Innovative Financial Services

Executive Benefit and Compensation Strategies
Executive benefit and compensation plans are crucial to an employer's ability to attract and retain top talent. The right plans promote stability within your management team and protect your company's competitive advantage. By guiding you through our consulting process, we can help you explore opportunities, take advantage of flexibility and examine risks and rewards of executive benefits and compensation. Matsock & Associates will help you create an executive benefit and compensation program that fits your company's unique business strategy and culture.

Supplemental Executive Retirement Plans (SERPs)
By limiting qualified plan (pension, profit sharing and 401(K)) benefits, contributions and eligible compensation, government regulations put retiring executives at a comparative disadvantage. The majority of highly compensated employees can expect to receive retirement income of far less than half of their final compensation. Matsock & Associates can help you provide the retirement income you want your executives to receive. We can help you target a specific level of retirement income, provide a designated amount of benefit or restore retirement income lost because of government limits?all using the versatility of nonqualified supplemental executive retirement plans.

Supplemental Benefits Planning for the financial impact of events such as illness or injury, death before retirement, care for aging parents or their own need for extended care, can drain executives' time and resources. Matsock & Associates can help you improve your executives' family financial security by integrating benefits such as supplemental disability, life and long-term care insurance into your executive benefit program. Lifestyle Deferred Comp+ Although qualified 401(k) and 403(b) plans are valuable tax-advantaged savings tools, government limits on qualified plan pre-tax deferrals hamper an executive's ability to save. And nondiscrimination testing can further restrict an executive's ability to contribute. Matsock & Associates's nonqualified deferred compensation program, will help you restore your executives' opportunity for tax-advantaged investing. This full-service program allows for unlimited pre-tax deferrals for college expenses, early retirement, supplemental retirement or other personal goals.

Long-Term Incentive Programs
Motivation is vital to an employer's ability to retain key employees, and executives expect rewards for top performance. Matsock & Associates will work with you and your advisors to integrate stock options, phantom stock and cash-based incentive benefits into your executive compensation program.

Executive Retention and Severance
In times of industry consolidation or financial instability employers can be faced with the need to retain some executives and encourage others to separate from the company. We can help you develop retention mechanisms, from simple vesting schedules in your executive benefit plans to more elaborate custom reward systems. Similarly, we can help you add appropriate and effective incentives to encourage early retirement or separation.

Plan Financing Strategies To anticipate future nonqualified plan liabilities and to assure executives that benefits will be paid, many employers informally finance their plans by designating assets to match the benefit liabilities. Plan Administration Matsock & Associates also offers clients state-of-the-art plan administration. We have a sophisticated software administration system that handles each individual client's plan design specifications, rules, and contribution formulas, and tracks participant deferral elections and investment selections.