Incentive Compensation Feed - BETA¶
General Information¶
VerityData's Incentive Compensation dataset tracks the specific metrics driving CEO's annual and long-term compensation. The feed contains annual and long-term incentive plan details including metric level targets and actuals.
The data is provided in three feeds:
- Annual Incentives covers annual incentive plan details including metric level targets and actuals.
- Long-Term Incentives covers long-term incentive plan details including the payout breakdown between Performance Shares, Stock Options and Restricted Stock Units as well as specific metric level targets and actuals.
- Long-Term Actual contains the actual results for the metrics achieved during the performance period and the actual payout percentages.
Additional Point-in-time notes¶
- Updates to company-related fields (ticker, cusip, company_name, etc.) do not trigger updates in the feed, only updates to transaction specific fields trigger an update.
- Company-related fields are as of the asof field, not the original insert, meaning values such as ticker, cusip, etc. may change when comparing an initial insert to a later update for the same txnid. (e.g. a transaction with ticker "FOO" at insert will show as "BAR" on subsequent updates if the company's ticker changed between the two asof dates. The original insert will always show "FOO", however.)
- Not all fields are available with point-in-time accuracy. Please see the Data Dictionaries for more information.
Notes on Nested Fields¶
Some of the fields, labelled [JSON Data] below contain structured data in the JSON file format. This is a commonly-used format for structured data which can vary from instance to instance. Nearly all modern software frameworks have tools for parsing this data; it is also reasonably human-readable.
JSON data is inherently variable; do not assume specific entries, numbers of elements, or other properties of the data without verifying those assumptions. The JSON field names are chosen to be somewhat self-explanatory, but can sometimes be terse. If you have difficulty parsing or interpreting the JSON data, please contact your Verity support for assistance.
Annual Incentive Data Dictionary¶
| Heading | JSON Subfield | Description |
|---|---|---|
| ticker | Ticker of the company. Tickers in [square brackets] indicate de-listed or inactive companies. | |
| cusip | CUSIP identifier of the company. | |
| class_status | Denotes the status of the company at the time of the lastupdate. Useful to exclude posthumous edits to inactive companies from your modeling / testing. | |
| company_name | Name of the company. | |
| sector | Sector of the company | |
| mcap | [Not Point In Time Data] Market Cap of the company as of the filing date. | |
| proxy_id | Verity's unique document id. | |
| disclosure_date | The date that the filing was filed at the SEC. | |
| filed_time | The exact date and time in YYYY-MM-DD hh:mm:ss the filing was filed at the SEC. | |
| received_time | The exact time in YYYY-MM-DD hh:mm:ss.ssssss that we received the filing, usually within seconds after the File_time above. The date and time listed is generated by our internal servers. This field is NULL for all transactions prior to 2008. NOTE: This field may read earlier than the File_Time field as our server time and the SEC's server time are not synced. | |
| plan_id | Unique incentive plan ID assigned by VerityData. | |
| year | Fiscal year of the Proxy Filing. | |
| rptcik | SEC assigned unique identifier of the Insider. | |
| insider_name | Name of the insider. | |
| age | Age of the insider (calculated by using confirmed birthdate and the grants date). | |
| gender | Gender of the insider. | |
| ceo_base_salary | CEO base salary for the fiscal year. This amount is typically not tied to performance metrics and is guaranteed regardless of company or individual performance. | |
| target_payout_percentage | The percentage of the CEO's base salary that is designated as a potential performance-based payout, usually linked to specific performance goals (e.g., revenue, earnings, stock price). It reflects the planned or expected payout based on achieving target company performance or individual objectives. | |
| target_payout_value | The dollar amount the CEO is eligible to receive if they meet predefined performance targets. | |
| overall_actual_company_multiplier | The factor used to adjust the target payout based on the actual performance of the company relative to its goals. | |
| overall_actual_individual_multiplier | The factor used to adjust the target payout based on the actual performance of the individual relative to their goals. | |
| actual_payout_percentage | The percentage of the target payout that the CEO actually receives, based on the combined company and individual performance. It is determined by the overall actual company multiplier and the overall actual individual multiplier, and may be higher or lower than the target payout percentage depending on actual performance. | |
| actual_payout_value | The dollar amount the CEO ultimately receives as a performance-based payout. | |
| formula | The formula used to calculate the Annual Incentive Payout. | |
| individual_metrics_percentage_details | BOOLEAN: TRUE if the percentages are disclosed | |
| individual_metrics_summary | Description of the individual metrics. | |
| forward_looking_metric_details | Disclosed changes to current metrics for future years. | |
| note | Additional details or context related to the AIP payout - including situations where the payout amount doesn't equal the calculated amount, limited disclosure by the company related to its plan or payouts, and other exceptional situations. | |
| metrics | [JSON Data] Nested fields for annual incentive metrics. An annual incentive plan may have multiple metrics. | |
| metric_id | Unique incentive metric ID assigned by VerityData. | |
| name | Metric name. | |
| definition | Definition of the metric. | |
| classification | Verity classifies incentive metrics as Financial or Non-Financial. | |
| units | Units the metric is disclosed in. Most commonly $, percent or bps (basis points). | |
| weight | The metric weight reflects the relative importance of the specific performance metric to the overall incentive compensation plan. The sum of the metric weights for all metrics usually equals 100%. | |
| threshold | The minimum level required to begin receiving a payout for the metric. | |
| target | The level of performance that corresponds to a specific payout, often representing the expected or goal performance. The target is typically associated with 100% of the potential payout for the metric. | |
| maximum | The highest performance level for a specific metric that results in the maximum possible payout. Exceeding the maximum threshold often results in a capped payout. | |
| thresholdpct | The percentage of the total possible payout that corresponds to the threshold level of performance. | |
| targetpct | The percentage of the total possible payout that corresponds to the target level of performance. | |
| maximumpct | The percentage of the total possible payout that corresponds to the maximum level of performance. | |
| actualmetricvalue | The actual result for the metric achieved during the performance period. This value determines how close the performance was to the defined threshold, target, or maximum. | |
| actualpayoutpct | The percentage of the total potential payout that an individual actually receives, based on the company's performance relative to the defined thresholds, targets, and maximums for each performance metric. This percentage is calculated based on the actual metric value achieved during the performance period. | |
| note | Additional details or context related to the metric. | |
| last_update | The date of the last update for metrics. | |
| modifiers | [JSON Data] Nested fields for annual incentive modifiers. An annual incentive plan may have multiple modifiers. | |
| modifier_id | Unique incentive modifier ID assigned by VerityData. We include details for each AIP Modifier. Modifiers typically multiply the overall bonus by +/- a percentage range. | |
| name | Modifier name. | |
| type | Modifier type: Linear Payout, Target is Range, Gate. For complex bonus plans, we may use the modifier to outline an initial "Gate" (or threshold) that a company must surpass to be eligible for the bonus. | |
| classification | Verity classifies incentive modifiers as Financial or Non-Financial. | |
| units | Units the modifier is disclosed in. Most commonly $, percent or bps (basis points). | |
| definition | Definition of the modifier. | |
| minimum | The lowest performance level for a specific modifier that results in the minimum possible payout. | |
| target | The level of performance that corresponds to a specific payout, often representing the expected or goal performance. | |
| maximum | The highest performance level for a specific modifier that results in the maximum possible payout. | |
| target_min | Minimum for type "Target is Range" | |
| target_max | Maximum for type "Target is Range" | |
| threshold_modifier | The percentage of the total possible payout that corresponds to the threshold level of performance. | |
| target_modifier | The percentage of the total possible payout that corresponds to the target level of performance. | |
| maximum_modifier | The percentage of the total possible payout that corresponds to the maximum level of performance. | |
| actual_value | The actual result for the modifier achieved during the performance period. This value determines how close the performance was to the defined threshold, target, or maximum. | |
| actual_payout | The percentage of the total potential payout that an individual actually receives, based on the company's performance relative to the defined thresholds, targets, and maximums for each modifier. This percentage is calculated based on the actual modifier value achieved during the performance period. | |
| note | Additional details or context related to the modifier. | |
| last_update | The date of the last update for modifiers. | |
| last_update | The date of the last update for this entry. | |
| edit_action | "U" for update, "D" for delete and "I" for new insert. | |
| asof | The date the record appeared in the feed |
Long-Term Incentive Data Dictionary¶
| Heading | JSON Subfield | Description |
|---|---|---|
| ticker | Ticker of the company. Tickers in [square brackets] indicate de-listed or inactive companies. | |
| cusip | CUSIP identifier of the company. | |
| class_status | Denotes the status of the company at the time of the lastupdate. Useful to exclude posthumous edits to inactive companies from your modeling / testing. | |
| company_name | Name of the company. | |
| sector | Sector of the company | |
| mcap | [Not Point In Time Data] Market Cap of the company as of the filing date. | |
| proxy_id | Verity's unique document id. | |
| disclosure_date | The date that the filing was filed at the SEC. | |
| filed_time | The exact date and time in YYYY-MM-DD hh:mm:ss the filing was filed at the SEC. | |
| received_time | The exact time in YYYY-MM-DD hh:mm:ss.ssssss that we received the filing, usually within seconds after the File_time above. The date and time listed is generated by our internal servers. This field is NULL for all transactions prior to 2008. NOTE: This field may read earlier than the File_Time field as our server time and the SEC's server time are not synced. | |
| plan_id | Unique incentive plan ID assigned by VerityData. | |
| start_year | First year of the incentive period. Long-term incentive plans cover a multi-year period. For example, the 2024 proxy typically contains LTIP incentives that will be earned over 2023-2025. | |
| end_year | Last year of the incentive period. Long-term incentive plans cover a multi-year period. For example, the 2024 proxy typically contains LTIP incentives that will be earned over 2023-2025. | |
| target_award_value | The dollar amount the CEO is eligible to receive if they meet predefined performance targets. | |
| formula | The formula used to calculate the Long-term Incentive Payout. | |
| formula_note | Additonal detail | |
| psu_value | The dollar amount of perfromance shares the CEO is eligible to receive if they meet predefined performance targets. | |
| psu_shares | The number of perfromance shares the CEO is eligible to receive if they meet predefined performance targets. | |
| psu_pct | The percentage of the LTIP comprised of PSUs | |
| rsu_value | The dollar amount of restricted stock the CEO is eligible to receive if they meet predefined performance targets. | |
| rsu_shares | The number of shares of restricted stock the CEO is eligible to receive if they meet predefined performance targets. | |
| rsu_pct | The percentage of the LTIP comprised of RSUs | |
| option_value | The dollar amount of options the CEO is eligible to receive if they meet predefined performance targets. | |
| option_shares | The number of options the CEO is eligible to receive if they meet predefined performance targets. | |
| option_pct | The percentage of the LTIP comprised of stock options. | |
| rsu_vesting_schedule | Description of the vesting schedule. | |
| rsu_grant_date | Date of RSU grant. | |
| option_strike_price | Strike price of stock options. | |
| option_grant_date | Date of stock option grant. | |
| actual_award_value | The actual dollar amount the CEO is received pursuant to the plan. | |
| actual_psu_shares | Actual performance shares awarded under the plan. | |
| actual_psu_pct | Actual performance shares payou percentage | |
| forward_looking_metric_details | Disclosed changes to current metrics for future years. | |
| metrics | [JSON Data] Nested fields for long-term incentive metrics. A long-term incentive plan may have multiple metrics. | |
| metric_id | Unique incentive metric ID assigned by VerityData. | |
| name | Metric name. | |
| definition | Definition of the metric. | |
| classification | Verity classifies incentive metrics as Financial or Non-Financial. | |
| units | Units the metric is disclosed in. Most commonly $, percent or bps (basis points). | |
| weight | The metric weight reflects the relative importance of the specific performance metric to the overall incentive compensation plan. The sum of the metric weights for all metrics usually equals 100%. | |
| threshold | The minimum level required to begin receiving a payout for the metric. | |
| target | The level of performance that corresponds to a specific payout, often representing the expected or goal performance. The target is typically associated with 100% of the potential payout for the metric. | |
| maximum | The highest performance level for a specific metric that results in the maximum possible payout. Exceeding the maximum threshold often results in a capped payout. | |
| thresholdpct | The percentage of the total possible payout that corresponds to the threshold level of performance. | |
| targetpct | The percentage of the total possible payout that corresponds to the target level of performance. | |
| maximumpct | The percentage of the total possible payout that corresponds to the maximum level of performance. | |
| actualmetricvalue | The actual result for the metric achieved during the performance period. This value determines how close the performance was to the defined threshold, target, or maximum. | |
| actualpayoutpct | The percentage of the total potential payout that an individual actually receives, based on the company's performance relative to the defined thresholds, targets, and maximums for each performance metric. This percentage is calculated based on the actual metric value achieved during the performance period. | |
| note | Additional details or context related to the metric. | |
| peer_group | Peer group used for Relative TSR calculation. | |
| negative_return_payout | Note on payouts in the case of negative returns. | |
| non_standard | BOOLEAN: TRUE if not standard | |
| dates_not_disclosed | BOOLEAN: TRUE if performance period start and end dates are not disclosed. | |
| performance_start_date | Performance period start date. | |
| performance_end_date | Performance period end date. | |
| last_update | The date of the last update for metrics. | |
| modifiers | [JSON Data] Nested fields for long-term incentive modifiers. A long-term incentive plan may have multiple modifiers. | |
| modifier_id | Unique incentive metric ID assigned by VerityData. We database the benchmark and other percentile-related information for each TSR LTIP Modifier. This is the most common type of modifier. | |
| name | Modifier name. | |
| tsr_benchmark | TSR benchmark referenced. | |
| type | Modifier type: Linear Payout, Target is Range, Gate. For complex bonus plans, we may use the modifier to outline an initial "Gate" (or threshold) that a company must surpass to be eligible for the bonus. | |
| classification | Verity classifies incentive modifiers as Financial or Non-Financial. | |
| units | Units the modifier is disclosed in. Most commonly $, percent or bps (basis points). | |
| definition | Definition of the modifier. | |
| minimum | The lowest performance level for a specific modifier that results in the minimum possible payout. | |
| target | The level of performance that corresponds to a specific payout, often representing the expected or goal performance. | |
| maximum | The highest performance level for a specific modifier that results in the maximum possible payout. | |
| target_min | Minimum for type "Target is Range" | |
| target_max | Maximum for type "Target is Range" | |
| threshold_modifier | The percentage of the total possible payout that corresponds to the threshold level of performance. | |
| target_modifier | The percentage of the total possible payout that corresponds to the target level of performance. | |
| maximum_modifier | The percentage of the total possible payout that corresponds to the maximum level of performance. | |
| actual_value | The actual result for the modifier achieved during the performance period. This value determines how close the performance was to the defined threshold, target, or maximum. | |
| actual_payout | The percentage of the total potential payout that an individual actually receives, based on the company's performance relative to the defined thresholds, targets, and maximums for each modifier. This percentage is calculated based on the actual modifier value achieved during the performance period. | |
| non_standard | BOOLEAN: TRUE if not standard | |
| note | Additional details or context related to the modifier. | |
| last_update | The date of the last update for modifiers. | |
| last_update | The date of the last update for this entry. | |
| edit_action | "U" for update, "D" for delete and "I" for new insert. | |
| asof | The date the record appeared in the feed |
Long Term Actual Data Dictionary¶
| Heading | Description |
|---|---|
| ticker | Ticker of the company. Tickers in [square brackets] indicate de-listed or inactive companies. |
| cusip | CUSIP identifier of the company. |
| class_status | Denotes the status of the company at the time of last_update. Useful to exclude posthumous edits to inactive companies from your modeling / testing. |
| company_name | Name of the company. |
| sector | Sector of the company |
| metric_year_id | Unique ID assigned by VerityData for each incentive metric year. |
| name | Metric name. This field maps to the metrics.name field in the Long-Term Incentives feed. |
| year | Year of the data |
| classification | Verity classifies incentive metrics as Financial or Non-Financial. |
| units | Units the metric is disclosed in. Most commonly $, percent or bps (basis points). |
| weight | The metric weight reflects the relative importance of the specific performance metric to the overall incentive compensation plan. The sum of the metric weights for all metrics usually equals 100%. |
| threshold | The minimum level required to begin receiving a payout for the metric. |
| target | The level of performance that corresponds to a specific payout, often representing the expected or goal performance. The target is typically associated with 100% of the potential payout for the metric. |
| maximum | The highest performance level for a specific metric that results in the maximum possible payout. Exceeding the maximum threshold often results in a capped payout. |
| thresholdpct | The percentage of the total possible payout that corresponds to the threshold level of performance. |
| targetpct | The percentage of the total possible payout that corresponds to the target level of performance. |
| maximumpct | The percentage of the total possible payout that corresponds to the maximum level of performance. |
| actualmetricvalue | The actual result for the metric achieved during the performance period. This value determines how close the performance was to the defined threshold, target, or maximum. |
| actualpayoutpct | The percentage of the total potential payout that an individual actually receives, based on the company's performance relative to the defined thresholds, targets, and maximums for each performance metric. This percentage is calculated based on the actual metric value achieved during the performance period. |
| note | Additional details or context related to the metric. |
| peer_group | Peer group used for Relative TSR calculation. |
| last_update | The date of the last update for this entry. |
| edit_action | "U" for update, "D" for delete and "I" for new insert. |
| asof | The date the record appeared in the feed |