Management: cinq idées reçues qui ont la vie dure


Recruter des profils similaires, capitaliser sur ses points forts… Ces « archaïsmes managériaux » sont à revoir, selon Pascal Picq, paléoanthropologue au Collège de France. Car la clef de l’évolution est dans la diversité. Décryptage.

Source: lentreprise.lexpress.fr

Vouloir coller parfaitement à un modèle idéal préétabli est une vue universaliste des choses qui nie les contraintes mouvantes et nos capacités à y répondre en innovant. Car l’homme est l’espèce qui a la plus grande plasticité comportementale, physique et cognitive. D’où l’importance pour un manager de dépasser les clichés du « bien agir » qui figent les comportements et freinent l’élan créatif et adaptatif.
En savoir plus sur http://lentreprise.lexpress.fr/rh-management/management/management-cinq-idees-recues-qui-ont-la-vie-dure_1614209.html#c1kIkRIcVqUuvVpy.99

La séparation des pouvoirs entre PCA et PCD : une règle de bonne gouvernance !


L’article de Paul Hodgson publié dans Fortune affiche est une position très nette en ce qui concerne la séparation des rôles de président du conseil d’administration (PCA) et de président et chef de la direction (PCD) : C’est une mauvaise stratégie sur toute la ligne !

Plusieurs études ont montré l’inefficacité de cette approche, en plus de démontrer clairement les risques de conflits entre le devoir de fiduciaire de l’administrateur et le rôle de premier dirigeant.

Alors que la plupart des modèles de gouvernance dans le monde se fondent sur la séparation des rôles, pourquoi constate-t-on une si forte résistance dans le cas des entreprises américaines ?

L’auteur apporte plusieurs arguments qui expliquent la lenteur des changements aux É.U. Voici un aperçu des grandes lignes de l’article.

Bonne lecture ! Vos commentaires sont appréciés.                

Should the chairman be the CEO?

Put simply, no. Splitting the roles saves money and improves a company’s performance. So why isn’t Corporate America listening?

Brian Moynihan, chairman and chief executive officer of Bank of America Corp.

A study published in 2012 found that the cost of paying one person as CEO/chairman was significantly higher than paying two people as CEO and non-executive chairman. The study also found that long-term shareholder returns were significantly better at companies that had separated the roles. This model—an executive CEO and a non-executive chairman—has been adopted in most other economies. Why is the U.S. so resistant?

So why is it important to have a separate chairman and CEO? Put simply, the CEO is the primary manager of a company and the chairman is the head of the board, which oversees management. There’s really no good reason why one person should do both jobs. And there’s really no sense in recombining the two roles when a company’s problems are resolved. It’s silly to believe that new problems, the kind that will require an independent board’s insight, won’t arise in the future.

Finally, appointing an executive chairman, especially when it is a former CEO, is just a bad idea. It puts two managers—or, in the case of Oracle, three managers—in place where one is sufficient, and there is still no independent check on management. And, really, when a former CEO becomes chair, no one is really in any doubt as to who remains in charge.

Most, if not all, companies would be wise to appoint an independent chairman and make the position permanent in the company’s bylaws, so the decision can’t be reversed without shareholder approval.

Nouvelles capsules vidéos en gouvernance : (1) le comité de gouvernance (2) l’auditeur externe


Le Collège des administrateurs de sociétés est heureux de vous dévoiler sa 3e série de capsules d’experts, formée de huit entrevues vidéo.

Pendant 3 minutes, un expert du Collège partage une réflexion et se prononce sur un sujet d’actualité lié à la gouvernance. Une capsule est dévoilée chaque semaine.

Aujourd’hui, je vous propose le visionnement des deux plus récentes capsules d’experts qui sont maintenant en ligne. Elles ont pour thèmes « le comité de gouvernance » par M. Richard Joly, président, Leaders & Cie et «l’auditeur externe» par Mme Lily Adam, associée, Services de certification, EY.

Visionnez ces deux capsules d’experts :

Le comité de gouvernance par Richard Joly 

 

________________________________________________

La surveillance de la rémunération de la direction par les actionnaires via le Say-on-Pay


L’étude de Mathias Kronlund, professeur au département de finance de l’Université de l’Illinois à Urbana-Champaign et Shastri Sandy, professeur au département de finance de l’Université du Missouri à Columbia, aborde un sujet dont nous avons beaucoup parlé au cours des cinq dernières années : le Say-on-Pay.

Il est temps de revisiter les résultats de ce mode de consultation des actionnaires à propos des rémunérations globales des hauts dirigeants. Les auteurs font une analyse très fine des conséquences liées au Say-on-Pay.

Dans l’ensemble, les résultats montrent que cette mesure a eu des effets positifs sur les décisions des comités de rémunération qui proposent des schèmes de rémunération plus en ligne avec la performance organisationnelle.

« The net effect on total CEO pay from these changes in various pay components is positive. In other words, firms increase total CEO compensation when they face increased scrutiny, mainly as a result of the higher stock awards. Thus, to the extent that the goal of the say-on-pay mandate was to reduce total executive pay, this regulation has had the opposite effect. We generally find much weaker results among non-CEO executives compared with CEOs, which is consistent with CEO pay receiving the most scrutiny around say-on-pay votes ».

Bonne lecture !

Shareholder Scrutiny and Executive Compensation

As a result of the Dodd-Frank Act of 2010, public firms must periodically hold advisory shareholder votes on executive compensation (“say on pay”). One of the main goals of the say-on-pay mandate is to increase shareholder scrutiny of executive pay, and thus alleviate perceived governance problems when boards decide on executive compensation. In our paper, Does Shareholder Scrutiny Affect Executive Compensation? Evidence from Say-on-Pay Voting, which was recently made publicly available on SSRN, we examine how firms change the structure and level of executive compensation depending on whether the firm will face a say-on-pay vote or not.P1030038

The theoretical impact of having a say-on-pay vote on executive compensation is ambiguous. On the one hand, it is possible that having a vote results in more efficient compensation practices, for example, in the form of stronger alignment between pay and performance, or in the form of lower pay if past pay was excessive. Say-on-pay may also improve compensation practices simply because directors pay more attention to executive compensation when they know that the pay packages they award face increased scrutiny. On the other hand, it is also possible that say-on-pay results in less efficient compensation practices. For example, having a say-on-pay vote may lead firms to excessively conform to the guidelines of proxy advisors, who tend to prefer specific pay practices that may not sufficiently account for each firm’s unique circumstances. Finally, it is possible that say-on-pay has no effect at all, either because governance problems are so severe that say-on-pay is an insufficient mechanism to improve firms’ pay practices, or conversely, because firms already have optimal pay practices and therefore have no reason to change them in response to increased scrutiny.

To examine the effect of say-on-pay on executive compensation, our identification strategy exploits within-firm variation regarding when (i.e., in which years) firms hold say-on-pay votes based on a pre-determined cyclical schedule. Specifically, many firms have elected to hold votes in cycles of every two or three years rather than every year, resulting in predictable year-to-year variation in whether a vote is held or not. Our empirical strategy then compares executive compensation across years when, according to its voting cycle, a firm is expected to hold a vote, versus the same firm in years when it is expected to not hold a vote.

Our results show that in years when firms are expected to hold a say-on-pay vote, they decrease CEO salaries, and increase stock awards. We also find that firms are significantly less likely to have change-in-control payments (“golden parachutes”) for their CEOs in years with a vote. These results are consistent with altering pay practices to better comply with proxy advisors’ guidelines. Further, deferred compensation and pension balances are higher in years with a vote, which is consistent with say-on-pay resulting in increased use of less-scrutinized components of pay.

The net effect on total CEO pay from these changes in various pay components is positive. In other words, firms increase total CEO compensation when they face increased scrutiny, mainly as a result of the higher stock awards. Thus, to the extent that the goal of the say-on-pay mandate was to reduce total executive pay, this regulation has had the opposite effect. We generally find much weaker results among non-CEO executives compared with CEOs, which is consistent with CEO pay receiving the most scrutiny around say-on-pay votes.

We also find economically large, but statistically weaker, evidence that executives choose to exercise fewer options in years when they face say-on-pay votes. Executives thus appear to shift realized pay from voting years to non-voting years—which suggests that executives believe that observers of pay (e.g., shareholders, news media) do not distinguish between awarded pay and ex-post realized pay.

One goal of the say-on-pay regulation was to foster more transparent CEO compensation and better alignment of CEO incentives with the interests of shareholders. Overall, our results show that holding a say-on-pay vote does cause firms to change how they pay executives. But despite the law’s intention of improving executive pay practices, the say-on-pay mandate has not unambiguously resulted in more efficient CEO compensation. And contrary to the goals of the say-on-pay regulation, the net result of these changes may be higher, not lower, total compensation. The fact that salaries are lower but stock awards higher is consistent with firms being particularly concerned about the optics of pay (Bebchuk and Fried (2004)) in years when compensation will be put to a vote, but is also consistent with models of optimal pay as in Dittmann and Maug (2007). Because CEOs receive more stock awards in voting years, which in turn will make their wealth more closely aligned with that of shareholders going forward, it is possible that pay in these years is more efficient, despite being higher. The fact that firms change pay practices between years with and without votes further is evidence that pay practices are not always perfectly optimal. If they were, whether a vote is held or not should be irrelevant for pay.

The full paper is available for download here.

Responsabilités des administrateurs au Canada | Osler


Voici un excellent guide sur les responsabilités et les obligations des administrateurs de sociétés au Canada produit par Osler.

La version présentée ici est en anglais (la version française sera bientôt disponible).

Bonne lecture !

Directors’ Responsibilities in Canada : Osler

Le guide Responsabilités des administrateurs au Canada, issu de la collaboration entre Osler et l’Institut des administrateurs de sociétés, est un outil de référence de choix dont tous les administrateurs ont besoin pour comprendre les pratiques exemplaires en matière de gouvernance et pour s’acquitter de leurs responsabilités, dans le contexte actuel des tendances commerciales en constante évolution et des changements dans le marché.

Le guide couvre :

  1. les devoirs et l’obligation de rendre compte des administrateurs, et le rôle des actionnaires DirectorsResponsibilities-LGthumb-F
  2. les questions de gouvernance, y compris les conflits d’intérêts des administrateurs, les lois sur les valeurs mobilières et les exigences des marchés boursiers
  3. les obligations d’information des sociétés ouvertes
  4. les questions de financement, de marchés des capitaux et d’offres publiques d’achat
  5. les responsabilités imposées par la loi, y compris les opérations d’initiés, la législation sur l’environnement et les questions d’ordre fiscal
  6. la responsabilité pour les infractions en vertu des lois sur les sociétés
  7. la gestion du risque

 

Inscrivez-vous pour obtenir un exemplaire en cliquant sur le lien ci-dessous. Il vous sera envoyé par courriel dès sa publication.

Request a copy-French

 

Gouverner dans l’anxiété | Effet insoupçonné de l’actionnariat activiste ?


M. François Dauphin, directeur de projets de l’IGOPP, nous fait parvenir le billet suivant à titre de blogueur invité.

L’article insiste sur les conséquences, souvent dysfonctionnelles, de gouverner dans un climat d’appréhension relié aux probabilités d’interventions d’actionnaires activistes, qui, selon lui, sont généralement à court terme et bénéficient surtout à ces deniers.

Il semble cependant que ce phénomène continuera sa progression et que les conseils d’administration doivent être de plus en plus vigilants car les « fonds activistes savent cibler des sociétés dont les conseils d’administration n’ont pas été à la hauteur ».

Cet article apporte un éclairage très pertinent aux administrateurs de sociétés, notamment en affirmant que la peur des fonds activistes est exagérée dans les cas de sociétés qui observent des règles de gouvernance exemplaires.

Bonne lecture !

Gouverner dans l’anxiété : Serait-ce un effet insoupçonné de l’actionnariat activiste ?

Par

François Dauphin, MBA, CPA, CMA

Directeur de projets, IGOPP

En septembre dernier, nombreux sont ceux qui n’ont pu réprimer un sourire en observant la dernière salve de l’actionnaire activiste Starboard Value contre le conseil d’administration et la haute direction de Darden Restaurants (société mère qui regroupe plusieurs chaînes de restaurants, dont Olive Garden, Longhorn Steakhouse et, jusqu’à très récemment, Red Lobster). En effet, dans une présentation de près de 300 pages, l’activiste ridiculisait la façon dont l’entreprise gérait son réseau de restaurants, allant jusqu’à souligner l’incapacité des cuisiniers à bien faire cuire les pâtes ou le nombre de pains trop élevés laissé par les serveurs sur les tables.

Rappelons qu’un investisseur « activiste » est un actionnaire qui acquière une participation dans une entreprise publique, et qui utilise différentes techniques (souvent hostiles) afin de contraindre le conseil d’administration ou la direction de l’entreprise ciblée à se conformer à ses requêtes, lesquelles visent essentiellement à créer rapidement de la valeur pour les actionnaires. Les recettes sont relativement toujours les mêmes : distribuer les liquidités excédentaires sous forme de dividendes spéciaux ou de rachats d’actions ou même endetter l’entreprise pour ce faire, vendre des actifs dont le rendement apparaît insuffisant, séparer l’entreprise en deux ou plusieurs entités qui seront inscrites en bourse, forcer la vente de l’entreprise, etc. Le moyen le plus utilisé est de faire planer la menace d’une course aux procurations pour remplacer plusieurs membres du conseil si les administrateurs en place n’obtempèrent pas.

P1030055

Dans le cas de Darden, Starboard Value a gagné son pari : les 12 membres du conseil d’administration ont été remplacés, dans un résultat sans précédent pour une telle course aux procurations, surtout en considérant que Starboard ne détenait que 8,8% des votes. Le conseil d’administration de Darden n’était pas sans faute, après tout, il avait procédé à la vente de Red Lobster à peine quelque temps avant que les actionnaires ne se prononcent sur le sujet, un geste que certains qualifieront de panique en réaction aux pressions exercées par les activistes.

L’exemple de Darden est certes étonnant. Toutefois, il traduit un malaise bien réel qui tend à s’accentuer. Une étude récente de PwC (Annual Corporate Directors Survey 2014) montre que 85% des conseils d’administration d’entreprises dont les revenus excèdent les 10 milliards de dollars (75% des entreprises dont les revenus sont moins d’un milliard de dollars) ont eu des discussions au sujet de la préparation (ou de la réaction) pour faire face à un éventuel (réel) actionnaire activiste. La crainte de devoir affronter un de ces investisseurs – et de perdre, puisque les activistes, disposant de ressources sans précédent, remportent la majorité de leurs affrontements – pousse de plus en plus d’entreprises à abdiquer rapidement lorsqu’un activiste se manifeste, ou encore à agir de manière préventive en tentant d’anticiper ce qu’un activiste potentiel pourrait réclamer.

Ainsi, on constate déjà les effets de telles décisions. Du côté de ceux qui ont capitulé, on retrouve des exemples comme Hertz (3 sièges au conseil offerts à l’activiste Carl Icahn en moins d’une semaine) et Walgreen (2 sièges au conseil offerts à Jana Partners, un activiste qui ne détenait pourtant qu’une participation de 1,2%), alors que du côté des conseils d’administration préventifs (craintifs) on retrouve des exemples comme Symantec (annonce de la séparation de l’entreprise en deux entités distinctes) ou Adidas (annonce d’un programme de rachat d’actions massif à la suite d’une rumeur suggérant un intérêt de la part d’activistes).

On pourrait conclure qu’il en est ainsi parce que ces fonds activistes savent cibler des sociétés dont les conseils d’administration n’ont pas été à la hauteur.

Malheureusement, la perspective d’une capitulation massive devant la menace de ces investisseurs n’annonce rien de bien favorable. En effet, les entreprises deviendront de plus en plus réticentes à investir dans leur avenir et se concentreront davantage sur le très court terme (qui se mesure maintenant en trimestres et non en années). Si certains actionnaires pourront profiter de cette nouvelle réalité – les activistes au premier rang  –, les autres parties prenantes risquent au contraire d’en subir les contrecoups.

Les détenteurs de titres de dette, par exemple, subissent fréquemment les effets corollaires de l’activisme. Moody’s publiait déjà en 2007 un avis soulignant que la cote de crédit des émetteurs ciblés par les activistes était presque universellement revue à la baisse; de son côté, Standard & Poor’s a récemment publié un rapport soulignant que 40% des entreprises qui ont exécuté un essaimage (« spin-off » d’actifs) ont vu leur cote de crédit être révisée à la baisse sur le long terme.

Ainsi, plusieurs entreprises sont plus à risque, davantage fragilisées après le passage d’un activiste. Et voilà que des conseils d’administration optent pour des stratégies qui fragiliseront l’avenir de leur propre entreprise simplement pour éviter d’apparaître sur le radar d’un hypothétique actionnaire activiste! Si le phénomène ne s’est pas encore manifesté sous sa forme la plus acrimonieuse au Québec, cela ne signifie pas qu’il faille l’ignorer, bien au contraire!

La peur n’est généralement pas un état favorisant la prise de décision réfléchie, l’éclosion d’idées nouvelles ou le développement d’une vision d’avenir dynamisante.

Le rôle du conseil d’administration est remis en cause par cette forme d’actionnariat prônant une démocratie directe. Si le conseil d’administration comme entité mérite de préserver sa place, il devra le prouver en se renouvelant, en se montrant vigilant, aussi « activiste » que les fonds mais avec, comme objectif, l’intérêt à long terme de la société et de toutes ses parties prenantes.

Tendances en gouvernance et CA du futur | PwC’s 2014 Annual Corporate Directors Suveys


Il y a dans le document de PwC un exposé clair des principales tendances en gouvernance au cours des prochaines années. Le site de PwC  présente également les chapitres individuels du rapport.

Voici un résumé de l’échantillon des entreprises, suivi d’un rappel des 12 tendances observées. Vous trouverez beaucoup de points communs avec l’article que j’ai publié dans le journal Les Affaires : Gouvernance : 12 tendances à surveiller

Bonne lecture !

In the summer of 2014, 863 public company directors responded to our survey. Of those directors, 70% serve on the boards of companies with more than $1 billion in annual revenue, and participants represented nearly two-dozen industries. In PwC’s 2014 Annual Corporate Directors Survey, directors share their views on governance trends that we believe will impact the board of the future, including: board performance and diversity, board priorities and practices, IT and cybersecurity oversight, strategy and risk oversight, and executive compensation and director communications.

Trends shaping governance and the board of the future | PwC’s 2014 Annual Corporate Directors Suveys

Board performance takes center stage

 Many boards are giving even more attention to enhancing their own performance and acting on issues identified in their self-assessments.

 

Board composition is scrutinized

Board composition is under pressure to evolve to meet new business challenges and stakeholder expectations. Today’s directors are more focused than ever on ensuring their boards have the right expertise and experience to be effective.

 

Board diversity gets attention

Stakeholders are more interested in board diversity, and boards are increasingly focused on recruiting directors with diversity of background and experience.

 

More pressure on board priorities and practices

Director performance continues to face scrutiny from investors, regulators, and other stakeholders, causing board practices to remain in the spotlight.

 

Activist shareholders get active

With over $100 billion in assets under activist management1, more directors are discussing how to deal with potential activist campaigns.

 

The influence of emerging IT grows

Companies and directors increasingly see IT as inextricably wed to corporate strategy and the company’s business. IT is now a business issue, not just a technology issue.

 

Increased concerns about the Achilles’ heel of IT—cybersecurity

Cybersecurity breaches are regularly and prominently in the news. And directors are searching for answers on how to provide effective oversight in this area.

 

It’s still all about risk management

Risk management is a top priority for investors, and they have high expectations of boards in this regard.

 

Investors question company strategies

Effective oversight requires that the board receive the right information from management to effectively address key elements of strategy.

 

Executive compensation remains a hot topic

Boards are devoting even more time and attention to the critical issue of appropriate compensation.

 

Stakeholders are showing continuing interest in how proxy advisory firms operate.

The interest of stakeholders in the proxy advisory industry is a key trend.

 

Increasing expectations about director communications

In response, boards must determine their role in stakeholder communications—and evaluate their processes and procedures governing such communications

 

Étude du Conference Board sur les récentes interventions des actionnaires activistes


Comme vous le savez, je suis désireux d’être au fait des derniers développements eu égard aux interventions des actionnaires activistes car je pense que ce mouvement peut avoir des conséquences positives sur la gouvernance des sociétés, même si le management a tendance à se défendre âprement contre les « intrusions des actionnaires activistes et opportunistes »

L’article ci-dessous, paru sur le site du Harvard Law School Forum on Corporate Governance, nous fait part d’une récente étude du Conference Board* sur l’évolution du phénomène de l’activisme aux É.U.

L’étude en question, Proxy Voting Analytics (2010-2014), montre que le mouvement, loin de s’essouffler, a continué d’avoir un impact significatif sur les relations entre les actionnaires et les dirigeants des grandes entreprises américaines.

Voici donc un résumé des faits saillants de cette étude. Bonne lecture !

The Recent Evolution of Shareholder Activism

Proxy Voting Analytics (2010-2014), a report recently released by The Conference Board in collaboration with FactSet, reviews the last five years of shareholder activism and proxy voting at Russell 3000 and S&P 500 companies.

Data analyzed in the report includes:

  1. Shareholder activism, including proxy fights, exempt solicitations, and other public agitations for change.
  2. Most frequent activist funds and their tactics.
  3. Volume, sponsors, and subjects of shareholder proposals.IMG00571-20100828-2241
  4. Voted, omitted, and withdrawn shareholder proposals.
  5. Voting results of shareholder proposals.
  6. Shareholder proposals on executive compensation.
  7. Shareholder proposals on corporate governance.
  8. Shareholder proposals on social and environmental policy.
  9. Volume and subjects of management proposals.
  10. Failed say-on-pay proposals among Russell 3000 companies.
  11. Say-on-pay proposals that received the support of less than 70 percent of votes cast.

Additional insights (including volume by index, industry, and sponsor, most frequent sponsors, and support levels) are offered with respect to key issues from the last few proxy seasons, including: majority voting; board declassification; supermajority vote requirements; independent board chairmen; proxy access; sustainability reporting; political issues; election of dissident’s director nominee.

The report pays special attention to trends and developments that have emerged in the last few months. In fact, what started as an unremarkable proxy voting season has blossomed into a series of developments that may influence annual general meetings for years to come.

There is a clear indication that activist investors are turning their attention to new issues. For example, in the Russell 3000, five investor-sponsored proposals restricting golden parachutes received the support of a majority of shareholders. While the volume remains low, it is the highest ever recorded on this topic and it signals that voting on executive compensation issues other than say on pay can still find its way to general meetings of shareholders. Political spending and lobbying activities, a topic virtually absent from voting ballots until a few years ago, became the most frequently submitted shareholder proposal type of 2014, with 86 voted proposals and five receiving more than 40 percent of votes cast (compared to only one in 2013). Finally, support for resolutions on proxy access reached a tipping point in the first six months of the year, with five proposals approved and four receiving more than 40 percent of votes cast in favor.

The advisory vote on executive compensation was a game changer for corporate/investor relations and, in 2014, more than ever before, shareholders have been pursuing opportunities to engage with senior management and be heard ahead of a shareholder meeting. This trend was reflected in the rate of withdrawals of shareholder proposals, which doubled from a few years ago as companies chose to preempt a vote on certain investor requests by voluntarily implementing their own reforms. It was not all a product of engagement, however, and guidelines on board responsiveness from proxy advisory firm ISS also drove the surge of management proposals on issues previously raised by activists.

Increased dialogue with senior executives and board members as well as the progress made by many large companies in the adoption of baseline corporate governance practices prompted large institutional investors to reconsider their role as agents of corporate change. For example, while some public pension funds such as the California State Teachers Retirement System (CalSTRS) cut back significantly on their submissions in 2014, others such as the New York City Employees’ Retirement Systems remained prolific proponents and galvanized around proxy access requests. Similarly, the popularity of social and environmental policy issues observed this year is in part explained by the larger number of proposals filed by labor-affiliated investment funds, which, before the introduction of mandatory say on pay, had always concentrated on executive compensation issues. Despite the traditional focus of this type of fund on industrial sectors, in 2014, for the first time, more than 20 percent of the 86 proposals submitted by labor unions were directed at companies in the finance industry.

Social media and other new technologies allow a broad outreach that was unimaginable only a few years ago, and activists are perfecting their use. This year, a growing number of activist investors, especially hedge funds, have agitated for change without even filing a shareholder proposal, let alone waging a proxy fight. Despite the increase in activism campaign announcements, there was a sensible decline in the number of campaigns related to shareholder meetings held in the first six months of 2014. This decline suggests that, rather than urge other shareholders to oppose a director election or vote for a certain resolution, these activism campaign announcements now serve to publicize the investor’s view of the business strategy or organizational performance. It is a first step that may lead to the future filing of a proposal or the solicitation of proxies but that may also prove sufficient to persuade the company to seek dialogue and reach a compromise.

The following are the major findings of the report:

Although activism campaign announcements in the Russell 3000 were up in 2014, the number of campaigns related to a shareholder meeting declined, as some hedge funds chose to agitate for change without even filing a shareholder proposal.

 

Observations made in 2013 that hedge funds were starting to set their sights on larger companies appear disputed by numbers for 2014, when a sharp decline in activism campaign volume was recorded among S&P 500 companies.

 

Proxy contests were the only type of activist campaign related to a shareholder vote to increase among Russell 3000 companies in 2014, with a concentration in the retail trade and finance industries, and dissidents reported their highest success rates in years.

 

Engagement between corporations and investors has not curbed the most hostile forms of activism, as the volume of proposals to elect a dissident’s nominee remains fairly high.

 

Shareholder proposal volume was slightly lower this year, with a sharper decline among larger companies as investors focus on new topics and broaden their targets.

 

Excess cash on US companies’ balance sheets fueled the growth of the activist hedge fund industry, and the number of resolutions sponsored by hedge funds surpassed the record levels of 2008.

 

The 2014 proxy season marked another sharp year-over-year decline in the number of proposals submitted by multiemployer investment funds affiliated with labor unions, as those investors showed new interests, especially in social and environmental policy issues.

 

Proposals on corporate governance, once a stronghold for pension funds, were sharply reduced as more companies introduced engagement policies with large investors.

 

Shareholder resolutions on social and environmental policy rose to unprecedented levels, while some institutional investors dropped governance issues that were a staple of their past activity but never garnered widespread support.

 

The rate of withdrawals of shareholder proposals doubled from a few years ago as companies preempted some of the issues by voluntarily implementing their own reforms.

 

As large groups of institutional investors reduced their 14a-8 filings or shifted their attention to new and less popular topics, the percentage of voted proposals winning the support of a majority of shareholders reached a new low.

 

Proposals on board declassification and majority voting have become a sure bet for labor unions and public pension funds, as they are widely recognized as a baseline in corporate governance.

 

A surge in requests from corporate gadflies made the separation of CEO and chairman roles the top shareholder proposal topic by volume, but the institutional investment community remains skeptical of a one-size-fits-all approach to board leadership.

 

For the first time in the same proxy season, five investor-sponsored proposals restricting golden parachutes received majority support, signaling that voting on executive compensation issues other than say on pay may still find its way to the AGM.

 

 hareholder proposals on political spending and lobbying activities skyrocketed this year, with five receiving more than 40 percent of votes cast (compared to only one in 2013).

 

Support for shareholder proposals on proxy access rights reached a tipping point in 2014, with five proposals approved and four others receiving the support of more than 40 percent of votes cast, and a handful of companies submitted board-sponsored proposals.

 

Say-on-pay analysis confirms a significant turnover in failed votes, with several companies losing the confidence of their shareholders this year after winning the vote by a wide margin in 2013.

__________________________________________________

*Matteo Tonello is vice president at The Conference Board. This post relates to a report released jointly by The Conference Board and FactSet, authored by Dr. Tonello and Melissa Aguilar of The Conference Board. The Executive Summary is available here (the document is free but registration is required).

Débat sur la contribution des actionnaires activistes au sein des conseils d’administration


Voyez le panel de discussion sur les aspects pratiques liés aux activités des actionnaires activistes, diffusé par la National Association of Corporate Directors (NACD).

Cette vidéo montre comment les activistes opèrent sur les marchés mais aussi au sein des conseils d’administration. C’est une présentation vraiment très utile pour mieux saisir les différentes catégories d’activistes ainsi que les motivations qui les animent.

Excellente discussion sur la montée de l’activisme. À visionner !

Activist Shareholders in the Boardroom

Activism is on the rise. When and how can activist shareholders in the boardroom be a force for positive change? Directors need to be prepared.  Janet Clark, and Andrew Shapiro discuss the issues around strategy and corporate governance at an NACD board leadership conference.NACDlogo

The National Association of Corporate Directors (NACD) is certainly a recognized authority, when it comes to discussing and establishing leading boardroom practices in the United States.

Informed by more than 35 years of experience, NACD delivers insights and resources that more than 14,000 corporate director members from the public, private and non-profit sectors rely upon to make sound strategic decisions and confidently confront complex business challenges.

Guide des meilleures pratiques pour les C.A. concernant (1) les fusions et acquisitions, (2) les crises d’entreprise et (3) les difficultés financières


Voici un excellent guide, produit par Deloitte, qui porte sur les bons gestes à poser par les conseils d’administration lorsqu’ils sont aux prises avec les problématiques liées aux fusions et acquisitions, aux crises à gérer et aux problèmes financiers.

Afin de vous donner une idée du contenu du document, voici un aperçu des thèmes abordés.

  1. Les paramètres de la gouvernance évoluent
  2. Fusions et acquisitions : une bonne gouvernance à toutes les étapes du processus
  3. Gestion de crise : le manque de préparation représente clairement un risque
  4. Difficultés financières : priorité aux risques
  5. Le conseil d’administration peut relever le défi
  6. Personnes-ressources

Bonne lecture !

Un guide des meilleures pratiques pour les conseils d’administration qui porte sur les fusions et acquisitions, les crises d’entreprise et les difficultés financières

Le conseil d’administration vient d’apprendre que l’entreprise pourrait être à court de liquidités d’ici un an. Que devez-vous faire? Après une acquisition d’entreprise, le conseil d’administration est poursuivi par les actionnaires, qui l’accusent de ne pas avoir supervisé adéquatement la décision concernant le prix d’achat. Comment prévenir une telle situation? Votre entreprise traverse une crise depuis que la direction a été accusée d’avoir fourni de faux renseignements à des auditeurs externes. Quand faut-il demander conseil à des experts indépendants?

On a fait grand cas des pressions subies par les conseils d’administration dans les mois éprouvants qui ont suivi la crise financière mondiale. De nombreux facteurs ont été mis en cause, notamment la déréglementation du secteur financier, les procédures d’audit inadéquates, la confiance excessive des investisseurs, les pratiques de prêt viciées et la cupidité des entreprises. Les conseils d’administration n’ont pas échappé à cet examen, et les observateurs se demandent si une surveillance plus efficace de la part des conseils d’administration des institutions financières n’aurait pas permis de repérer et de résoudre certains des problèmes qui ont presque anéanti l’économie mondiale. Les conseils d’administration comprenaient-ils assez de membres possédant des connaissances suffisantes et appropriées? Les administrateurs ont-ils posé les bonnes questions? Ont-ils pris les bonnes mesures? Avaient-ils l’information la plus récente sur les nouveaux enjeux? Étaient-ils prêts à contester la direction? Naturellement, avec le recul, la crise financière est maintenant vue comme une tempête causée par une multitude de facteurs dont aucun n’est entièrement à blâmer, et les instances de réglementation et les entreprises appliquent encore les mesures correctives qui s’imposent. Les questions que cette crise a soulevées continuent cependant de préoccuper les conseils d’administration en général. En effet, à mesure que la crise financière devient chose du passé, les conseils d’administration s’interrogent sur d’autres questions et sur un éventail de risques et de responsabilités possibles.

Les cinq dernières années ont été le théâtre de grands bouleversements dans l’arène mondiale de la réglementation. Dans bien des secteurs, la quantité et la complexité des règles ont augmenté, de même que la rigueur avec laquelle elles sont appliquées; les entreprises ont du mal à suivre la cadence, car elles composent encore avec les effets de l’après-crise et cherchent le plus possible à limiter les risques. De leur côté, les conseils d’administration tentent également de s’adapter, malgré la transformation des attentes des parties prenantes, des organismes de réglementation et du public.

Quelles ont été les conséquences de ces événements pour l’administrateur moyen? Des pressions venant de tous les fronts. Par exemple, le rôle de l’administrateur, surtout de celui qui cumule plusieurs postes, peut être si astreignant qu’il devient ingérable et présente de plus en plus de risques du point de vue de la responsabilité. La quantité de connaissances réglementaires et spécialisées nécessaires pour siéger efficacement à un conseil d’administration va en augmentant, et les administrateurs sont souvent dépassés par l’étendue croissante de leurs tâches.

Les conseils d’administration se trouvent donc actuellement dans une position très difficile. Étant donné leur vaste mandat, ils doivent se tenir à l’affût d’une variété de plus en plus importante de renseignements, adopter de nouvelles stratégies de réponse en vertu de leur mandat et déterminer dans quelles circonstances ils doivent consulter des experts indépendants.

Le présent document est conçu pour leur venir en aide. Il examine trois questions cruciales auxquelles les conseils d’administration accordent rarement leur attention, c’est-à-dire les fusions et acquisitions, la gestion de crise et les difficultés financières. Il présente les principaux risques que les conseils d’administration devraient prendre en considération dans chaque domaine, suggère des mesures d’atténuation de ces risques et décrit les avantages d’une meilleure surveillance de leur part ainsi que les dangers d’un laxisme prolongé.

 

Notions de gouvernance 101 | Que font les administrateurs ?


Vous trouverez ci-dessous un article de Lucy P. Marcus*, experte en gouvernance, qui présente, de manière vulgarisée, en quoi consiste le travail des administrateurs de sociétés aujourd’hui.

On y trouvera une bonne définition des responsabilités des administrateurs ainsi qu’une métaphore intéressante qui montre comment le travail des administrateurs a considérablement changé au cours des vingt dernières années.

L’auteure distingue entre les activités qui sont de nature « grounding » (connaissances de bases de la performance et des obligations de conformité) et celles, toujours plus importantes, qui sont de l’ordre du « stargazing » (la vision à long terme et la stratégie).

Je vous invite à lire ce bref article qui tient lieu de notions de gouvernance 101 !

Bonne lecture !

Boardroom 101: What, exactly, do directors do?

 

The boardroom is changing at a fast pace. The agenda items we discuss, the expectations of board directors and the responsibility we hold are all areas that are going through a much needed, and, in my experience, a very welcome, transition.

When my son was around 5 years old, I was preparing for a board meeting and he asked what that was and what I was going to do there.

Lucy P. Marcus
Lucy P. Marcus*, experte en gouvernance

That’s a question many adults have, too. What, exactly, is a board and what does a board director do?

Searching for an explanation, I finally went with this: « You know about King Arthur and the Round Table? Well, like King Arthur and the Round Table, a group of wise people gather together every month or so. We sit around a table and talk about what the people we are helping have been doing and what they are planning to do next. We try to make sure they are acting honourably and following the law and doing what is best for everyone. »

He seemed fairly satisfied with that answer, but it got me thinking — was the metaphor apt? Is that really what directors are doing in practice?

It does seem sometimes like the board is an arcane and distant body. A caricature would be one where the doors open with a whoosh to reveal suited people sitting around a table in an oak panelled room, having confidential discussions in hushed tones, drawing on deep expertise and thinking big thoughts. And of course, those discussions would be spoken in a special « thee and thou » language.

There are parts of that caricature which do ring true. We board directors generally do sit around a table, and I’d like to think we generally have robust discussions. Strangely, we do often speak in formal ways, referring to “Mr Chairman” and the like. As for the “deep expertise” and “big thoughts” part, I’m not sure we are always well equipped with enough information to make decisions.

Changes afoot

The boardroom is changing at a fast pace. The agenda items we discuss, the expectations of board directors and the responsibility we hold are all areas that are going through a much needed, and, in my experience, a very welcome, transition.

Board agendas used to be rigid and mostly focused on traditional oversight topics such as compensation and compliance. That mandate has grown to include a great deal more.

To better understand the changes and how they affect our job as directors, it is useful to think of the tasks and the agenda items of the board as being broadly divided into a balance of what I call “grounding” and “stargazing”.

The “grounding” side consists of what you might think of as the tick-boxing items: questions around the structure and performance of the organisation in the “here and now”. Is it behaving legally and responsibly? Is it following the rules and regulations? Are its financial accounts in good order? Does it meet to the expectations not just of its shareholders but also of other stakeholders in the broader ecosystem in which it operates?

The “stargazing” side is about strategy. This is the essence of what and where the organisation wants to be in the future. It is about asking questions about how the sector is changing and how the organisation plans to grow. It is also about challenging it to make the necessary changes as the world around it changes too, and to be a driver of positive change. It is about building innovation and a sense of excitement about the future into the DNA.

The old agendas were heavily weighted towards the “grounding” side of the equation, but today, a good balance of “grounding” and “stargazing” is vital to preparing the organisation for the future. The board must look closely at the here and now, making sure everything is working correctly; otherwise we run the risk of missing signs of everything from neglect to malfeasance. We must also look into the next 10 to 15 years to make sure that the organisation has a robust future to look forward to.

Responsibilities increase

The world around us has changed at an exponential pace. Companies are seen as having a greater responsibility for the role they play in the health and well-being of society. They also bear some responsibility for the individuals that they touch, be it employees, partners, or people who live in the community. At the same time, social media and niche publications amplify the voices of shareholders, communities and consumers. Also, boards and companies no longer operate in a black box — with the advent of everything from Twitter to Google Earth, there is more transparency than ever before.

Partly as a consequence of these changes in the boardroom and beyond, the responsibilities and expectations of directors, particularly independent directors, have increased exponentially. It is not sufficient to skim the board papers, ask a couple of superficial questions, eat the lovely meal, and be on your merry way home.

Board directors are now, rightly, expected to read the papers, come prepared, and ask the tough questions. Though the boardroom has traditionally been a black box room, much has changed. Individual directors will increasingly find themselves being held to account for the choices that they have made in the boardroom in many areas, be it around executive compensation or “innovative” tax strategies.

It means that we as directors must be more diligent and make sure we are only voting ‘yes’ for things when we have a thorough understanding of what the implications of the ‘yes’ is — both now and in the longer term. We must take into account those whose lives are impacted directly, such as people who work for the company and those who live in the area where the company sits, as well as the people who use the company’s products and services. It also about those who are impacted indirectly, such as shareholders whose life savings may be at stake. Those are all positives, in my view.

In the end, if we are to live up to the ideal of King Arthur and the Round Table, chivalrous knights who are guided by the ideals of courtesy, courage, and honour, we must ask ourselves every time we gather, “Why are we here and who do we serve?” so that the decisions we take are made wisely and judiciously, not only to serve the needs of the few, but to ensure that we help the organisation to live up to its potential, and do so in an honourable way.

_________________________

*, CEO, Non-Exec Board Director, Prof IE Biz School, Project Syndicate & BBC columnist.

L’audit interne au cœur d’une grande bataille !


Je partage avec vous un récent article que Denis Lefort, expert conseil en gouvernance et audit interne, m’a fait parvenir, accompagné de ses commentaires.

Cet article de Mike Jacka* est paru dans Internal Auditor Magazine​​​​​​​. Toute personne préoccupée par l’importance de cette fonction devrait prendre connaissance de cette mise en garde.

« En lisant ce bref article, vous saisirez rapidement que son auteur est d’avis que l’audit interne et les autres fonctions d’assurance des organisations (gestion des risques, conformité, sécurité et autres) sont entrées dans une guerre de juridiction… Et que l’audit interne ne peut agir comme si elle était comme la Suisse, neutre et inattaquable…!!!

L’auteur est ainsi d’avis que l’audit interne doit préparer à la fois sa stratégie de défense et d’attaque pour contrer les coups durs présents et à venir… »

Bonne lecture !

Internal Audit Is in the Midst of a Great War

 

The Harvard Law School Forum on Corporate Governance and Financial Regulation recently posted an interesting piece titled « Compliance or Legal? The Board’s Duty to Assure Compliance. » I know it all sounds a little boring, but trust me on this one — there is interesting information here. Take some time to read through it before we dive in.

(One very quick, very important aside. I came across this article as a part of The IIA’s SmartBrief — a weekly « snapshot » of news and issues internal auditors might care about. To receive the newsletter you must « opt in. » I cannot urge you enough to opt in. No puffery here. Seldom does a week go by where I don’t find at least one nugget I can use. If you aren’t receiving it, you can opt in here.)

Ia Online Home

If you have been paying attention to the discussions that are going on regarding internal audit’s evolving role you were probably gobsmacked by the similarities between those discussions and what is being said in this article. Take the opening sentence: « A series of developments threaten to blur the important distinction between the corporation’s legal and compliance functions. » Make a few changes and you are talking about the dilemma internal audit is facing. « A series of developments threaten to blur the important distinction between the organization’s internal audit department and [insert your favorite assurance provider’s name here]. »

There it is in a nutshell, the crux of the battle currently being waged over the role of internal audit and others within the organization.

Wait, let’s back up a second. Did you miss that there is a war going on? Let’s take a quick look.

I have a good friend who is a CAE. In that role he is also in charge of risk management. We often talk about the potential conflict that exists with those dual roles. He is not alone. I have talked with other audit leaders who are being approached about audit taking on the role of risk. Not a bad fit. We are risk experts, we have the communication and relationship skills, and there should be a definite meshing of gears between audit and risk.

On the other hand, I have also heard from others who face the opposite issue; they are under pressure to have internal audit placed under the jurisdiction of the risk officer. « Wait a minute, » you say, « That is a very bad idea: a serious problem, a conflict of interests, a subversion of our objectivity, an invasion on our independence. » Our list of reasons why this shouldn’t happen is quite long.

When the shoe is on the other foot the bunions become just a tad more obvious.

And it is not just the risk function. While not as common, I am hearing similar discussions around such functions as compliance, corporate security, finance, quality assurance, and, yes, even legal. In some cases the discussion is around audit taking on part of the role; in others it is about audit becoming a part of the other function.

Why are we suddenly seeing this land grab?

Governance has become an important topic at the executive and board level. (Definitely a good thing.) Assurance providers (compliance, legal, risk, et al) realize the way to raise the esteem with which the board and executives hold them is to take on a greater piece of the governance pie. The pushing and shoving starts. Escalation ensues. And we find ourselves in the midst of a jurisdictional war.

And while internal audit would like to believe we are above the fray (we are independent, we are objective, we are internal audit, hear us roar), unless we recognize the existence of this war — unless we are willing to take up arms and join in the fray — we will find ourselves trivialized, the core values we provide handed off to the victors.

We think we are Switzerland. But there is no such thing as neutrality in this battle.

So, with that background, let’s return to the article previously referenced. The contents provide a good indication of the type of arguments internal audit will encounter. Two examples:

  1. The author states that a forced separation of compliance from under legal would jeopardize the ability of the organization to preserve attorney-client privilege. Cold chills went up my spine as I read this. I still vividly recall similar debates from 20 years ago when the legal department argued they should have more direct control over internal audit in order to preserve attorney-client privilege. We won. But it is obvious that the ugly head of that particular argument continues to rise again and again.
  2. The article quotes compliance thought leaders as saying that the role of « guardian of corporate reputation » is exclusively reserved for the corporate compliance officer; that the compliance officer is the organizational « subject matter expert » for ethics and culture. The author of the article states that this is « contrary to long standing public discourse that frames the lawyer’s role as a primary guardian of the organizational reputation. » My first, knee-jerk reaction is that internal audit should be the guardian of reputation and the subject matter expert. But once I put my knee back where it belongs, I realize it is probably more true that the attempt to define any one department as guardian or expert is a fool’s game. Everyone with any governance role should have the protection of reputation, ethics, and culture as their No. 1 responsibility.

There is much more in the article and many more thoughtful and reasoned arguments. And it would be quite easy to say « Let them duke it out. Their arguments are not important to us. » However, that is exactly why we should be paying attention. The article contains the points that will be used in the battle — points to be used against us and points we can use in our defense.

We are in a war. And audit cannot sit back and say, « We have independence; we are safe and above the fray. » No. They will have an eye on our « turf, » also. And who’s to say that some of their turf shouldn’t be ours. I’m not saying we break out the bayonets and start going after some of the unwounded, but I am saying we have to recognize the existence of a battle and be willing to take a stand — be willing to say what it is we do, why it is important, and why we should have those responsibilities.

What are your thoughts? What is internal audit’s role regarding the organization’s approach to risk, governance, compliance, legal, etc.? If we are more involved, is there a conflict? If the lines blur, does it have a negative impact on the company? Is there really a war brewing? And what might this have to do with the future (if there is going to be a future) of internal audit?​

_____________________________________

*Mike Jacka, CIA, CPA, CPCU, CLU, worked in internal audit for nearly 30 years at Farmers Insurance Group.

Les failles du benchmarking dans l’établissement des rémunérations !


Voici le point de vue de l’auteure Claire Linton-Evans*, paru dans le  Sydney Morning Herald récemment, à propos des pratiques de benchmarking, largement utilisées dans le domaine de la sélection et de la rémunération.

Ces méthodes ont du succès parce qu’elles sont utiles, autant aux employés qui tentent de se situer parmi leurs pairs, qu’aux entreprises qui comptent sur ces mesures pour recruter et rémunérer les employés-cadres.

L’auteure montre que cette approche peut conduire à toute sorte d’aberrations et d’iniquités car les titres des emplois et leurs salaires peuvent varier considérablement selon les situations. Elle donne également lieu à une inflation des rémunérations car aucune entreprise ne souhaite recruter un employé « moyen » !

Mme Linton-Evans affirme que l’approche peut cependant être utile au niveau gouvernemental car les emplois sont spécifiés très rigoureusement et ils jouissent de descriptions uniformes d’un secteur à un autre, permettant ainsi de faire des comparaisons sensées.  

Dans tous les cas, les organisations devraient considérer d’autres facteurs pour établir la rémunération.

Je vous invite à prendre connaissance de ce cours article. Quelles sont vos expériences avec le benchmarking ? Bonne lecture !

The death of salary benchmarking

 

For decades benchmarking has been the private sector’s employment solution, forcing candidates into salary bands the way square pegs fit into round holes – often by shaving off some sides. Published by industry bodies and recruitment firms after surveying multiple companies, these annual benchmarking studies attempt to explain what salary range a role (usually by job title) is paid within each industry.

Cleverly marketed, they have been popular for so long because the data « benefits » two client segments: the employees and companies. Employees are told to use the range to ascertain their market value, while firms use the data to budget for new roles, with a level of comfort that they are in step with what the market is paying. However, as anyone who has interviewed or recruited recently knows, benchmarking is becoming increasingly unreliable.

P1020617

Using salary benchmarks is dangerous for both the companies that rely on it to recruit and for executives who expect to be paid within a range. Some companies give benchmarking a cursory glance at budget time. Other companies absurdly state publicly and proudly that they pay only « up to the 75th percentile » of the industry’s benchmark, a declaration that rarely attracts top talent (nor motivates their existing employees).

By evaluating a candidate and their eligibility for a role on salary rather than experience, these businesses often remove the most qualified candidates from the process, and it’s these companies that employees should be wary of. The tip-off? The « What is your current salary/salary expectation? » question which will be often one of the first questions in the screening interview.

I was reminded of this recently when an old colleague shared his dismay after commencing a senior role in the software industry. It had been a delicate  hiring process because the previous manager of the division had held the title of executive general manager…and  before   this had been the executive assistant!  It was a classic and all too common case of a company that used a job title to reward an under-skilled employee, who didn’t have the experience of an EGM and wasn’t being paid the salary of a senior manager either. Obviously, this person couldn’t perform the role and my colleague was hired to fix the problem. So, if this company was involved with a salary benchmarking survey, what did their figures do to pull the average salary of a software EGM down?

And that’s exactly where the concept of benchmarking becomes redundant – job titles and salaries can vary wildly from employee to employee, company to company and situation to situation. Benchmarking them on the criteria of industry, title and salary is not enough for companies to use as a mandatory remuneration guide. The best and most in demand employees will expect to be paid well above a salary band they know has been derived from a motley crew of industry peers. They will know what their value is and wait for an educated employer to offer them an attractive salary. Moreover, successful companies are more aware than ever that their people create their competitive advantage and by offering a salary that is not competitive, they can’t expect their people to stick around.

Where salary benchmarking is successful is within the Government. Generally departments work on strict salary bands aligned to job codes. This works well because they are limited by budgets set annually, and they vigilantly hire employees into strict bands and titles.  Given the  number of variables in the private sector, the concept isn’t vaguely relatable, which is why salary benchmarking should be an interesting, but never a deciding factor these days in the hiring process.

______________________________________________

*Claire Linton-Evans is a senior executive and author of the career bible for modern women, Climbing the Ladder in Heels – How to Succeed in the Career Game of Snakes and Ladders. 

Clarifications au sujet des deux principaux systèmes de gouvernance | One Tier vs Two Tier


Ici, en Amérique du Nord, on entend quelquefois parler des distinctions entre le modèle de gouvernance européen et le modèle de gouvernance à l’américaine. Vous trouverez, ci-dessous, une brève synthèse des particularités des modèles de gouvernance européens eu égard à la distinction one tier/two tier systèmes de gouvernance.

Cette conclusions est basée sur une recherche de type « Benchmarking » conduite par ecoDa* (The European Confederation of Directors Associations) auprès de ses membres des Instituts de gouvernance européens ainsi qu’auprès d’autres membres non-européens, tel que le Collège des administrateurs de sociétés (CAS).

À la suite de l’extrait présentant les grandes lignes de ces modèles de gouvernance, vous trouverez un portrait plus précis des principales différences entre les deux systèmes, dont les deux plus représentatifs (UK, One Tier; Allemagne, Two Tier).

Bonne lecture !

 

Although the European Union tries to undermine the differences, the corporate law and corporate governance is highly diversified throughout Europe, embedded in a long history of specific societal and economic approaches towards the organisation of the business world, aligning governance with these quite different societal priorities.IMG_20140520_212116

In the two tier system, supervisory board members control the strategy but don’t define it. In the two tier system, there is also a clear cut between management and control responsibilities. In the one tier system, the board governs the company e. g. controls the direction, defines the strategic options and can address any issues related to the performance of the company.

People advocating for the two tier model always point out that having distance between management and oversight creates independence that makes sense. People defending the one-tier system consider that having executives and non-executives on the same board provides a better flow of information and helps to overcome problems that boards can face in understanding what is going on in the company. The one-tier system would also enable the non-executive to see how executive operate together as a team. The non-executive would be more involved in forward-looking of the strategy. As a downside effect of the one tier system, it is difficult for non-executives to draw distinction between monitoring and oversight.

The one tier system is often seen as an English model while the two-tier system is more of a German style. But the reality is more complex than that over the different countries in the European Union. The Nordic Corporate Governance (CG) model is quite unique with a strictly hierarchical governance structure and a direct chain of command among the general meeting, the board and the CEO. The Italian CG model is also special with the distinction between the managing body (sole administrator or, in the collective form of a board of directors) and the controlling organ (so called “board of statutory auditors”)

 

One-tier board system Two-tier board system 
Organisation
A single board. A supervisory body and a management body.
Composition
Mixed, executive and non-executive directors may serve on the board. Separate, executive and non-executive directors serve on separate boards (i.e., a supervisory board composed exclusively of non-executive directors and a management board composed exclusively of executive directors).
Organisation
Unitary Binary
Committees
Mandatory or recommended Supervisory and advisory committees(Mandatory) oversight and advisory committees such as the audit committee, the remuneration committee and the nomination (appointments) committee, composed of a majority of non-executive directors, one or more of whom must be independent.Supervisory committee

Optional committee entrusted with supervising the company, composed of both executive and non-executive directors.

Usually differs slightly from a true supervisory board (as found in the two-tier system) in terms of powers, composition and role.

 

Mostly found in countries which present characteristics of a one-tier system while incorporating certain features of a two-tier system.

 

OptionalHistorically not required but oversight and advisory committees are increasingly important in the two-tier system as well.
Roles
Board of directors Managerial roleDirection and executive actsDecision-taking, management and oversightPerformance enhancement

Supervisory role

Accountability

Strategic and financial oversight

 

Management board Managerial roleDirection and executive actsDecision-taking and managementPerformance enhancement

Service and strategic role

 

Supervisory board

 

Supervisory role

Accountability

Decision-taking and oversight

Monitoring role

Strategic and financial oversight

 

 

CEO duality
Allowed.The same person can serve as both CEO and chair of the board of directors (although this is generally not recommended by corporate governance practices). 

 

Restricted.No CEO duality (although the CEO can sometimes be a member or attend meetings of the supervisory board.)
Executive directors
Appointed by the general meeting of shareholders, based on a proposal by the board or appointments committee (if any).A director may be appointed by the board of directors when the term of office of another director comes to an end, in order to prevent the board from being paralyzed, for example if the board no longer has a sufficient number of members as required by law or the articles (co-optation procedure).The appointment of a co-opted director must be confirmed at the first general meeting of shareholders following his or her appointment.  Appointed by the supervisory board or the general meeting of shareholders, based on a proposal by the board or the appointments committee (if there is one).
Non-Executive (supervisory directors)
Idem. Appointed by the general meeting of shareholders or, based on a proposal by the supervisory board or the appointments committee (if there is one).
Conflicts perspective
Negatively associated with the separation of decision-management and decision-oversight roles due to its composition (a majority of executive directors) and unitary structure.Diffusion of tasks and responsibilities weakens the non-executive directors’ ability to oversee the implementation of decisions, especially where executive and non-executive directors face the same potential legal liability.Higher risk of conflicts of interest between management and shareholders. 

To avoid conflicts of interest, it is often recommended that the one-tier board be composed of a majority of non-executive directors, due to   (i)

their experience and knowledge, (ii) their contacts, which may enhance management’s ability to secure external resources, and (iii) their independence from the CEO.

 

In companies which have achieved a certain level of development, risks of conflicts of interest are often reduced through the creation of committees allowing these functions to be segregated. In addition, legal provisions aimed at preventing and resolving conflict of interest exist in most jurisdictions.

  • Positively associated with the separation of decision-management and decision-oversight roles, due to the composition of the supervisory board (independent directors) which ensures independence and its binary structure.No diffusion of tasks and responsibilities. 

    Lower risk of conflicts of interest between management and shareholders.

     

     

     

     

     

     

     

     

     

     

     

     

    (Dis)advantages
    AdvantagesSpirit of partnership and mutual respect between directors, which allows greater interaction amongst all board members.Non-executive directors have more contact with the company itself and are more involved in the decision-making process. Non-executive directors have direct access to information.

     

    Decision-making process is faster.

     

    A lighter administrative burden as only a single management body needs to hold meetings and only a single set of minutes need be drawn up.

     

    Board meetings take place more regularly.

     

    Disadvantages

    A single body is entrusted with both managing and supervising the company’s operations.

     

    More difficult to guarantee the independence of board members and there is a greater risk of non-executive directors aligning too much with executive directors.

     

    More liability for non-executive directors.

     

     

    Advantages Clear distinction between the supervisory and management functions within the company.Clear distinctions of liabilities between the members of the supervisory and management bodies.Supervisory board members are more independent.

     

    Clear separation of the roles of chairman and CEO.

     

     

     

     

     

     

     

    Disadvantages

    It is more difficult for directors to build relationships of trust, thereby potentially undermining communication between the two boards.

     

    Supervisory board members only receive limited information (from the management board) and at a later stage (decreased involvement). There is a heightened risk of the supervisory board not discovering shortcomings or discovering them too late.

     

    Decision-making process is delayed due to less frequent supervisory board meetings.

     

    Non-executive directors face several challenges which appear to be typical of the two-tier board model, such as difficulties (i) building relationships of trust, thereby potentially undermining communication and flows of information between the two boards, and (ii) fully understanding and ratifying strategic initiatives by the management board, thereby frustrating the decision-making processes.

     

    _______________________________________________

    ecoDa (The European Confederation of Directors Associations) is a not-for-profit association based in Brussels, which acts as the « European voice of directors » and represents around 60,000 board directors from across the European Union (EU) member states. The organisation acts as a forum for debate and public advocacy by influencing the public policy debate at EU level and by promoting appropriate director training, professional development and boardroom best practice.

    Le pouvoir démesuré des firmes de conseil en votation !


    Voici un article publié par Daniel M. Gallagher* sur le blogue de Harvard Law School on Corporate Governance. L’auteur met sérieusement en question le pouvoir et l’influence des conseillers en votation. 

    L’article examine les conséquences de la montée des firmes de conseillers en votation et leur influence sur les décisions des investisseurs.

    Je sais, c’est un article un peu long mais je crois qu’il vous donnera l’heure juste sur l’historique de l’évolution des « Proxy Advisers » et sur certaines actions qui pourraient être entreprises pour les contrôler !

    Bonne lecture ! Vos commentaires sont les bienvenus.

    In addition, as I have stated in the past, I believe that the Commission should fundamentally review the role and regulation of proxy advisory firms and explore possible reforms, including, but not limited to, requiring them to follow a universal code of conduct, ensuring that their recommendations are designed to increase shareholder value, increasing the transparency of their methods, ensuring that conflicts of interest are dealt with appropriately, and increasing their overall accountability. I do not believe that the Commission should be in the business of comprehensively regulating proxy advisory firms—as we’ve seen from the 2006 NRSRO rule, such regulation often is simply ineffective—but there may be additional steps that we can take to promote transparency and best practices.

    IMG00593-20100831-2244

     

    Outsized Power & Influence: The Role of Proxy Advisers

     

    Shareholder voting has undergone a remarkable transformation over the past few decades. Institutional ownership of shares was once negligible; now, it predominates. This is important because individual investors are generally rationally apathetic when it comes to shareholder voting: value potentially gained through voting is outweighed by the burden of determining how to vote and actually casting that vote. By contrast, institutional investors possess economies of scale, and so regularly vote billions of shares each year on thousands of ballot items for the thousands of companies in which they invest.img00570-20100828-2239.jpg

    For example, an investor purchasing a share of an S&P 500 index mutual fund would likely have no interest in how each proxy is voted for each of the securities in each of the companies held by that fund. Indeed, it would defeat the purpose of selecting such a low-maintenance, lost-cost investment alternative. And so it is left to the investment adviser to the index fund to vote on the investor’s behalf. This enhanced reliance on the investment adviser to act on behalf of investors inevitably results in a classic agency problem: how do we make sure that the investment adviser is voting those shares in the investor’s best interest, and not the adviser’s?

    The Rise of Proxy Advisory Firms

    The Commission took up this very issue in a rulemaking in 2003, putting in place disclosures to inform investors how their funds’ advisers are voting, as well as outlining clear steps that advisers must undertake to ensure that they vote shares in the best interest of their clients. But every regulatory intervention carries with it the risk of unintended consequences. And the 2003 release has since proved that to be true—to the point where the costs of the unintended consequences now arguably dwarf those benefits originally sought to be achieved. How exactly did this happen?

    Proxy Voting by Investment Advisers

    In the 2003 release, the SEC took on one specific manifestation of the general agency problem discussed above: that an adviser could have a conflict of interest when voting a client’s securities on matters that affect the adviser’s own interests (e.g., if the adviser is voting shares in a company whose pension the adviser also manages). To remedy this issue, the release stated that an investment adviser’s fiduciary duty to its clients requires the adviser to adopt policies and procedures reasonably designed to ensure that it votes its clients’ proxies in the best interest of those clients. Further, the Commission noted that “an adviser could demonstrate that the vote was not a product of a conflict of interest if it voted client securities, in accordance with a pre-determined policy, based upon the recommendations of an independent third party.” From these statements, two specific unintended consequences arose.

    First, some investment advisers interpreted this rule as requiring them to vote every share every time. This seemed, perhaps, to be the natural outgrowth of the Department of Labor’s 1988 “Avon Letter,” which stated that “the fiduciary act of managing plan assets which are shares of corporate stock would include the voting of proxies appurtenant to those shares of stock.” As a result, investment advisers with investment authority over ERISA plan assets—and thus regulated by the Department of Labor as well as the SEC—were already required to cast a vote on every matter. Reading the SEC’s 2003 rule, some advisers may have assumed that the Commission intended to codify that result for all investment advisers.

    A requirement to vote every share on every vote, however, gives rise to a significant economic burden for investment advisers who may own only relatively small holdings in a large number of companies. For example, one study found that “most institutional investor holdings are relatively small portions of each firm’s total securities. For example, in our sample … the mean (median) holding of an individual stock by institutional investors is 0.3% (0.03 %).” Given that institutional investors hold stock in hundreds or thousands of companies (for example, TIAA‐CREF holds stock in 7,000 companies), institutional investors—particularly the smaller ones—may not be able to invest in the costly research needed to ensure that they cast each vote in the best interest of their clients. The logical answer is to outsource the research function to a third party, who could do the needed research and sell voting recommendations back to investment advisers for a fee: a proxy advisory firm. While these firms already existed, the 2003 rule gave advisers new economic incentives to use them.

    Second, proxy advisory firms noticed the suggestion in the 2003 rule that soliciting the views of an independent third party could overcome an adviser’s conflict of interest. In 2004, a proxy advisory firm requested—and received—“no-action” relief from the SEC staff that significantly expanded investment advisers’ incentive to use these firms. Specifically, the staff advised Institutional Shareholder Services (“ISS”) that “[A]n investment adviser that votes client proxies in accordance with a pre-determined policy based on the recommendations of an independent third party will not necessarily breach its fiduciary duty of loyalty to its clients even though the recommendations may be consistent with the adviser’s own interests. In essence, the recommendations of a third party who is in fact independent of an investment adviser may cleanse the vote of the adviser’s conflict.” Thus, rotely relying on the advice from the proxy advisory firm became a cheap litigation insurance policy: for the price of purchasing the proxy advisory firm’s recommendations, an investment adviser could ward off potential litigation over its conflicts of interest.

    Finally, in a second 2004 no-action letter to Egan‐Jones, the staff affirmed that a key aspect of some proxy advisory firms’ business model—selling corporate governance consulting services to companies—“generally would not affect the firm’s independence from an investment adviser.” This determination is somewhat incredible, as it places the proxy advisory firm in the position of telling investment advisers how to vote proxies on corporate governance matters that had been the subject of the proxy advisory firm’s consulting services—a seemingly obvious, and insurmountable, conflict of interest.

    In sum, the 2003 release and the 2004 no-action letters set the stage for proxy advisory firms to wield the power of the proxy, through investment adviser firms that had economic, regulatory, and liability incentives to rotely rely on the proxy advisory firms’ recommendations and through the SEC staff’s assurances that this arrangement was just fine, despite the obvious conflicts of interest involved throughout. But it would take some additional developments for proxy advisory firms to attain the dominant voice in American corporate governance that they have today.

    Subsequent Developments

    Since 2003–2004, some features of the SEC regulatory regime have acted to deepen investment advisers’ reliance on proxy advisory firms. First, the quantity of company disclosures has increased significantly over the past few years. For example, the SEC in 2006 adopted revisions to the proxy and periodic reporting rules to require extensive new disclosures about “executive and director compensation, related person transactions, director independence and other corporate governance matters and security ownership of officers and directors.” The new rule generated reams of new disclosures that were long, complex, and focused on regulatory compliance rather than telling the company’s compensation story. The sheer volume of information that an investment adviser would have to review in order to make a fully-informed voting decision is difficult even to organize, much less to read and digest.

    Second, the average number of items on which investors are asked to vote has also been on the rise. This trend is attributable at least in part to the Dodd‐Frank twin advisory votes on executive compensation: a vote for how often to approve executive pay (“say-on-frequency”), and a vote to in fact approve (or disapprove) that pay (“say-on-pay”). We have also seen a continued increase in shareholder proposals that SEC rules generally compel companies to include in the proxy to be voted on, which in turn reflects increased activism around shareholder voting.

    As a result, the economic imperative to use proxy advisory firms that the vote-every-share-every-time interpretation of the 2003 rulemaking created has only deepened over time. At the same time, serious questions emerged, particularly in the corporate community, about the power being wielded by proxy advisory firms in making their recommendations. These recommendations are of course provided contractually to investment advisers; proxy advisory firms have no fiduciary duty to shareholders, nor do they have any interest or stake in the companies that are the subject of the recommendations.

    In particular, corporate observers raised two key questions about proxy advisory firms: are their recommendations infected by conflicts of interest, and even assuming they are not, do they have the capacity to produce accurate, transparent, and useful recommendations?

    With regard to the former question, as alluded to in the Egan-Jones no-action letter, proxy advisory firms may have other, complementary lines of business. For example, in addition to selling vote recommendations to institutional investors (along with voting platforms, data aggregation, and other auxiliary services), they may also sell consulting services to companies that want to ensure that they have structured their governance and other proxy votes so as to avoid “no” recommendations from the proxy advisory firms. The sale of voting recommendations to institutional investors creates a risk that proxy advisory firms, in formulating their core voting recommendations, will be influenced by some of their largest customers (e.g., union or municipal pension funds) to recommend a voting position that would benefit them. The sale of consulting services to companies creates a risk that proxy advisory firms would be lenient in formulating voting recommendations for companies that are their clients and harsh in crafting the recommendations for those companies that have refused to retain their services.

    With regard to the latter question, proxy advisory firms themselves face the same difficulties as institutional investors faced before they determined to outsource their voting: how does one formulate timely, high-quality recommendations for thousands of votes at thousands of companies based on millions of pages of data—all while competing on price with other firms? To put it charitably, they just do the best they can. But their best often is simply not good enough: proxy advisory firms publish some recommendations that are based on clear, material mistakes of fact. Moreover, they base some recommendations on a cookie-cutter approach to governance—i.e., in favor of all proposals of a certain type, like de-staggering boards or removing poison pills, even if there is a sound basis for challenging the assumption that an otherwise beneficial governance reform might not be appropriate for a given company. As one academic article has argued:

    [I]f the institutional investors are only using the proxy advisor voting recommendations to meet their compliance requirement to vote their shares, these investors will favor lower costs over robust research. This raises the question of whether these payments are sufficient to compensate proxy advisors for sophisticated analysis of firm-specific circumstances that is necessary to develop correct governance recommendations. If the price paid by institutional investors is low, this will motivate proxy advisory firms to base their voting recommendation on simple models that ignore the important nuances that affect the appropriate choice of corporate governance. It is unlikely that this type of low level research can actually identify the appropriate governance structure for individual firms.

    Unfortunately companies have little access to proxy advisory firms in order either to correct a mistake of fact, or to explain why a generic corporate governance recommendation is the wrong result in the specific instance: letting companies appeal to the advisory firm is time-consuming and expensive, neither of which is consistent with the proxy advisory firm’s business model. As a result, while the companies that also hire a proxy advisory firm for its corporate consulting service may have some minimal degree of access (e.g., by being provided an opportunity to make limited comments on draft reports), smaller companies that are not clients generally are not afforded any such rights.

    Advisers that rely rotely on the proxy advisory firm’s recommendations also tend not to afford companies an opportunity to tell their story. This is unsurprising: if the advisers wanted to make contextualized decisions about casting each vote, they would not have outsourced their vote in the first place. But it is also supremely ironic: a company that may want to engage in good faith with its shareholders may find that it has no meaningful opportunity to do so. This trend is deeply troubling to me. If an investment adviser is approached by a company with information indicating that the basis on which the adviser is casting its vote is fundamentally flawed, is it really consistent with the investment adviser’s fiduciary duties for the adviser to simply ignore that information? I think the rote reliance on proxy advisory firms has caused investment advisers to lose the forest for the trees: they are so focused on checking the compliance boxes to absolve conflicts of interest under our rules that they forget that they still have a broader fiduciary duty to investors to cast votes in the investors’ best interest. That fiduciary duty, I believe, cannot be satisfied through rote reliance on proxy advisory firms.

    Regulatory Response

    First Steps

    These issues have been on the SEC’s radar for some time now, most notably when they were raised in the 2010 Concept Release on the U.S. Proxy System (the “Proxy Plumbing” release). This release outlined the conflict-of-interest and low-quality voting recommendation issues addressed above, and it requested comment on a long list of potential regulatory solutions. I raised this issue in a number of speeches in 2013 and 2014, and the Commission in December 2013 held a roundtable to examine key questions about the influence of proxy advisers on institutional investors, the lack of competition in this market, the lack of transparency in the proxy advisory firms’ vote recommendation process and, significantly, the obvious conflicts of interest when proxy advisory firms provide advisory services to issuers while making voting recommendations to investors. A wide range of other parties, including Congress, academia, public interest groups, the media, and a national securities exchange, have also been calling for reforms.

    There has also been substantial interest and work regarding the role of proxy advisers on the international front. Recently, the European Commission introduced legislation to address the accuracy and reliability of proxy advisers’ analysis as well as their conflicts of interest. If adopted by the EU’s legislature, Article 3i (entitled “Transparency of proxy advisors”) would require proxy advisors to publicly disclose certain information in relation to the preparation of their recommendations, including the sources of information, total staff involved, and other meaningful data points. It would also require that member states ensure that proxy advisers identify and disclose without undue delay any actual or potential conflicts of interest or business relationships that may influence their recommendations and what they have done to eliminate or mitigate such actual of potential conflicts. While I may not often find myself in a position of agreeing with the European Commission, here I believe their proposal takes an incredible step forward and one that I commend them for promoting.

    Staff Legal Bulletin No. 20

    After the concept release and the roundtable, which provided a wealth of information and perspectives, the SEC staff on June 30th moved toward addressing some of the serious issues. The Division of Investment Management and the Division of Corporation Finance released Staff Legal Bulletin No. 20 (“SLB 20”), providing much-needed guidance and clarification as to the duties and obligations of proxy advisers, and to the duties and obligations of investment advisers that make use of proxy advisers’ services.

    This guidance is a good initial step in addressing the serious deficiencies currently plaguing the proxy advisory process. In particular, it does three important things worth highlighting.

    First, it clarifies the widespread misconception discussed above that the Commission’s 2003 release mandates that investment advisers cast a ballot for each and every vote. The guidance makes clear that this interpretation is wrong. Rather, an investment adviser and its client have significant flexibility in determining how the investment adviser should vote on the client’s behalf. The investment adviser and client can agree that votes will be cast always, sometimes (e.g., only on certain key issues), or never. They similarly can agree that votes will be cast in lockstep with another party (e.g., management, or a large institutional investor). Advisers could agree with investors in a mutual fund managed by the adviser that the adviser would only vote shares in companies representing more than a certain threshold percentage of the fund’s assets—and refrain from voting smaller holdings, vote them with management, or vote them some other way. While possibilities may not be endless, there is room for much more creativity than exists today.

    Second, SLB 20 cautions against misguided reliance on the two 2004 staff no-action letters, which have been widely misinterpreted as permitting investment advisers to abdicate essentially all of their voting responsibilities to proxy advisers without a second thought. The guidance makes clear that investment advisers have a continuing duty to monitor the activities of their proxy advisers, including whether, among other things, the proxy advisory firm has the capacity to “ensure that its proxy voting recommendations are based on current and accurate information.” I have heard from many companies that proxy advisory firms sometimes produce recommendations based on materially false or inaccurate information, but they are unable to have the proxy advisory firm even acknowledge these claims, much less review them and determine whether to revise its recommendation in light of the corrected information.

    While I encourage companies to attempt to work with proxy advisers, I also believe it is important for companies to bring this type of misconduct by proxy advisers to the attention of their institutional shareholders. As explained in the new guidance, investment advisers are required to take reasonable steps to investigate errors. Repeated instances of proxy advisers failing to correct recommendations they based on materially inaccurate information should cause investment advisers to question whether the proxy adviser can be relied upon. Separate and apart from the guidance they receive, I believe investment advisers’ broader fiduciary duty should compel them to review the corrected information provided by the company and consider it when determining how ultimately to cast their votes.

    Third, SLB 20 makes clear that a proxy advisory firm must disclose to recipients of voting recommendations any significant relationship the proxy advisory firm has with a company or security holder proponent. This critical disclosure must clearly and adequately describe the nature and scope of the relationship, and boilerplate will not suffice.

    Further Interventions?

    While these reforms are much-needed, I am concerned that the guidance does not go far enough. SLB 20 provides some incremental duties and suggests ways that individual entities could structure their advisory relationship so as to reduce reliance on proxy advisory firms, but it has become clear to me that, over the past decade, the investment adviser industry has become far too entrenched in its reliance on these firms, and there is therefore a risk that the firms will not take full advantage of the new guidance to reduce that reliance.

    I therefore intend to closely monitor how these reforms are being executed and whether they are solving the current significant problems in this space. In fact, if a company does experience difficulties in getting the proxy advisory firm to respond to the company’s concerns about the accuracy of the information on which the recommendation is based, and does therefore follow my suggestion to reach out directly to its institutional investors, I would encourage the company also to provide a copy of its shareholder communications directly to my office. I would be very interested to learn which complaints are being disregarded by proxy advisory firms and institutional investors. In addition, I believe SLB 20 should diminish the number of these complaints over time, and I will be very interested to discover whether this is in fact the case.

    Finally, while I appreciate the important steps that are being taken above, I believe that the release of SLB 20 still may not fully address the fact that our rules have accorded to proxy advisors a special and privileged role in our securities laws—a role similar to that of nationally recognized statistical ratings organizations (“NRSRO”) before the financial crisis. I intend to continue to seek structural changes that will address this dangerous overreliance.

    For example, the Commission could replace the two staff no-action letters with Commission-level guidance. Such guidance would seek to ensure that institutional shareholders are complying with the original intent of the 2003 rule and effectively carrying out their fiduciary duties. Commission guidance clarifying to institutional investors that they need to take responsibility for their voting decisions rather than engaging in rote reliance on proxy advisory firm recommendations would go a long way toward mitigating the concerns arising from the outsized and potentially conflicted role of proxy advisory firms.

    In addition, as I have stated in the past, I believe that the Commission should fundamentally review the role and regulation of proxy advisory firms and explore possible reforms, including, but not limited to, requiring them to follow a universal code of conduct, ensuring that their recommendations are designed to increase shareholder value, increasing the transparency of their methods, ensuring that conflicts of interest are dealt with appropriately, and increasing their overall accountability. I do not believe that the Commission should be in the business of comprehensively regulating proxy advisory firms—as we’ve seen from the 2006 NRSRO rule, such regulation often is simply ineffective—but there may be additional steps that we can take to promote transparency and best practices.

    In Sum

    To be clear, I realize that proxy advisers can provide important information to institutional investors and others. But that business model should be able to stand or fall on its own merits—i.e., based on the usefulness of the information provided to the marketplace. The SEC’s rulebook should not accord proxy advisory firms a special, privileged role—or, if that privilege cannot be completely stripped away, proxy advisory firms should be subject to increased oversight and accountability commensurate with their role.

    ________________________________________________

    Daniel M. Gallagher*  is a Commissioner at the U.S. Securities and Exchange Commission. The following post is based on a Washington Legal Foundation working paper by Mr. Gallagher; the complete publication, including footnotes, is available here.

     

    Les risques de gouvernance associés à l’OPA d’Alibaba


    , professeur de droit, d’économique et de finance, et directeur des programmes sur la gouvernance corporative à la Harvard law School vient de publier un article très important dans le New York Times.

    L’auteur met les investisseurs en garde contre de réels risques de gouvernance liés à l’offre publique d’achat (OPA) de l’entreprise chinoise Alibaba.

    Je crois qu’il est utile de mieux comprendre les enjeux de gouvernance avant d’investir dans cette immense OPA.

    Bonne lecture !

     

    Wall Street is eagerly watching what is expected to be one of the largest initial public offering in history: the offering of the Chinese Internet retailer Alibaba at the end of this week. Investors have been described by the media as “salivating” and “flooding underwriters with orders.” It is important for investors, however, to keep their eyes open to the serious governance risks accompanying an Alibaba investment.

    Several factors combine to create such risks. For one, insiders have a permanent lock on control of the company but hold only a small minority of the equity capital. Then, there are many ways to divert value to affiliated entities, but there are weak mechanisms to prevent this. Consequently, public investors should worry that, over time, a significant amount of the value created by Alibaba would not be shared with them.

    In Alibaba, control is going to be locked forever in the hands of a group of insiders known as the Alibaba Partnership. These are all managers in the Alibaba Group or related companies. The Partnership will have the exclusive right to nominate candidates for a majority of the board seats. Furthermore, if the Partnership fails to obtain shareholder approval for its candidates, it will be entitled “in its sole discretion and without the need for any additional shareholder approval” to appoint directors unilaterally, thus ensuring that its chosen directors always have a majority of board seats.

    Alibaba is scheduled to become a publicly traded company later this week.

    Many public companies around the world, especially in emerging economies, have a large shareholder with a lock on control. Such controlling shareholders, however, often own a substantial portion of the equity capital that provides them with beneficial incentives. In the case of Alibaba, investors need to worry about the relatively small stake held by the members of the controlling Alibaba Partnership.

    After the I.P.O., Alibaba’s executive chairman, Jack Ma, is expected to hold 7.8 percent of the shares and all the directors and executive officers will hold together 13.1 percent. Over time, insiders may well cash out some of their current holding, but Alibaba’s governance structure would ensure that directors chosen by the Alibaba Partnership will forever control the board, regardless of the size of the stake held by the Partnership’s members.

    With an absolute lock on control and a limited fraction of the equity capital, the Alibaba insiders will have substantial incentives to divert value from Alibaba to other entities in which they own a substantial percentage of the equity. This can be done by placing future profitable opportunities in such entities, or making deals with such entities on terms that favor them at the expense of Alibaba.

    Alibaba’s prospectus discloses information about various past “related party transactions,” and these disclosures reflect the significance and risks to public investors of such transactions. For example, in 2010, Alibaba divested its control and ownership of Alipay, which does all of the financial processing for Alibaba, and Alipay is now fully controlled and substantially owned by Alibaba’s executive chairman.

    Public investors should worry not only about whether the Alibaba’s divesting of Alipay benefited Mr. Ma at the expense of Alibaba, but also about the terms of the future transactions between Alibaba and Alipay. Because Alibaba relies on Alipay “to conduct substantially all of the payment processing” in its marketplace, these terms are important for Alibaba’s future success.

    Mr. Ma owns a larger fraction of Alipay’s equity capital than of Alibaba’s, so he would economically benefit from terms that would disfavor Alibaba. Indeed, given the circumstances, the I.P.O. prospectus acknowledges that Mr. Ma may act to resolve Alibaba-Alipay conflicts not in Alibaba’s favor.

    The prospectus seeks to allay investor concerns, however, by indicating that Mr. Ma intends to reduce his stake in in Alipay within three to five years, including by having shares in Alipay granted to Alibaba employees. But stating such an intention does not represent an irreversible legal commitment. Furthermore, transfers of Alipay ownership stakes from Mr. Ma to other members of the Alibaba Partnership would still leave the Partnership’s aggregate interest to be decidedly on the side of Alipay rather than Alibaba.

    Given the significant related party transactions that have already taken place, and the prospect of such transactions in the future, Alibaba tried to placate investors by putting in a “new related party transaction policy.” But this new policy hardly provides investors with solid protection. Unlike charter and bylaw provisions, corporate policies are generally not binding. Furthermore, Alibaba’s policy explicitly allows the board, where the nominees of Alibaba partnership will always have a majority, to approve any exceptions to the policy that the board chooses.

    Of course, the Alibaba partners might elect not to take advantage of the opportunities for diversion provided to them by Alibaba’s structure. And, even if the partners do use such opportunities, the future business success of Alibaba might be large enough to make up for the costs of diversions and leave public investors with good returns on their investment.

    Before jumping in, however, investors rushing to participate in the Alibaba I.P.O. must recognize the substantial governance risks that they would be taking. Alibaba’s structure does not provide adequate protections to public investors.

    __________________________________________

    Article relié :

    Alibaba Raises the Fund-Raising Target for Its I.P.O. to $21.8 Billion (Sept. 15, 2014)

    Une perspective française sur le « Say on Pay » et la réalité de la transparence


    Ce matin, je porte à votre attention une courte vidéo produite par la chaîne française Xerfi Canal qui aborde le sujet du « Say on Pay », une importation du système réglementaire américain.

    Entendez le point de vue de l’expert français Philippe Portier, avocat-associé au cabinet JeantetAssociés, qui répond aux questions Thibault Lieurade sur l’efficacité de ce dispositif appliqué au système de gouvernance français.

    Quel est votre avis sur l’application de certaines mesures de gouvernance dans un contexte culturel différent ?

    Voici une brève description du contenu. Bon visionnement !

    Depuis la mi-2013 en France, les actionnaires des entreprises cotées assujetties au code de gouvernance AFEP-MEDEF émettent un avis sur les rémunérations des dirigeants. C’est le principe du Say on Pay.

    L’objectif théorique est double :

    (1) limiter l’inflation jugée inacceptable socialement des rémunérations des dirigeants et

    (2) redonner du pouvoir aux actionnaires.

    Rémunération des dirigeants : « say on pay » et transparence réelle

     

    Philippe-Portier-Remuneration-des-dirigeants-say-on-pay-et-transparence-reelle
    Philippe Portier | Rémunération des dirigeants : « say on pay » et transparence réelle

    Les modèles de gouvernance fondés sur la prise en compte des intérêts des « Stakeholders » sont-ils efficaces ?


    Dans ce billet, nous attirons votre attention sur une étude remarquable, récemment publiée par Franklin Allen, professeur d’économie à l’Université de Pennsylvanie et à Imperial College, Londres; Elena Carletti, professeure de finance à l’université Bocconi ; et Robert Marquez, professeur de finance à l’Université de Californie (Davis), paru sur le blogue de Harvard Law School Forum on Corporate Governance.

    L’étude montre que les entreprises peuvent adopter deux modèles relativement distincts de gouvernance.

    Le premier modèle, celui qui règne dans les pays Anglo-Saxons, adopte la perspective de la théorie de l’agence selon laquelle il doit exister une nette séparation des pouvoirs entre les actionnaires-propriétaires et les dirigeants de l’organisation. Dans ces pays (U.S., Canada, UK, Australie), les lois précisent assez clairement que les actionnaires sont les propriétaires de l’entreprise et que les managers ont le devoir fiduciaire d’agir en fonction de leurs intérêts, tout comme les administrateurs qui sont les représentants élus des actionnaires.

    La situation canadienne est un peu particulière parce que certains jugements stipulent que les administrateurs doivent aussi tenir compte des conséquences des décisions sur les diverses parties prenantes.

    Il y a plusieurs pays qui adoptent un deuxième modèle de gouvernance, un modèle qui accorde une importance capitale aux parties prenantes (Stakeholders), plus particulièrement aux employés.

    Par exemple, en Allemagne, le système de cogestion exige un nombre égal de sièges d’actionnaires et d’employés au conseil de supervision. Les intérêts des parties prenantes sont également pris en compte par une représentation significative d’employés en Autriche, en France, aux Pays-Bas, au Danemark, en Suède.

    D’autres pays tels que la Chine et le Japon ont des modèles de gouvernance qui se fondent sur des normes se rapportant aux consensus sociaux.

    Quel modèle de gouvernance peut le mieux optimiser la performance des entreprises, tout en répondant aux impératifs de rentabilité, de compétitivité et de pérennité de ces dernières ?

    Vous ne serez peut-être pas étonnés d’apprendre que le modèle Anglo-Saxon, fondé sur la propriété des actionnaires, n’est pas nécessairement le plus efficace ! Mais pourquoi ?

    Voilà ce que cette étude examine en profondeur. Voici quelques extraits de l’article, dont la conclusion suivante :

    « If workers and shareholders are made better off by co-determination and consumers are made worse off, then it is still likely that co-determination will be implemented. The reason is that workers and shareholders are usually better organized and are in a position to lobby in favor of co-determination, whereas consumers are dispersed. Such a political economy approach can help shed light on the emergence of stakeholder governance. In turn, the present study illustrates one of the likely consequences of the adoption of a stakeholder approach to corporate governance ».

    Stakeholder Governance, Competition and Firm Value

     

    ….. These differences in firms’ corporate orientation are confirmed by the results of a survey of senior managers at a sample of major corporations in Japan, Germany, France, the US, and the UK, who were asked whether “A company exists for the interest of all stakeholders” or whether “Shareholder interest should be given the first priority” (Yoshimori, 2005). The results of the survey strongly suggest that stakeholders are considered to be very important in Japan, Germany and France, while shareholders’ interests represent the primary concern in the US and the UK. The same survey reports that firm continuity and employment preservation are important concerns for managers of corporations located in Japan, Germany and France, but not for those located in the US and the UK. All these considerations suggest that in many countries the legal system or social conventions have as a common objective the inclusion of parties beyond shareholders into firms’ decision-making processes. In particular, workers are seen as important stakeholders in the firm, with continuity of employment being an important objective.IMG_20140516_140943

    In our paper, Stakeholder Governance, Competition and Firm Value, forthcoming in the Review of Finance, we examine these issues, and provide an understanding of how imposing stakeholder governance affects firms’ behavior even when this involves a trade-off between the interests of shareholders and those of other stakeholders. Our main idea is that stakeholder firms internalize the effects of their behavior on stakeholders other than shareholders. In particular, they are concerned with the benefits that their stakeholders would lose should the firm not survive. As a consequence, stakeholder firms are more concerned with avoiding bankruptcy since this prevents their stakeholders from enjoying their benefits. The different concern for survival affects firms’ strategic behavior in the product market and, in particular, the way they behave in the presence of uncertainty.

    Specifically, we develop a model where firms compete in the product market with other firms, and have to choose the prices at which to sell their goods. Firms are subject to uncertainty, and can go bankrupt if they fail to turn a profit either because the expected sales did not quite materialize, or because costs turned out to be higher than anticipated. The possibility, and fear, of bankruptcy thus induces firms to be more conservative in their pricing policies, preferring to maintain a larger cushion between their revenues and their costs, than in seeking out (possibly) larger sales but at thinner margins.

    A concern for stakeholders makes a firm even more concerned about avoiding bankruptcy to the extent that it may lead to dislocation of its workers, and makes it even more conservative in its pricing policies. While the direct consequence of this is to move a firm away from the objective of maximizing profits and thus shareholder value, there is an indirect effect coming through the interaction between competing firms in the product market: when one firm becomes less aggressive, other firms have an incentive to follow suit. This reduction in aggression (i.e., competition) industry-wide benefits the stakeholder-oriented firm, so much so that shareholders may in fact be better off when their firm can commit to internalizing stakeholder concerns. In other words, stakeholders’, such as employees, and shareholders’ interests become aligned through the competitive interactions among firms, rather than being at odds as they would appear to be if one ignores firms’ product market interactions.

    We use this basic idea to study a number of issues ranging from state-mandated inclusion of stakeholders in corporate governance (e.g., the case of Germany), to globalization that makes it commonplace for firms from shareholder-oriented societies to compete with those from countries with a stakeholder orientation. We also study the implications of financial constraints for the capital structure of stakeholder-oriented firms, and show that the same conservative stance in the product market translates into more conservative capital structure.

    Our study raises a number of unanswered questions about the ultimate effect of stakeholders’ orientations on firm behavior and value, and suggests directions for future research. One of the interesting questions is why some countries adopt stakeholder governance while others do not, and why governments adopt such governance although it may benefit firms and employees at the expense of consumers. There is a growing literature on corporate governance and political economy that emphasizes that the political process plays a very important part in determining the corporate governance structure in a country (see, e.g., Pagano and Volpin, 2005; Perotti and von Thadden, 2006; and Perotti and Volpin, 2007). For example, if workers and shareholders are made better off by co-determination and consumers are made worse off, then it is still likely that co-determination will be implemented …..

    Toute la lumière sur les attentes envers les C.A. | L’état de situation selon Lipton


    Aujourd’hui, je veux vous faire partager le point de vue de Martin Lipton*, expert dans les questions de fusion et d’acquisition ainsi que dans les affaires se rapportant à la gouvernance des entreprises, sur les enjeux des C.A.. L’auteur met l’accent sur les pratiques exemplaires en gouvernance et sur les comportements attendus des conseils d’administration.

    Ce texte, paru sur le blogue du Harvard Law School Forum on Corporate Governance,résume très bien les devoirs et les responsabilités des administrateurs de sociétés de nos jours et renforce la nécessité, pour les conseils d’administration, de gérer les situations d’offres hostiles.

    Bonne lecture ! Êtes-vous d’accord avec les attentes énoncées ? Vos commentaires sont les bienvenus.

    The Spotlight on Boards

     

    The ever evolving challenges facing corporate boards prompts an updated snapshot of what is expected from the board of directors of a major public company—not just the legal rules, but also the aspirational “best practices” that have come to have almost as much influence on board and company behavior.

    Boards are expected to:

    Establish the appropriate “Tone at the Top” to actively cultivate a corporate culture that gives high priority to ethical standards, principles of fair dealing, professionalism, integrity, full compliance with legal requirements and ethically sound strategic goals.IMG_20140523_112914

    Choose the CEO, monitor his or her performance and have a succession plan in case the CEO becomes unavailable or fails to meet performance expectations.

    Maintain a close relationship with the CEO and work with management to encourage entrepreneurship, appropriate risk taking, and investment to promote the long-term success of the company (despite the constant pressures for short-term performance) and to navigate the dramatic changes in domestic and world-wide economic, social and political conditions. Approve the company’s annual operating plan and long-term strategy, monitor performance and provide advice to management as a strategic partner.

    Develop an understanding of shareholder perspectives on the company and foster long-term relationships with shareholders, as well as deal with the requests of shareholders for meetings to discuss governance and the business portfolio and operating strategy. Evaluate the demands of corporate governance activists, make changes that the board believes will improve governance and resist changes that the board believes will not be constructive. Work with management and advisors to review the company’s business and strategy, with a view toward minimizing vulnerability to attacks by activist hedge funds.

    Organize the business, and maintain the collegiality, of the board and its committees so that each of the increasingly time-consuming matters that the board and board committees are expected to oversee receives the appropriate attention of the directors.

    Plan for and deal with crises, especially crises where the tenure of the CEO is in question, where there has been a major disaster or a risk management crisis, or where hard-earned reputation is threatened by a product failure or a socio-political issue. Many crises are handled less than optimally because management and the board have not been proactive in planning to deal with crises, and because the board cedes control to outside counsel and consultants.

    Determine executive compensation to achieve the delicate balance of enabling the company to recruit, retain and incentivize the most talented executives, while also avoiding media and populist criticism of “excessive” compensation and taking into account the implications of the “say-on-pay” vote.

    Face the challenge of recruiting and retaining highly qualified directors who are willing to shoulder the escalating work load and time commitment required for board service, while at the same time facing pressure from shareholders and governance advocates to embrace “board refreshment”, including issues of age, length of service, independence, gender and diversity. Provide compensation for directors that fairly reflects the significantly increased time and energy that they must now spend in serving as board and board committee members. Evaluate the board’s performance, and the performance of the board committees and each director.

    Determine the company’s reasonable risk appetite (financial, safety, cyber, political, reputation, etc.), oversee the implementation by management of state-of-the-art standards for managing risk, monitor the management of those risks within the parameters of the company’s risk appetite and seek to ensure that necessary steps are taken to foster a culture of risk-aware and risk-adjusted decision-making throughout the organization.

    Oversee the implementation by management of state-of-the-art standards for compliance with legal and regulatory requirements, monitor compliance and respond appropriately to “red flags.”

    Take center stage whenever there is a proposed transaction that creates a real or perceived conflict between the interests of stockholders and those of management, including takeovers and attacks by activist hedge funds focused on the CEO.

    Recognize that shareholder litigation against the company and its directors is part of modern corporate life and should not deter the board from approving a significant acquisition or other material transaction, or rejecting a merger proposal or a hostile takeover bid, all of which is within the business judgment of the board.

    Set high standards of social responsibility for the company, including human rights, and monitor performance and compliance with those standards.

    Oversee relations with government, community and other constituents.

    Review corporate governance guidelines and committee charters and tailor them to promote effective board functioning.

    To meet these expectations, it will be necessary for major public companies

    (1) to have a sufficient number of directors to staff the requisite standing and special committees and to meet expectations for diversity;

    (2) to have directors who have knowledge of, and experience with, the company’s businesses, even if this results in the board having more than one director who is not “independent”;

    (3) to have directors who are able to devote sufficient time to preparing for and attending board and committee meetings;

    (4) to provide the directors with regular tutorials by internal and external experts as part of expanded director education; and

    (5) to maintain a truly collegial relationship among and between the company’s senior executives and the members of the board that enhances the board’s role both as strategic partner and as monitor.

    ________________________________________________

    Martin Lipton is a founding partner of Wachtell, Lipton, Rosen & Katz, specializing in mergers and acquisitions and matters affecting corporate policy and strategy

    Contribution des administrateurs externes à la vision des entreprises


    Michael Evans, l’auteur de ce court article publié dans Forbes, montre les nombreux avantages des entreprises (jeunes, petites, familiales, entrepreneuriales …) à recruter un ou quelques administrateurs externes au conseil d’administration.

    Les administrateurs externes doivent être judicieusement choisis afin de compter sur leurs expériences du domaine d’affaires ainsi que sur leurs capacités à exposer plus de perspective et de vision.

    L’auteur présente également les quatre rôles fondamentaux que les administrateurs externes peuvent contribuer à clarifier.

    Voici un extrait de la première partie de l’article. Bonne lecture !

    Outside Board Members Bring Needed Experience And Perspective To Your Company

     

    Middle-market companies often operate as small fiefdoms under the control of the king, or to use a business term, the CEO. Very few mid-sized companies have a formal board of directors and for those that do have boards, CEOs tend to populate them with family, friends, and internal management. The theory is that board members do not know the business of the company, cost too much, and often do not provide value. In some cases, those conclusions are often true. But in many cases, the establishment of an effective board and the inclusion of outside board members have saved many a company from ruin.

    It is estimated that less than 5 percent of middle-market companies have an established board or advisory board, the primary reason for such a low percentage is that small- and middle-market businesses believe they are smart enough not to need a board, think it is too expensive, or believe it would constrain their decision-making abilities.

    female outside board member

    With the demands on CEOs — including ongoing regulatory changes, pressure from family and other founders, the rise of new competitors and business models, and the need to transform businesses at an ever-quickening pace — it may be time for you to get some help and add an outside director to your board.

    Outside directors bring outside experience and perspective to the board. They keep a watchful eye on the inside directors and on the way the organization is run, and provide guidance as to risk management and good corporate governance practices. Outside directors are often useful in handling disputes between inside directors, or between shareholders and the board.