Executive would be walking away from.
For the Realisable Value the actual share award for each executive is captured and the value of the award is calculated based on the issue instrument:
- Full Shares – Shares issued to the Executive at zero strike price
- Discounted Shares – Shares issued at a strike price less than the prevailing market price
- Share Appreciation Shares – Shares that are issued at a strike price reflecting the prevailing market price at the date of issue
- Options – The Director is awarded options that can be exercised on the vesting date
A Black Scholes calculation is then performed for each executive to establish the predicted realisable value of the award assuming cliff vesting after a three year period. The assumptions are that no dividends are paid to the executive. The risk free rate and the volatility for each company is calculated using a 5 year rolling average using each company’s actual historical share prices.
You also have the option to email us to request more detail regarding a customised calculation for a selected comparator group with a comparison to your own scheme.
Access data for over 20 countries in Africa and Asia
21 st Century has developed a methodology to present salary data in countries where survey houses are not active. Conceptually the existing data sets that 21st Century holds for various positions are used as an anchor to project pay rates.
The 21 st Century Big Pay Index is an index which is used in order to reference the level of pay per grade and per job in other countries, relative to the South African data. The benchmarks which are obtained using this methodology are referred to as Referenced Benchmarks as they are referenced against the live and audited South African Market data that we have in our database.
This model has been tested for various countries against existing data sets and has proven itself to be robust in its results. The results are also tested against 21 st Century data for various African countries in which we actively operate. In RewardOnline you will see data is highlighted as REFERENCED DATA in this case.
New and enhanced features...
- Select the specific percentile results you would like to see
- Filter by the jobs that exist in your company, or access the full database of jobs
- Compare remuneration data by job, by grade and by job family
- Interactive graphing
- Access to premium reports, including niche reports on remuneration trends as well as a customised report where you can select the specific comparators you would like to compare your Executives against
- Access for participants of niche surveys
- 87 new jobs have been added to the database, based on prevalence in the market