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Home » Resources » IOPA Investor Brief on Executive Compensation

IOPA Investor Brief on Executive Compensation

When pharmaceutical companies set targets for executive performance, and base the amount of their compensation on meeting those targets, they often use profit metrics that are not based on Generally-Accepted Accounting Principles (like “Adjusted Earnings Per Share”) which routinely filter out legal settlement costs and fines from the end result. By excluding the $5 billion in opioid charges from the calculation of its key earnings metric (“Operational Earnings Per Share”), for example, the board at Johnson & Johnson inflated CEO payouts by more than $2 million in 2019 and 2020.

We believe this is a salient issue for investors because performance metrics for executives help incentivize the right level of risk-taking. If they routinely filter out the real-world results of that risk-taking, the incentives are skewed and executives are not held accountable for their decisions.

We support compensation arrangements that incentivize senior executives to drive growth and shareholder value while safeguarding company operations, corporate reputations over the long-term, and the people, communities and environment affected by executive decisions.