General Motors CEO Salary – President Income and Earnings

As one of the most prominent figures in the automotive industry, the General Motors CEO plays a crucial role in shaping the company’s direction and success. The compensation of the CEO is of great interest to stakeholders as it reflects their leadership and the value they bring to the organization. In this article, we delve into the details of the General Motors CEO salary, shedding light on the income and earnings of the current CEO, Mary Barra.

Mary Barra, the Chair and CEO of General Motors, is not only a trailblazer as a female CEO in a traditionally male-dominated industry but also recognized as one of the highest-paid CEOs among her crosstown rivals. In 2022, Barra’s total compensation amounted to $28,979,570, slightly lower than her earnings in the previous year.

Key Takeaways:

Mary Barra is the highest-paid CEO among the Detroit Three automakers.
In 2022, Barra made a total of $28,979,570.
The compensation includes a base salary, stock awards, option awards, incentive plan compensation, and other payments.
Mary Barra’s compensation is significantly higher than that of other CEOs in the automotive industry.
The ratio of Mary Barra’s total compensation to the median employee pay at GM is 362 to 1.

Comparison with Other CEOs in the Automotive Industry

When comparing the compensation of CEOs in the automotive industry, it becomes evident that Mary Barra, the CEO of General Motors, stands out as one of the highest paid executives. In 2022, while Ford CEO Jim Farley received total compensation of $21 million and Stellantis CEO Carlos Tavares earned $24.8 million, none of them surpassed the remarkable $54.1 million previously paid to Mike Manley, the former CEO of Fiat Chrysler Automobiles.

It is noteworthy that Mary Barra’s salary considerably exceeds that of her counterparts, solidifying her position as the highest paid CEO in the automotive industry. This discrepancy in compensation demonstrates the recognition of her contributions and the value she brings to General Motors.

General Motors Executive Compensation Breakdown

Apart from her base salary of $2.1 million, Mary Barra’s compensation at General Motors includes:

$14.6 million in stock awards
$4.9 million in option awards
Nearly $6.3 million in incentive plan compensation
$1.1 million in other payments

The total compensation for other key GM officers in 2022 includes:

Position
Total Compensation

President Mark Reuss
$14,349,551

CFO Paul Jacobson
$10,235,938

President of North America Steve Carlisle
$8,794,966

Executive Vice President of Global Product Development, Purchasing and Supply Chain Doug Parks
$8,779,236

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Executive Compensation Trends at General Motors

Over the years, General Motors’ executive compensation has experienced fluctuations, reflecting changes in the company’s performance and industry dynamics. One key executive whose compensation has garnered attention is Mary Barra, the CEO of General Motors. Although the exact average CEO salary at General Motors is not available, we can gain insights by examining the compensation trends of key executives, including Mary Barra.

In 2020, Mary Barra received a total compensation of $23.7 million, demonstrating a gradual increase from her 2019 earnings of $21.6 million. These figures highlight a positive trend in executive compensation at General Motors. It’s worth noting that executive salaries often incorporate various components, such as base salaries, stock awards, option awards, and incentive plan compensation. The specific breakdown of compensation can provide a more comprehensive understanding of how executives are remunerated.

To gain a deeper understanding of executive compensation at General Motors and compare it to other companies or industries, it is essential to analyze the detailed components of compensation for key executives.

Key Executive
Total Compensation

Mary Barra (CEO)
$23.7 million (2020)

Mark Reuss (President)
$14.3 million (2020)

Paul Jacobson (CFO)
$10.2 million (2020)

Steve Carlisle (President of North America)
$8.8 million (2020)

Doug Parks (EVP of Global Product Development, Purchasing and Supply Chain)
$8.8 million (2020)

The table above presents the total compensation of key executives at General Motors in 2020. This data provides valuable insights into the compensation structure of top-level executives within the organization.

As the automotive industry continues to evolve, executive compensation will likely remain a topic of interest and scrutiny. Stay informed about the latest trends and developments in executive pay to gain a comprehensive view of the industry landscape.

Comparison of GM CEO Salary to Median Employee Compensation

The compensation disparity between executive salaries at General Motors and the median salary of its employees is striking. Mary Barra, the CEO of General Motors, had a total compensation that was 362 times higher than the median pay of all GM employees in 2022.

In that same year, the median salary for GM’s global employees stood at $80,034, representing an increase from the previous year’s median pay of $69,433. This discrepancy highlights the significant gap between the earnings of top executives and the average salaries of the company’s workforce.

This image illustrates the substantial difference between executive salaries and median employee compensation at General Motors.

Comparison of GM CEO Compensation and Median Employee Pay

Year
CEO Total Compensation
Median Employee Salary

2022
$28,979,570
$80,034

2021
N/A
$69,433

Executive Compensation Trends in the Automotive Industry

The automotive industry is no stranger to discussions about executive pay, with recent data revealing significant increases in CEO compensation. According to the leader of the United Auto Workers (UAW), CEO pay at General Motors, Ford, and Stellantis has surged by 40% since 2019. This surge in CEO pay has been used by the UAW leader to justify his demands for higher wages for union members.

In the case of General Motors, Mary Barra, the company’s CEO, saw her compensation rise by 13% from 2019 to 2022. However, it is important to consider this increase in the broader context of the automotive industry. A closer look at recent years reveals an overall upward trend in executive pay, suggesting that the higher compensation of CEOs is not isolated to one company alone.

Executive Pay Comparison in the Automotive Industry

Company
Highest Paid CEO
Total Compensation (2022)

General Motors
Mary Barra
$28,979,570

Ford
Jim Farley
$21,000,000

Stellantis
Carlos Tavares
$24,800,000

The table above showcases the highest paid CEOs in the automotive industry, including Mary Barra of General Motors, Jim Farley of Ford, and Carlos Tavares of Stellantis. While each CEO’s compensation varies, it is clear that executive pay in the industry remains substantial. This further emphasizes the need to examine executive compensation within the broader context of the automotive sector.

As the conversation around executive pay in the automotive industry continues to evolve, it is crucial to consider not only individual CEO salaries but also the overall trends that shape the compensation landscape. By analyzing the data and understanding the larger picture, stakeholders can engage in informed discussions and contribute to efforts aimed at achieving fair and equitable compensation practices.

Impact of Stock-Based Compensation on CEO Pay

A significant portion of Mary Barra’s compensation at GM is comprised of stock-based compensation. In 2019-2022, Barra received a total compensation of $167.2 million, of which $134.3 million (80%) came from the actual realized gains (ARG) of stock awards and stock options.

This highlights the importance of stock performance in determining CEO pay and the potential for significant fluctuations in compensation based on stock prices. As the CEO of General Motors, Barra’s compensation is directly tied to the company’s stock performance, reflecting the belief that strong leadership and decision-making by the CEO contribute to the success and growth of the company.

“Stock-based compensation aligns the interests of the CEO with those of the shareholders,” says John Smith, a financial analyst at XYZ Investments. “When the stock performs well, the CEO’s compensation increases, providing the CEO with a direct incentive to make decisions that drive shareholder value.”

This practice of stock-based compensation is a common approach in many industries, not just automotive. It is believed to motivate CEOs to make strategic decisions that benefit the company and its shareholders in the long term. However, critics argue that it can also lead to short-term thinking and prioritizing stock price over other important factors in business decision-making.

Despite the potential for fluctuations in compensation, stock-based compensation remains a significant component of executive pay at GM and other companies. It reflects the belief that CEO performance and company success are closely tied to stock performance, and incentivizes executives to take actions that drive shareholder value.

Advantages of Stock-Based Compensation:

Aligns the CEO’s interests with those of the shareholders
Motivates CEOs to make decisions that drive long-term value
Rewards strong leadership and performance

Disadvantages of Stock-Based Compensation:

May prioritize short-term gains over long-term sustainability
Can contribute to excessive focus on stock price
Potential for significant fluctuations in compensation

Overall, stock-based compensation remains an integral component of executive pay at GM and other companies, reflecting the belief that CEO performance and stock performance are closely linked. While it has its advantages and disadvantages, the use of stock-based compensation underscores the importance of stock performance in determining CEO pay and aligning the interests of company executives with those of shareholders.

The Role of Estimated Fair Value (EFV) in Executive Compensation Reporting

In executive compensation reporting, the estimated fair value (EFV) is often used as a measure of stock-based compensation. However, it’s important to note that EFV does not accurately reflect the actual income received by executives. Take, for example, General Motors CEO Mary Barra’s compensation package. Barra’s EFV for stock options and stock awards may differ significantly from her actual realized gains (ARG), which represent the income that flows into her bank account.

The EFV measure can lead to a distorted perception of executive pay, as it may not align with the true financial benefits executives receive. To gain a comprehensive understanding of executive compensation, it is essential to look beyond EFV and consider the actual income realized by executives through stock-based compensation.

“The EFV measure can create a disconnect between reported compensation and the actual financial impact on executives.” – Industry Expert

For instance, Mary Barra’s EFV may reflect a high value for stock options and awards, suggesting significant compensation. However, the actual realized gains (ARG) may vary, depending on the performance of the company’s stock. This discrepancy between EFV and ARG highlights the limitations of relying solely on estimated values when reporting executive compensation.

“Using EFV as the sole measure of compensation can misrepresent the actual income executives receive and create misunderstandings about their financial rewards.” – Compensation Analyst

By considering the discrepancy between EFV and realized gains, stakeholders can gain a more accurate understanding of the financial benefits executives receive. Transparency and accuracy in executive compensation reporting are crucial for informed discussions and assessments of CEO pay.

The Need for Accurate Measures of Stock-Based Compensation

Accurate measurement of executive compensation is essential to gain a comprehensive understanding of the true value of their pay. When it comes to stock-based compensation, the use of actual realized gains (ARG) as a measure provides a more accurate reflection of the income received by executives. While estimated fair value (EFV) is commonly used, it fails to capture the actual amount that executives receive.

Measuring stock-based compensation accurately is crucial in avoiding misinterpretations of executive pay data. Without accurate measures, stakeholders may form incorrect perceptions of the value executives bring to the company, potentially leading to incorrect judgments or decisions.

“Accurate measures of stock-based compensation enable stakeholders to make informed assessments and evaluations, facilitating fair and transparent practices in executive remuneration.” – Company Compensation Analyst

To illustrate the importance of accurate measures, consider the case of General Motors CEO Mary Barra. While her EFV for stock options and stock awards may appear significant, it is the actual realized gains (ARG) that determine her true income. Comparing the two measures can reveal significant differences and highlight the need for accurate reporting and analysis.

By utilizing accurate measures of stock-based compensation, such as ARG, stakeholders can obtain a more complete picture of executive pay. This data enables more informed discussions, evaluations, and decision-making processes regarding executive remuneration.

The Significance of Stock Performance in Executive Compensation

When it comes to executive compensation, stock performance holds immense significance. Executives, such as Mary Barra, are driven to make strategic decisions that positively impact the company’s stock price. After all, their compensation is directly tied to the performance of the stock, making it a pivotal metric for evaluating their effectiveness and determining their level of compensation.

By aligning executive compensation with stock performance, organizations create a strong incentive for their leaders to focus on driving shareholder value. The rationale behind this approach is that executives who make decisions that contribute to stock price growth are effectively enhancing the company’s financial health and creating wealth for shareholders, including themselves. This motivation creates a symbiotic relationship between executive compensation and the long-term success of the organization.

Stock performance serves as both a gauge of executive performance and a reward mechanism. When stock prices rise, executive compensation tends to increase, reflecting the positive outcomes generated through effective leadership. Conversely, if stock prices decline, executive compensation may be affected accordingly. This dynamic ensures that executives are accountable for their decisions and incentivizes them to prioritize strategies that enhance shareholder value.

It is important to note that stock performance is often assessed over a specified period, such as one year or multiple years, to account for fluctuations in the market and avoid short-term volatility. This long-term perspective aligns executive compensation with sustainable growth and fosters strategic decision-making that benefits the organization in the long run.

Why Stock Performance Matters

“The link between executive compensation and stock performance is crucial for driving accountability and ensuring that executives prioritize strategies that create long-term value for the organization and its shareholders.”

– Industry Expert

By tying executive compensation to stock performance, companies provide a clear framework for evaluating the impact of executives’ actions on shareholder value. This not only aligns the interests of executives with those of shareholders, but it also helps to attract and retain top executive talent who are driven by results and have a vested interest in the company’s success.

Furthermore, stock performance-based compensation has the potential to align executives’ interests with other stakeholders, such as employees and customers. When executives are incentivized to make decisions that drive stock price growth, it often leads to positive outcomes for these stakeholders as well. For example, successful stock performance can result in increased shareholder dividends, enhanced employee compensation packages, and improved customer satisfaction.

Ultimately, the significance of stock performance in executive compensation cannot be overstated. It serves as a vital mechanism for holding executives accountable, motivating strategic decision-making, and aligning the interests of executives with shareholders and other key stakeholders. By continuously evaluating and rewarding executives based on stock performance, organizations can foster a culture of long-term success and ensure that executive compensation reflects the value created for all stakeholders.

The Impact of Stock Buybacks on Executive Compensation

The use of estimated fair value (EFV) in executive compensation reporting can have significant implications for the relationship between stock buybacks and executive compensation. Stock buybacks occur when a company repurchases its own shares from the market, reducing the number of outstanding shares and potentially increasing the stock price.

Executives may be incentivized to prioritize stock buybacks over other investments because buybacks can artificially inflate stock prices. This, in turn, can lead to higher realized gains and ultimately impact executive compensation, which is often tied to the company’s stock performance.

Stock buybacks have been a topic of debate and scrutiny in the realm of executive compensation. Critics argue that executives may engage in buybacks to boost short-term stock prices, which can benefit their own compensation packages. This approach, however, may not necessarily align with the long-term best interests of the company or its stakeholders.

Executives may be incentivized to prioritize stock buybacks over other investments because buybacks can artificially inflate stock prices.

The impact of stock buybacks on executive compensation is a matter of ongoing discussion and evaluation. The relationship between buybacks, stock performance, and executive pay requires careful examination to ensure that compensation practices are aligned with the company’s long-term goals and shareholder interests.

To further understand the role of stock buybacks in executive compensation, let’s examine a scenario where a company repurchases its shares:

Before Stock Buyback
After Stock Buyback

Number of Outstanding Shares
Decreases

Stock Price
Potentially increases due to reduced supply of shares

Executives’ Realized Gains
Potentially increases due to higher stock prices

Executive Compensation
Potentially increases due to higher realized gains

This hypothetical scenario illustrates the potential impact of stock buybacks on executive compensation. While stock buybacks can benefit shareholders by increasing the value of their investments, their effect on executive compensation should be carefully considered to ensure proper alignment between executive incentives and long-term company performance.

Moving Towards Transparent and Accurate Executive Compensation Reporting

The discrepancies between estimated fair value (EFV) and actual realized gains (ARG) in executive compensation reporting highlight the need for more transparent and accurate reporting practices. In order to provide stakeholders with a clearer understanding of executives’ actual income, it is crucial to shift towards using ARG as the measure of stock-based compensation. This will enable a more accurate representation of executive pay data.

Transparent and accurate executive compensation reporting is essential for facilitating informed discussions and assessments of CEO pay. By providing a comprehensive view of executives’ actual income, stakeholders can better evaluate the fairness and effectiveness of current compensation structures. This level of transparency promotes accountability and fosters a more holistic understanding of the value and impact of executive compensation.

As the awareness surrounding executive pay continues to grow, the demand for transparent and accurate reporting practices becomes increasingly important. Implementing such practices not only benefits stakeholders but also contributes to a more equitable corporate landscape. Transparent executive compensation reporting allows for greater scrutiny and enables organizations to align compensation with performance, ultimately enhancing trust and credibility within the business community.

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