The Executive Remuneration Survey (ERS) with depth and substance

** New release for March 2024 **

GRG’s Executive Remuneration Survey is specifically designed to support remuneration committees, boards, and human resources professionals. This comprehensive survey offers an in-depth analysis of market remuneration practices for Australian executive and general manager roles, ensuring a thorough and nuanced total remuneration survey.



GRG is launching our ERS
with two special limited offers!

Engage GRG to benchmark the market competitiveness of your executive remuneration, and receive a FREE one year ERS membership.
Sign up directly to the ERS, and receive 18 months’ membership for the price of 12!

Created for the Australian market, GRG’s ERS uniquely combines information disclosed in remuneration reports with company-collected data. Covering over 60 roles, it provides granular insights into quantum and variable pay plan metrics. This distinct approach makes our survey a valuable resource for those conducting executive and general manager remuneration surveys in Australia.

GRG’s focus on customer satisfaction guarantees the quality and completeness of our data. Our dedication to this aspect builds a high level of trust and confidence in the market information provided, aligning with the best practices of remuneration surveys globally.

Data on both top-level executives and general managers
Executives & general managers

Our data covers both CEO-1 & CEO-2 levels

Both quantum and mix for executive remuneration
Both quantum & metrics

Complete executive pay picture: $$$ + STI/LTI plan design principles

Market data that is current
Stronger, deeper market data

Data that is richer & more relevant to inform your decisions

Predictive Remuneration Model
Predictive Remuneration Model

Intelligently extrapolates missing or insufficient data

Uniquely for the Australian market
A 100% Australian service

Designed and built for Australian clients, charged in AUD

GRG's renowned attention to detail
GRG’s renowned customer focus

We help our clients to collect detailed data to receive information of quality & depth

Enabling informed, market-driven remuneration decisions

Remuneration for your executives and general managers is a balancing act linking individual performance, market relativities and your company’s business strategy.  To drive and reward desired behaviours and performance, their total remuneration packages are typically a mix of:

  • Fixed Pay
  • Short-term Incentive (STI) remuneration
  • Service Vesting Equity Grants (emerging practice) and
  • Long-term Incentive (LTI) remuneration.

With today’s intense competition for senior talent, it is critical that your company reviews both the total remuneration quantum and incentive plan/performance metrics.

GRG’s Executive Remuneration Survey provides a deep dive into fixed pay and incentive plans (including plan selection, appropriate targets and design variations) for every role, enabling you to make informed, market-driven decisions to suit your company’s circumstances and business strategies.

General management data helps you plan for your future leaders

Companies generally review senior executive remuneration practices in isolation, excluding the general management population. But this overlooks what is often a critical talent pool for a company’s future leaders. Significant turnover, lower global talent mobility, diversity and inclusion and gender targets, and capability gaps amongst existing teams are market realities. These issues force companies to look beyond the traditional senior management group for leadership.

GRG’s Executive Remuneration Survey provides you with access to general manager remuneration quantum and incentive plan metric data so you can carefully plan today for your leaders of tomorrow.

Use KMP2 data from GRG's ERS to plan for your future leadership

Predictive Remuneration Model (PRM)

GRG has developed the Predictive Remuneration Model uniquely for the Australian executive remuneration market.

For many roles at both CEO-1 and CEO-2 levels, market data is unavailable, or insufficient enough to skew results. The PRM expertly fills in these blanks by drawing on our decades of observing executive remuneration practices.

For example, we’ve seen that fixed pay for various roles is often pro rata to that of the CEO; STIs and LTIs, typically a percentage of fixed pay, tend to increase in steps that apply to many roles; and both elements are linked to company size. The PRM uses these and other market inferences to calculate indicative executive remuneration quantum and mix.

As a member of GRG’s Executive Remuneration Survey, you receive both market data and PRM outputs, equipping you with the tools and knowledge to make the most informed decisions and recommendations for consideration by boards.

Comprehensive reporting

Remuneration Numerics Report

Your tailored report will display market remuneration by position for:

  • Fixed Pay subdivided into its constituent elements such as cash, compulsory equity, salary sacrifice equity, superannuation, other benefits and FBT,
  • STI opportunity at target and stretch, divided into:
    • Cash settled
    • Fully vested equity settled with nil or minimal deferred access
    • Fully vested equity settled with deferred access
    • Service vesting equity settled
    • Performance vesting equity settled
  • Other service vesting equity awards such as for sign-on or retention awards
  • LTI opportunity at target and stretch
  • Total Remuneration Packages at target and stretch levels.

Report functionality allows you to tailor the numerics output according to market capitalisation/revenue range and sector to see a more customised view of the market.

The report also presents data in two formats: company-provided data combined with disclosed data; and disclosed data only.

Accompanying compa-ratios compare your individual data set with market rates to report your company’s remuneration market competitiveness on a per position basis.

Remuneration Metrics Report

This report covers market practices in relation to the key design features of STI and LTI plans, with metrics including:

STI plans

  • Types of STI plans
  • Outcome metrics
  • The broad categories of outcome metrics being used: financial, operational, strategic, sustainability and individual
  • The weighting being applied to each outcome metric and each category of metric
  • Award modifiers
  • Award gates.

LTI plans

  • Types of LTI plans
  • Performance metrics
  • The broad categories of performance metrics being used: financial, operational, strategic, sustainability and individual
  • The weighting being applied to each performance metric and each category of metric
  • Vesting modifiers
  • Vesting gates.

See all roles (PDF)

Roles & job families

Your ERS reports will provide data on roles in the following categories:

  • General Management
  • Finance
  • Human Resources
  • Corporate Affairs
  • Customer Service
  • Mining & Exploration
  • Information Technology
  • Legal
  • Marketing
  • Operations
  • Property
  • Research & Development
  • Sales
  • Strategy
  • Other

Your ERS membership

You provide your data and receive so much more in return

All ERS members must provide up-to-date remuneration information and associated STI/LTI metric plan details. This data is required for each of the roles GRG classifies as executives and general managers, in line with your annual remuneration reviews. This collective contribution updates the ERS database on a rolling basis, building on the data extracted from remuneration reports contained in the annual reports of ASX1000+ companies. See our company list here.

Your own GRG liaison

As an ERS member, you will be allocated a client account representative (CAR) who will be your main point of contact, working with you to collect your data and provide any associated survey support. Your CAR is backed by GRG’s experienced executive remuneration consultants and, should you require more technical assistance, bespoke research or remuneration advice, a consultant will be able to discuss your needs.

GRG Remuneration Insights

You will also receive copies of GRG’s Remuneration Insights.  These comprehensive articles exploring the latest executive and director remuneration issues are published regularly during the year.

Your data remains confidential and secure

Your data privacy is important to GRG. All company remuneration data will be treated as strictly confidential and will not be disclosed to other companies – all statistical analyses and outputs derived from the ERS utilise de-identified, aggregated data. Data security is of paramount importance at GRG, and accordingly we have adopted leading-edge security protocols to protect your data at all stages of the survey process. Please refer to GRG’s Privacy Policy.

Join our ERS

To apply, please complete this form and agree to its Terms and Conditions.

Or for more information, please call 02 8923 5700 or email