Executive Compensation & Governance

Veridian Health • FY 2024 • Peer Group: Healthcare Services (14 Companies) • Revenue: $3.1B
Pay-for-Performance
0.62
MISALIGNED
CEO Pay Ratio
187:1
Peer Median: 142:1 ↑32%
LTI Value Gap
-$4.2M
Realized vs. Granted
Peer Percentile
68th
Total Direct Comp
Say-on-Pay Risk
MED
74% Forecast
Equity Burn Rate
1.8%
Plan Limit: 2.5%

Governance Alerts & Action Items

TSR Underperformance vs. Realized Pay
TSR -4.2% (3yr) while NEO LTI paid at 82% of target — ISS likely to flag pay-for-performance disconnect. Action required: Prepare CD&A narrative.
Aging: 12 days
CEO Pay Ratio 32% Above Peer Median
CEO ratio 187:1 vs. peer group median 142:1 may trigger proxy advisor scrutiny and institutional investor questions.
Aging: 8 days
Pending CIC Policy Review
Change-in-control severance multiples under committee review — exposure estimate $18.4M for NEOs. Board vote scheduled.
Aging: 23 days

Pay-for-Performance Alignment: 3-Year TSR vs. Realized Pay

Peer group analysis showing relationship between shareholder return and actual executive compensation realized. Veridian highlighted in red.

NEO Compensation Mix: Cash vs. Equity

Performance Share Vesting Attainment

Peer Group Total Direct Compensation Benchmarking

Company Revenue ($B) TSR (3yr) CEO Total Comp Pay Ratio Percentile Rank ISS Recommendation
Veridian Health 3.1 -4.2% $8.9M 187:1 68th CONCERN
Apex Healthcare 4.2 +12.1% $11.2M 156:1 92nd FOR
MedCore Partners 3.8 +8.7% $9.8M 142:1 75th FOR
Clarity Health 2.9 +3.2% $7.4M 128:1 48th FOR
United Care Group 5.1 +15.3% $13.6M 171:1 98th FOR
Regional Health Net 2.3 -2.8% $6.2M 119:1 32nd CONCERN
PrimeCare Inc 3.5 +6.9% $8.1M 135:1 58th FOR
Summit Health 2.7 +1.4% $7.0M 124:1 42nd FOR

Severance & Change-in-Control Exposure

Total CIC Exposure
$18.4M
All NEOs combined
CEO Severance Multiple
2.5x
Base + Bonus
Equity Acceleration
100%
Double-trigger CIC
Peer CIC Multiple
2.2x
Median