Insights on Family Office Compensation

Transcription

1 Insights on Family Office Compensation Sample findings from the 2015 Single Family Office Executive Compensation Survey For investment professional or institutional investor use only. Not authorized for distribution to the public as sales material in any form. Third party marks are the property of their respective owners; all other marks are the property of FMR LLC. Botoff Consulting, LLC is an independent company and is not affiliated with Fidelity Investments. Listing them does not suggest a recommendation or endorsement by Fidelity Investments. Fidelity Family Office Services is a division of Fidelity Brokerage Services LLC, Member NYSE, SIPC 200 Seaport Boulevard, Boston, MA

2 In this summary It is a well recognized fact that reliable compensation data for family office executives is typically hard to come by. Even when data is available, doubts about the depth, quality, and comparability often leave family offices wary of acting upon it. The 2015 Single Family Office (SFO) Executive Compensation Survey was designed specifically to address these concerns to help family offices across a range of sizes assess their compensation practices against a well defined peer group. Extensive information was captured for four key executive positions, and the findings are presented for four levels of assets under management (AUM) for each role. In this summary, we share a few insights from the full report. 1 Participant Profile 2 Compensation Practices 3 Compensation Data 4 Benefits Data 2

3 3 Participant Profile

4 Participant Profile A large base of participating family offices enhances the quality of the findings Chief Executive Officer (CEO): 151 Chief Investment Officer (CIO): 76 Chief Financial Officer (CFO): 99 Chief Operating Officer (COO): 48 1/2 of participating family offices reported data 5% for only 1 executive of family offices reported data for all 4 positions 4 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

5 Participant Profile A Good Representation of AUM and Net Worth Family office AUM Total net worth of family $2B+ 21 $2B+ 32 $1 $2B 21 $1 $2 B 34 $500 $999M 42 $500 $999 M 47 $250 $499M 49 $250 $499M 51 $100 $249M 55 $100 $249M 41 Under $100M 28 Under $100M 11 5 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

6 Participant Profile The following services are provided in house, outsourced, or a combination of the two. 6 Fidelity Highly Confidential Information

7 Participant Profile Different firm structures 7 Fidelity Highly Confidential Information

8 Participant Profile Blending of roles is common in family offices Additional Roles Performed Position CEO CIO CFO COO Chief Executive Officer 21% 22% 26% Chief Investment Officer 8% 7% 5% Chief Financial Officer 4% 5% 25% Chief Operations Officer 6% 0% 21% The CEO is the position most likely to function in other executive roles The CIO is the least likely position to function in other executive roles 8 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

9 Participant Profile Family office complexity increases with AUM Family Office Characteristics AUM ALL $1B+ $500 $999M $250 $499M < $250M Average number of in house staff: Average number of family members supported: Source: 2015 Insights on Family Office Executive Compensation study, September 2015

10 Participant Profile Geographic dispersion of participants Westcoast 16% (35) Mountain/western 9% (20) Central/Midwest 25% (53) Northeast 17% (37) Southwest 15% (33) South 18% (38) 10 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

11 11 Compensation Practices

12 Compensation Practices Executive Compensation Components Intrinsic Work environment Geographic location Total Rewards Total Remuneration Total Direct Compensation Total Direct Compensation Total Cash Executive Benefits Core Benefits Long-Term Incentive Short-Term Incentive Base Salary Supplemental executive perquisites Typically not at risk based on performance Basic benefits competitively targeted against the market Total direct compensation Long term incentive opportunity, typically covers 3 5 year period Short term (annual) performance measures reviewed and approved annually Pay at risk for performance Base salary (not at risk for performance) Calibrated to target market based on job content and scope Both decision processes and competitiveness of these elements must be consistent with applicable tax provisions 12 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

13 Compensation Practices 90% Review and adjust salaries annually AUM ALL $1B+ $500 $250 < $250M $999M $499M 90% 95% 100% 90% 82% Discretionary decision making plays a large part Discretionary Individual performance Cost of living Market data sources Internal factors Family office colleague inquiries 16% 34% 31% 38% 66% 72% Operating company budget 10% 13 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

14 Compensation Practices 80% AUM Awarded bonuses for 2014 performance ALL $1B+ $500 $250 < $250M $999M $499M 80% 93% 93% 78% 69% Bonuses are awarded based on: 14 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

15 Compensation Practices 47% Co investment opportunity Supplemental deferred compensation Carried interest Phantom equity Leverage through recourse loans Operating company equity Leverage through non recourse loans Provide some form of long term incentives (LTI) 6.5% 5.6% 9.7% 14.4% 17.1% 29.6% 36.1% Provided by half as many small offices as larger offices Those providing incentives use an average of 2 different LTI vehicles 15 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

16 16 Compensation Data

17 Compensation Data Chief Executive Officer Base Salary Total Cash Compensation Base bonus Total Direct Compensation Base bonus + annualized LTI value Chief Investment Officer Base Salary Total Cash Compensation Total Direct Compensation $1B+ Median Reported Compensation by AUM $500 $999M $250 $499M < $250M $550,000 $350,000 $327,500 $248,329 $683,400 $448,590 $396,002 $297,254 $830,000 $560,000 $428,586 $300,000 $420,000 $270,000 $300,000 $252,500 $589,049 $370,000 $400,000 $295,000 $650,000 $375,000 $419,584 $312, Source: 2015 Insights on Family Office Executive Compensation study, September 2015

18 Compensation Data Chief Financial Officer $1B+ Median Reported Compensation by AUM $500 $999M $250 $499M < $250M Base Salary Total Cash Compensation Total Direct Compensation Chief Operations Officer Base Salary Total Cash Compensation Total Direct Compensation $282,500 $230,000 $222,500 $195,000 $350,000 $300,000 $255,750 $225,500 $398,500 $350,000 $256,000 $225,500 $276,000 $260,000 $200,000 $175,000 $390,000 $338,000 $280,000 $175,000 $500,000 $338,000 $280,000 $175, Source: 2015 Insights on Family Office Executive Compensation study, September 2015

19 Compensation Data Geography has an impact on compensation Comparing non metro to metro areas that typically reflect geographic premiums: New York, Boston, Chicago, Los Angeles, San Francisco AUM $1B+ $500 $999M $250 $499M < $250M Position Chief Executive Officer Chief Investment Officer Base TDC Base TDC Base TDC Base TDC 13% 13% 15% 8% 41% 36% 27% 43% 20%* 4%* 21%* -3%* -1% 53% 18% 12% Chief Financial Officer 11% 37% %* 40%* 24% 37% Chief Operations Officer 3% 14% 27%* 24%* % 33% 19 Source: 2015 Insights on Family Office Executive Compensation study, September 2015 * Low base (3 4); use numbers only as indicators Insufficient data to report

20 Compensation Data 16% CEO is the position most commonly performed by a family member Of reported executives are family members CFO is the least common position to be filled by a family member Position AUM ALL $1B+ $500 $250 < $250M $999M $499M Chief Executive Officer Chief Investment Officer Chief Financial Officer Chief Operations Officer 27.0% 9.7% 14.8% 20.6% 45.0% 9.3% 0.0% 0.0% 10.5% 27.8% 5.1% 0.0% 0.0% 0.0% 12.5% 16.7% 0.0% 27.3% 0.0% 27.8% There is a higher concentration of family member executives in family offices with smaller AUM 20 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

21 Compensation Data Family member executives are paid less than non family member executives. The variance is greatest in family offices with AUM below $500 million Family member CEOs make: 18% LESS base salary 16% 30% LESS total direct 15% compensation LESS base salary LESS total direct compensation $250-$499M AUM <$250M AUM Than non family member CEOs 21 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

22 22 Benefits Data

23 Benefits Data Executive benefits above and beyond core benefits are common Executive Benefit Supplemental life insurance AUM ALL $1B+ $500 $250 < $250M $999M $499M 22% 26% 24% 35% 12% Supplemental disability insurance 17% 19% 21% 31% 5% Car allowance or car 13% 19% 12% 10% 11% Club membership 8% 7% 12% 10% 6% Use of family s private aircraft 4% 5% 0% 4% 6% 23 Source: 2015 Insights on Family Office Executive Compensation study, September 2015

24 For more information about the full survey, please contact your Fidelity Family Office Services Relationship Team or call us at