Team Building Provider References

The Leadership Edge - Gaylene Xanthopoulos
(858) 454-6540 x 202
www.theleadershipedge.com

Organizational Effectiveness Center - Leslie Solomon
(858) 755-1697

Partnership in Change - Dana Kirkland
(619) 444-0682

UCSD Challenge Course Outback Adventures
Denise Ouellette
(858) 822-3558
www.recreation.ucsd.edu/outb/

Tamayo Consulting - Jennifer Dreyer
(760) 479-1352
www.tamayoconsulting.com

Great News Cooking School - Allison Sherwood
(858) 270-1582 x 115

Harbor Island Yacht Club www.sandiegoteambuilding.com

Picnic People (858) 586-1717

Debra Pettry - Coach for sr mgmt

Connie Joy - ropes type activities

Promotions Committees

Fourteen companies responded to our inquiry about Promotions Committees. One company said that they have a Promotions Committee. It was vague as to whether they require 100% agreement or will settle for a majority vote. They did not have a policy around the committee or any kind of charter. Only senior leaders are on the committee.

Three companies said they do not have a Promotions Committee and offered up no further information.

The remaining ten companies said that they do not have a Promotions Committee per se but either the executive team/management team/ops committee or R&D team leaders or Sales Directors or other body meets to review those being promoted. Some only review candidates at particular levels and above while others review all candidates. Most said they must reach consensus but three do not. None has a written policy or charter for the committee. Two said that you work directly with the Dept. Heads/VP’s, push back where necessary, and one then presents the list directly to the CEO.

Executive Equity Grants

This survey of BEDC Members supplied interesting anecdotal data that supplements the peer group information which we access for the top positions. As you might imagine, the data is widely dispersed for those who use multiple of salary or percentage to value annual grants. Here are the ranges reported:

CEO 20% - 300%
EVP 15% - 100%
SVP 12% - 100%
VP 10% - 62%
Director 5% - 33%

In speaking with the top HR or Comp folks at several peer diagnostic companies, the trend tends to be to target equity more in the 3x range for CEO, 2x range for SVP, and 1x range for VPs.