Preparing for an initial public offer (IPO) as you list on the Australian Stock Exchange (ASX)? Then OTA can assist you with the assessment of your remuneration levels and with the introduction of employee equity incentives to retain and motivate employees prior to, during and years after listing.
Remuneration levels of key executives and non-executive directors should be reviewed to ensure that remuneration is fair and reasonable, when compared to similar companies on the Australian Securities Exchange. Companies need to ensure that remuneration is fair and reasonable, in accordance with the Corporations Act 2001. An OTA Executive Remuneration Review can provide the board and shareholders with confidence that remuneration levels and proposed incentives are suitable. In addition, an OTA remuneration recommendation is accepted as confirmation that executive remuneration is reasonable under the Corporations Law 2001.
OTA assesses the executive remuneration mixture (base, Short-term Incentives and Long-term Incentives) and ensures that the remuneration mixture is suitable for your industry and motivates and retains key executives.
After the completion of the OTA Executive Remuneration Review OTA will assist with the introduction of any Executive Incentives and also with the design and introduction of any Employee Share Plans.
Well designed Employee Share Plans include employees within the IPO/listing process and can create valuable shareholders for life.
Introducing a component of remuneration that involves equity and provides employees with meaningful ownership will motivate and retain valuable employees.
Should you wish to discuss how OTA can assist your organisation with your IPO/listing contact OTA.