HVBF - Financial Performance Roundtable
Tuesday, January 24, 2006, 8:00 AM - 10:00 AM

Host:

The Graduate Center at Loyola College

Attendees:

Stefanie Anders, Glass Jacobson
Lynn Argenbright, RSM McGladrey Insurance Services, Inc.
Bart Boland, The Columbia Bank
Ted Bowes, Excell Concrete
Charles Breschi, Franklin Financial Group
Dennis Carter, Legg Mason
John Davis, High Gear Training Systems
Roger Drechsler, The Columbia Bank
Jeanette Feeley, HRH of Baltimore
Charles Feihe, PDP Group, Inc.
Bob Galiszewski, KAWG & F
Katie George, LCG Technologies
Juan Gonza’lez, RSM McGladrey Insurance Services, Inc.
R. Todd Grandy, The Todd Organization,
Sean Heffernan, The Columbia Bank
Drew Jiranek, Attorney At Law
Tammy Jones, KCI Technologies, Inc.challenge compensation managers
Del Karfonta, The Columbia Bank
Joyce Kilbourne, LCG Technologies
Sallie Kilbourne-Reed, Saft America
Francesca Lynch, Crawford Advisors, LLC
Tom Maze, Polaris Human Capital
Regina McCurdy, Bradford Bank
Edie McGreevey, W. D. Class & Son
Al Miller, McLean, Koehler, Sparks & Hammond
Mark Ostrowski
Karen Schwartz, United States Human Resources & Ethics Services
Brice Simpson, Longnecker & Associates
Richard Spivey, Crawford Advisors, LLC
Bill Spotts, Crawford Advisors
Thomas Strong, Venable LLP
Scott Turnbaugh, Continental Technologies, Inc.
Rick Webb, Atlantic Financial Federal Credit Union
Patricia Wlodarczyk, Lee Hecht Harrison

Attraction, Retention and Motivation (A.R.M.) challenge compensation managers as they use the tools of cash, incentives and perquisites to craft a package that adds up to reasonable compensation. Formulas alone do not adequately provide a magic bullet for determining reasonable. There is an art in the determination of a total package that neither falls short nor overflows the test of reasonableness.

Brice Simpson of Longnecker & Associates guided us through the compensation maze, not with solutions but rather with the tools to determine fairness. The principles apply to all companies, large and small. The degree may vary but the path is the same.

Brice discussed the subject from several perspectives:

• The optics of compensation. How does it appear?

• Accounting and tax changes.

• New disclosure requirements.

• IRS audit risk.

• Government intervention.

• New director liability.

Trends are toward rebalancing of total remuneration, tailored compensation packages, more diversified wealth accumulation vehicles and recognizing the competition for talent between public and private sector companies.

For more information on this complex subject contact our presenters Brice Simpson at simpsonb@toddorg.com or Todd Grandy at todd.grandy@nmfn.com.