New Delhi:
According to Deloitte India’s Executive Performance and Award Survey 2025, the average compensation for non-repomoters or professional CEOs in India is now Rs 10 crore, which is 13 percent compared to the previous year.
The total CEO compensation components are fixed at only 40 percent and the remaining 60 percent is at risk. Short -term incentive or annual bonus contains 25 percent of the total CEO compensation and long -term incentives form a balance of 35 percent.
According to the survey, the last year saw an increase in salary for other CXOs like Coos, CFOS, Chros, CMOS and CSO, with an increase of 7 to 11 percent.
About 60 percent of the total CXO salary is fixed while the remaining is equally divided between short -term and long -term incentives. COS and CFOS continue to be the most paid executive positions after CEO, with total compensation to Rs 4 crore.
The sixth edition of Deloitte India’s executive performance and award survey was launched in September 2024 as the Indo-specific B2B survey. More than 400 organizations participated in the survey, and no public sector companies were included in it, Deloit India said in a statement.
The partner, partner, partner of Deloite India, said, “CXO compensation is banned with this talent pool in India and as a result in high demand.
Mr. Ghos said that CXO may come in view of the high relation of compensation with equity prices in next year.
“In addition to the CEO, we inspect the important compensation reforms in legal, risk and compliance functions where complete compensation has historically lagged behind other works”.
The survey indicates an increased attention to overall functional or professional performance assessment in short -term incentives, beyond being purely financial at a CXO level. However, long -term incentives operate more through a unique focus on financial performance. Most companies continue to use a scorecard approach, assessing CEO and CXO performance, including financial and strategic preferences.
To ensure progress, especially in relation to strategic goals, organizations are emphasizing performance on such lead matrix, determining short -term annual bonus payments. India Inc. is also paying low bonuses to CXOS for disappearance of financial and strategic goals compared to the year.
The study shows that not only more companies are now providing share-based long-term incentives, but the amount of salary associated with the stock awards and the costs made by the companies on these schemes are increasing.
Additionally, there is a greater investigation on new share-based scheme approval with proxy-commentary firms affecting management proposals and voting results challenging proxy-commentary firms. The shareholder rejection rate has increased four times alone in the last one year.
Director of Deloite India, Director of Directions, Deloitte India said, “Share-based salary performance is getting more complicated with share shares and increasing use of many schemes. The new proposals are being placed under a microscope to ensure that the interests of all stakeholders have been preserved. It is a welcome development.
The survey also suggests that CEO and CXO have low and performance expectations and shareholders are increasing, increasing salary and profit and executive contracts and heavy negotiations on executive contracts.
(Except for the headline, the story has not been edited by NDTV employees and is published by a syndicated feed.)
