With the national unemployment rate still in double digits, Congress and the public are paying extra attention to executive compensation, especially in the financial services industry.
As part of the legislation that created the Troubled Asset Relief Program, federal pay czar Kenneth Feinberg is charged with overseeing the salaries of the top 25 highest-paid employees at five companies that continue to receive "extraordinary" TARP assistance.
The process works like this: The companies submit their compensation plans to Feinberg's office. He then determines whether their proposed pay for key employees is "contrary to the public interest" based on a set of pre-determined criteria.
If it is, he revises it, although the company can appeal if it wishes.
Feinberg, whose formal title is Special Master for Executive Compensation. revised proposed pay at all but one of the companies under his authority, because he concluded that they were being too generous to executives and not acting in taxpayers' best interest.
Here is a breakdown of what companies wanted, and what Feinberg ultimately allowed. Click the links within each listing for details on the total compensation packages for the company's top 25 employees.
American International Group Inc.
AIG originally proposed salaries of more than $500,000 a year for 10 employees, according to a letter from Feinberg to the company. He ultimately made the company limit salaries above that amount to just five employees. Feinberg also wrote that compensation packages needed to be reduced to levels comparable to those of similar employees in similarly positioned companies.
Due to an unresolved discussion regarding $45 million in "retention" payments to AIG employees in 2009, Feinberg determined that no additional payments would go to AIG Financial Products employees --- other than their continued cash salaries. And instead of the standard $500,000 salary, he froze their pay at 2008 levels.
AIG Financial Products was responsible for creating the credit-default swaps and other derivatives that nearly brought down the entire company in 2008.
All total, cash payments for the top 25 employees at AIG decreased by $22.2 million, or 63 percent, compared to last year. But total direct compensation increased by $1.9 million, or 2 percent.
AIG has received $69.8 million in TARP money, as part of a broader aid package topping $180 billion.
Chrysler LLC
The automaker proposed freezing employees' cash salaries at 2009 levels, adding stock salary of up to $180,000 for some employees, and giving most employees annual long-term incentive awards of up to $340,000, also payable in stock. Those proposals were accepted by Feinberg, and it was the only company whose proposals Feinberg felt were not excessive.
Chrysler has received nearly $13 billion in TARP aid.
Chrysler Financial LLC
Chrysler Financial, which is winding down its operations, requested that its salaries be paid exclusively in cash, since it would be impractical for them to be paid in stock. The company proposed increasing its salaries to 20 percent above 2009 levels based on its "successful achievement of pre-determined business objectives sooner than anticipated."
Feinberg disputed that claim, arguing that its proposed cash salaried were too high and exceeded the amount needed to retain employees during an orderly shutdown. He modified the salaries to make them consistent with the public's interest, according to his letter to the company. All total, the company's total direct compensation increased 10 percent over 2009 levels but remains below 2008 levels. Eight of the company's employees have total direct compensation exceeding $500,000.
The Treasury Department provided $1.5 billion to Chrysler Financial last January.
General Motors Co.
GM proposed increasing salaries above 2009 for most of its top 25 employees, with 16 to collect more than $500,000. Feinberg wrote in his letter that that seemed too generous, and cash salaries should be less than $500,000 except in special circumstances. As a result, only eight employees will have cash salaries in excess of $500,000, while annual cash salaries overall will decrease by 7.5 percent.
GM also proposed that some employees receive stock salary of up to $5.3 million, which Feinberg accepted. He tweaked the company's proposal for annual long-term incentive awards of up to $2 million.
GM has received more than $50 billion in TARP aid.
GMAC
GMAC proposed that employees new to the top 25 get salaries of $400,000 to $500,000, and those remaining would get either their 2009 rate or the 2009 rate plus $9,000 to replace their company cars.
Finally, the company proposed that most employees in the group get an annual long-term incentive award of up to one-third of their total 2010 compensation.
Feinberg ruled that salaries should not exceed $500,000 except for special circumstances. His decision prompted GMAC to reduce the pay of two people who would have earned more than that. He also scrapped the extra $9,000 per executive that GMAC proposed, arguing in a letter that it did not satisfy the principle that compensation "should reflect the current or prospective contributions of an employee" to the company's value.
He did not accept the proposed increases in stock salary for those in last year's group; he also found the proposed stock salary for those new to the group "excessive" and reduced them.
GMAC has received more than $16 billion in aid from the Treasury Department.
The company originally wanted to increase Chief Executive Micheal Armstrong's stock salary rate and annual long term incentive, but Feinberg determined an increase above 2009 rates in unwarranted.
The CEO won't get a cash salary this year, and other employees' cash salaries won't exceed $500,000. Stock salaries for employees new to the top 25 will be reduced to "levels more appropriate"; those who remained in the top 25 will see their stock salaries frozen.
Incentive pay will be $12.5 million for the group - reduced from the company's proposed $29.5 million.
Overall, cash compensation is down $8.8 million or 45 percent for the group. Total direct compensation decrease by 14 percent from 2009.