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	<title>Winning with Titan</title>
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		<title>Executive Compensation:  ISS on Pay-for-Performance</title>
		<link>http://hrscorecard.wordpress.com/2011/12/09/executive-compensation-iss-on-pay-for-performance/</link>
		<comments>http://hrscorecard.wordpress.com/2011/12/09/executive-compensation-iss-on-pay-for-performance/#comments</comments>
		<pubDate>Fri, 09 Dec 2011 14:22:59 +0000</pubDate>
		<dc:creator>Titan Group</dc:creator>
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		<guid isPermaLink="false">http://hrscorecard.wordpress.com/?p=776</guid>
		<description><![CDATA[Background.  As we approach the second year (for most companies) of shareholder Say-on-Pay (SOP) voting, it might be useful to discuss the methodology used by one of the most important proxy advisory firms, ISS, in evaluating the alignment of executive pay with corporate performance.  The following is an excerpt (which I have edited slightly) from [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrscorecard.wordpress.com&amp;blog=8384092&amp;post=776&amp;subd=hrscorecard&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>Executive Compensation:  Long Term Incentive Trends</title>
		<link>http://hrscorecard.wordpress.com/2011/11/23/executive-compensation-long-term-incentive-trends/</link>
		<comments>http://hrscorecard.wordpress.com/2011/11/23/executive-compensation-long-term-incentive-trends/#comments</comments>
		<pubDate>Wed, 23 Nov 2011 14:08:16 +0000</pubDate>
		<dc:creator>Titan Group</dc:creator>
				<category><![CDATA[Titan Group]]></category>

		<guid isPermaLink="false">http://hrscorecard.wordpress.com/?p=765</guid>
		<description><![CDATA[Background.  We have discussed in recent years evolving trends in “total compensation”, especially in long term incentives (which typically are in the form of stock-based compensation.)  Changes have come slowly.  However, several significant events occurred during 2011—insider trading controversies, a downgrade in the U.S. credit rating, and mandatory Say on Pay voting for most U.S. [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrscorecard.wordpress.com&amp;blog=8384092&amp;post=765&amp;subd=hrscorecard&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>My Visit with White House Staff</title>
		<link>http://hrscorecard.wordpress.com/2011/11/21/my-visit-with-white-house-staff/</link>
		<comments>http://hrscorecard.wordpress.com/2011/11/21/my-visit-with-white-house-staff/#comments</comments>
		<pubDate>Mon, 21 Nov 2011 19:51:21 +0000</pubDate>
		<dc:creator>Titan Group</dc:creator>
				<category><![CDATA[Titan Group]]></category>

		<guid isPermaLink="false">http://hrscorecard.wordpress.com/?p=762</guid>
		<description><![CDATA[I recently joined 23 other executives and CEO’s from Virginia to attend a briefing with White House staff members in conjunction with The Office of Public Engagement (OPE).  The OPE helps open the two-way dialogue, ensuring that the issues impacting our communities have a receptive team dedicated to making their voices heard within the Administration.  [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrscorecard.wordpress.com&amp;blog=8384092&amp;post=762&amp;subd=hrscorecard&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<title>NCEO Executive Compensation Survey</title>
		<link>http://hrscorecard.wordpress.com/2011/11/17/nceo-executive-compensation-survey/</link>
		<comments>http://hrscorecard.wordpress.com/2011/11/17/nceo-executive-compensation-survey/#comments</comments>
		<pubDate>Thu, 17 Nov 2011 18:45:17 +0000</pubDate>
		<dc:creator>Titan Group</dc:creator>
				<category><![CDATA[Titan Group]]></category>

		<guid isPermaLink="false">http://hrscorecard.wordpress.com/?p=760</guid>
		<description><![CDATA[As we have discussed, good comparative data for executive compensation practices in ESOP companies are hard to come by.  One of the few useful sources we have access to is the periodic (typically, every two years) survey done by NCEO.  However, the survey is only as good as the number and accuracy of the responses. [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrscorecard.wordpress.com&amp;blog=8384092&amp;post=760&amp;subd=hrscorecard&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Bob Musick, Titan Group LLC</media:title>
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		<title>Simplify and Get Talent Management Practices Used</title>
		<link>http://hrscorecard.wordpress.com/2011/11/14/simplify-and-get-talent-management-practices-used/</link>
		<comments>http://hrscorecard.wordpress.com/2011/11/14/simplify-and-get-talent-management-practices-used/#comments</comments>
		<pubDate>Mon, 14 Nov 2011 16:10:32 +0000</pubDate>
		<dc:creator>Titan Group</dc:creator>
				<category><![CDATA[Titan Group]]></category>

		<guid isPermaLink="false">http://hrscorecard.wordpress.com/?p=757</guid>
		<description><![CDATA[I am a big fan of Marc Effron’s book One Page Talent Management.  His basic premise is that Optimal or Best Practice talent management processes are USELESS if they are not used – simple premise, right?  Short, straightforward, practical tools aligned with your business environment will yield the best results for your company.  He challenges [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=hrscorecard.wordpress.com&amp;blog=8384092&amp;post=757&amp;subd=hrscorecard&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">ALISONMILLER (2)</media:title>
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