Executive Compensation
Participating companies
The data is based on nearly 100 companies from a wide range of sectors: Hi-tech and technology, industrial, consumer goods, pharma and life sciences, financial, and more.
Company sizes are also varied, from mid-sized companies to giant companies with thousands of employees.
There is a mixture of companies headquartered in Israel and subsidiaries of foreign multinationals.
Zviran’s data has the advantage over other top management data provided in the market by being based mainly on detailed data received from the companies themselves, not relying solely on publicly available information (from financial reports) which is much less exact or detailed.
The jobs
Data includes analysis of the top management level in the organization:
| Chairman | Head of Business Development |
| CEO | Head of Operations / Manufacturing |
| General Manager / Country Manager | Head of Marketing |
| COO | Head of Sales |
| Division/Business Unit Manager | Head of Information Technology |
| Head of Research and Development | Head of Finance / CFO |
| Chief Technology Officer | Head of HR |
| Head of Product | Head of Legal |
| Head of Supply Chain | Head of Service |
In addition, the data of all top management (excluding CEO, GM and Chairman) is analyzed together to provide a broader view of the entire salary range for this level.
Methodology
Data is collected from two sources:
Most of the data is received directly from companies, using a predefined template with specific reference to each executive and each component of their compensation package.
In addition, to expand the sample size, data is collected from the financial reports published by companies. Data is only collected from these if the information is sufficiently detailed.
Pay components
Each employer reports the following pay components for each executive:
- Base salary
- Regular monthly payments (travel allowance, car allowance, car gross-up, etc.)
- Car eligibility
- Target bonus
- Actual bonus
- Value of equity grants (stock options, RSU, PSU, etc.)
- Employer contributions (pension, severance, training fund)
Based on these, several pay layers are analyzed:
| Base salary | Reflects the fixed monthly salary that serves as a basis for calculating all social benefits. |
| Monthly allowances | Additional fixed allowances (such as car allowance, the economic value of a company car, company car gross-up, etc.) |
| Full monthly salary | Base salary + monthly allowances |
| Annual payments | Sum of all variable annual payments granted during the past 12 months (bonuses, sales incentives, profit sharing). |
| Total cash | Full monthly salary + the relative monthly contribution (1/12) of annual payments. |
| Annual equity value | Annual value of equity granted. The calculation is based on company reports for the past 4 years. |
| Total compensation | Total cash + the relative monthly contribution (1/12) of annual equity value |
Deliverables
The benchmark data is provided as an executive summary as well as a detailed Excel file:
- Summary of average salary per position
- Analysis of compensation package (base, bonus, equity) according to organizational level
- Analysis of compensation package (base, bonus, equity) according to company volume of activity
- Distribution analysis of actual and target bonus
- Analysis of salary increases: eligibility rate and average increase rate
- Compensation distribution analysis per position, by:
- Company size (number of employees)
- Company size (annual revenue)
- Company type (local or subsidiary of foreign multinational)
- Positions are also analyzed separately for the hi-tech sector, when the sample size allows it.