Reasonable Compensation Analysis
How we build a reasonable compensation opinion
Our analysis connects the services actually performed with relevant market evidence and the compensation question in the matter. We document the data, methods, assumptions and limitations so counsel can follow the path to the findings.
1. Understand the work
Analyze roles and responsibilities
Job analysis examines actual duties, responsibility, skills, complexity and performance context. For owner-executives, we identify the different roles performed rather than relying on a title alone.
- Role content: the services performed and the responsibilities carried.
- Scope: organization size, industry and the level of decision-making.
- Qualifications and context: skills, experience and relevant performance evidence.
- Multiple roles: the functions that may need separate market comparisons.
2. Compare relevant market evidence
Match the work to compensation data
Market pricing compares the role with relevant compensation evidence. We consider job content, organization size, industry, geography and the period under review, and explain how comparisons and adjustments are selected.
- Position matching: comparable duties and responsibility.
- Organization and market context: industry, size and geography.
- Data sources: survey evidence and its relevant period and population.
- Adjustments and limits: the assumptions affecting comparability.
3. Document the methods and findings
Select the approach that fits the question
Depending on the matter, the analysis may combine market pricing with a composite of multiple roles, an independent investor perspective or other relevant factors. We coordinate with counsel on the questions and applicable requirements; the expert’s conclusions remain independent.
- Evidence: identify the facts and sources used.
- Methods: explain the comparisons, calculations and assumptions.
- Findings: show how the evidence supports the opinion and identify limitations.
- Report requirements: coordinate the required disclosures and timing with retaining counsel.
From analysis to report and testimony
The agreed engagement may include a written opinion, a review of another expert’s analysis, consultation with counsel or testimony. Explore the available expert roles and deliverables.
To discuss a matter, begin with a conflicts check: party names and contact details only, with no confidential facts or documents.
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