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Total Rewards and Executive Benefit Benchmarking Fulcrum Partners provides targeted focus on the strategic integration of executive compensation and benefits. A cross-disciplinary approach addressing all current and deferred pay elements makes your organization stronger, more competitive, and can be the differentiating edge in your total rewards strategy that today’s business demands. Large organizations like yours often rely on compensation consultants to advise Board Compensation Committees regarding appropriate levels for base salaries, short-term incentives, long-term incentives, and equity compensation. Benchmarking a comparative group of organizations, often with guidance by the compensation consultant or from specialized database resources, yields insightful data about compensation. Yet missing from this benchmarking data are the projected values of an organization’s contributions to the comparator group’s executive benefit programs through 401k and deferred compensation plan contributions, supplemental retirement plans, restoration plans, and all other qualified and nonqualified plan offerings. Corporate abuses such as those of Enron, WorldCom, and the NYSE/Grasso severance controversy heightened the scrutiny and legislative action aimed at executive pay practices. Specifically, Sarbanes-Oxley, IRS Code Section 409A, and other regulatory developments shed light on cash and equity compensation, on benefits in general, and deferred compensation in particular. These changes create greater transparency and disclosure. They lead to the logical inclusion of benefits and perquisites in the calculus of a “Total Rewards Strategy”. Attracting, retaining, and rewarding executive talent is essential for your organization’s competitive positioning. For this reason, you will likely choose to sponsor nonqualified executive benefit programs, such as Deferred Compensation Plans (DCPs), Supplemental Executive Retirement Plans (SERPs), Pension Restoration Plans, 401(k) excess plans, and Executive Life Insurance Plans. These types of plans afford great flexibility for meeting your company’s Total Rewards goals and objectives. For executives, tax-deferred savings and earnings can be an effective strategy to accumulate wealth. At Fulcrum Partners, our due diligence always includes review and evaluation of your existing executive benefit structures. We then advise you as the sponsor on strategies to better integrate executive benefit plans with your overall Compensation objectives. Upon request, we also provide benchmarking for your sponsor plans against both your designated comparator group and against best practices. After plan due diligence, benchmarking, and analysis, we then assist plan sponsors in designing alternative strategies to fulfill total rewards objectives. Fulcrum Partners will facilitate a formal RFP for plan administration and record keeping services, or we will coordinate for you directly with the synergistic service providers. We maintain close relationships with all major national TPA providers and stay current on all technology and other resource advances available in the marketplace. When you, as a plan sponsor are ready to integrate Executive Benefit Plans into your comprehensive Total Rewards Strategy, you may find your executive compensation structure requires updating. For example, if a portion of current compensation is redirected to a performance based, longer term approach, or if you elect to integrate the stock plan with your deferred compensation plan (for post-vesting tax deferral), you will be best served when your compensation and benefits consultants work in harmony. Fulcrum Partners maintains close relationships with many leading executive compensation consulting firms, and will coordinate as necessary at the sponsor’s request. Most publicly traded and large privately held companies rely on executive compensation firms or independent data vendors to provide information on compensation comparisons. This data is critical. It enables both management and board members to align their executives’ compensation with the organization’s peer group, its geographical competitors, or other comparative criteria. Typically, compensation benchmarking compares base salary, annual incentives, cash incentives, and equity compensation. Missing from this cash and equity benchmarking data is the relative and absolute value of the executive benefit plans. While cash and equity values within a peer group tend to be closely related to one another, there are broad disparities in the value of organization paid benefit plans (organization match, performance based supplemental contributions to deferred compensation, and defined benefit SERPs). These values are often overlooked or not considered by Compensation Committees because the data is not requested nor provided to them by their compensation consultants. At Fulcrum Partners, we assist our plan sponsors and Compensation Committees in identifying executive benefit cost disparities and then measure the long-term values in terms of income replacement ratios and absolute dollar retirement benefits. Shedding new light on the value of the Total Rewards Strategy, this deliverable has a material impact on your organization’s competitive positioning. The professionals at Fulcrum also incorporate a benefits benchmarking study on either a standalone or comprehensive executive benefits project. At Fulcrum, we consider executive benefits benchmarking to be the most impactful enhancement in recent history to our clients’ understanding of Total Rewards. It is information that is critical in decision making for both management and boards alike and it is information your organization needs in hand.

Securities offered through Lion Street Financial, LLC (LSF) and Valmark Securities, Inc. (VSI), each a member of FINRA and SIPC. Investment advisory services offered through CapAcuity, LLC; Lion Street Advisors, LLC (LSF) and Valmark Advisers, Inc. (VAI), each an SEC registered investment advisor. Please refer to your investment advisory agreement and the Form ADV disclosures provided to you for more information. VAI/VSI, LSF and BDO Alliance USA are non-affiliated entities and separate entities from Fulcrum Partners and CapAcuity, LLC. Third Party Social Media Disclosure: Third party posts do not reflect the views of Valmark, Lion Street Financial, CapAcuity, Lion Street Advisors, or Fulcrum Partners LLC and have not been approved by them prior to posting.