The Harvard Law School Forum on Corporate Governance https://corpgov.law.harvard.edu The leading online blog in the fields of corporate governance and financial regulation. Wed, 06 May 2026 11:32:48 +0000 en-US hourly 1 https://wordpress.org/?v=6.5.8 https://corpgov.law.harvard.edu/wp-content/uploads/2024/02/cropped-photography-4-e1706898544564-1-32x32.png Director and Executive Compensation of the 100 Largest US Public Companies – The Harvard Law School Forum on Corporate Governance https://corpgov.law.harvard.edu 32 32 Director and Executive Compensation of the 100 Largest US Public Companies https://corpgov.law.harvard.edu/2010/10/03/director-and-executive-compensation-of-the-100-largest-us-public-companies/?utm_source=rss&utm_medium=rss&utm_campaign=director-and-executive-compensation-of-the-100-largest-us-public-companies https://corpgov.law.harvard.edu/2010/10/03/director-and-executive-compensation-of-the-100-largest-us-public-companies/#comments Sun, 03 Oct 2010 16:31:45 +0000 http://blogs.law.harvard.edu/corpgov/?p=11945?d=20150120100415EST Posted by Scott Hirst, co-editor, HLS Forum on Corporate Governance and Financial Regulation, on Sunday, October 3, 2010
Editor's Note:

This post comes to us from Linda Rappaport, Practice Group Leader of the Executive Compensation & Employee Benefits/Private Client Group at Shearman & Sterling LLP, and is based on Shearman & Sterling’s annual survey of selected corporate governance practices of the largest US public companies. The Survey is available here.

Our eighth Annual Survey of Selected Corporate Governance Practices of the Largest US Public Companies (the “Survey”) reflects a year of consolidation, rather than innovation, in compensation disclosure by the largest US public companies. The proxy statements of the Top 100 Companies [1] continue many of the trends noted in prior years: enhanced attention to the risk profile of compensation strategies; more companies adopting clawback policies; increased acceptance of shareholder say-on-pay votes; and increased use of independent compensation consultants.

Few proxy statements report new compensation strategies or novel approaches to compensation disclosure. One possible reason for the relative stability in compensation practice and disclosure was the absence of significant new legislation during the period covered by this Survey. Companies were not required to assimilate and react to anything nearly as dramatic as the legislation implementing the Troubled Asset Relief Program (“TARP”) of the prior year.

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