In today’s governance landscape, 95% of S&P 500 companies now utilize Performance Share Units (PSUs) in their executive compensation frameworks—a substantial increase from 76% in 2012. This shift reflects the market’s demand for stronger pay-for-performance alignment, with PSUs now constituting approximately 60% of the average CEO’s long-term incentive mix. Particularly notable is the widespread adoption of Total Shareholder Return (TSR) metrics, with 72% of S&P 500 companies incorporating relative TSR in their long-term incentive plans [1]. READ MORE