I've spent most of my life, including several years on Wall Street, in environments where the benefits came largely in the form of compensation above and beyond "base salary." Whether it was the Wall Street bonuses or the options I received in a number of tech companies I worked for, the expectation was always that salary was what you survived on, the other stuff what what allowed you to really live.
Much of the discussion of Wall Street bonuses funded by the taxpayer has been focused on the sheer numbers, but that's the wrong discussion. Whitney Tilson of T2 Partners begins to hit the point in this comment to his email list:
Glenn and I didn't earn a penny in bonus (i.e., promote) last year because we lost money for our investors -- and we have to make it all back for them before we earn another penny. That's the way it should be.
What's at the crux of the matter is that he and his partner Glenn Tongue have a known and understood compensation scheme, just like the vast bulk of people on "incentive compensation" schemes around the world. I have no idea whether they get the "standard" 2-and-20 or some other variation, but you can be certain that his funds' investors know exactly how the guys managing their money will be paid and exactly what the criteria will be. There's no after-the-fact negotiating, no last-minute discussion and no arguments about whether or not the amounts are seemly. The formula is determined in advance and the results can be easily calculated and validated by any limited partner with a pocket calculator.
Compare that to John Thain, who waited until early December to discuss what his 2008 bonus should be. Compare T2's simple and straightforward compensation scheme to the excuses made by whining apologists for these CitiBoobs, who continue to drone on about how they need to be compensated so eggergiously in order to avoid them defecting to more lucrative environments like hedge funds, private equity, etc.
Anybody who's worked in a normal "pay for performance" environment has got to be outraged at this. December 2008 is not the time to be discussing your 2008 bonus. It's the time for calculating it. The time for discussing it was in December 2007. That's when Thain should have sat down with his Board of Directors or Compensation Committee, discussed goals and objectives for the firm for the upcoming year, established criteria for measuring it, and set a formula for determining his bonus one year hence using those measurable metrics and criteria. In December 2008, the only thing left to do should have been to run the numbers, spit out the result and discuss how the formula should be tweaked to reflect the goals for 2009.
"Pay for performance" is a sham unless the goals and objectives are stated up front and the payment is directly related to performance against those goals and objectives. Then, and only then can the shareholders judge whether the arrangement is appropriate. Then, and only then, can the huge numbers be justified or not. Then, and only then, can these guys honestly say this is what they're worth.
It's high time that every executive who has a "pay for performance" plan should be expected to disclose, to the shareholders, in advance, in the 10-K, what the criteria for the bonuses, options and other benefits are. Then they should live with them. Boards of Directors and shareholders should not settle for less. If those executives can't do that, they probably don't deserve to get those bonuses, let alone claim that they are "incentive compensation" with all the tax benefits such a designation entails.
-btc