You are here: Home / Internet Governance / Blog / DIDP Request #30 - Employee remuneration structure at ICANN

DIDP Request #30 - Employee remuneration structure at ICANN

Posted by Paul Kurian and Akriti Bopanna at May 26, 2018 12:35 AM |
Filed under: ,
We have requested ICANN to disclose the employee pay structure at ICANN with specific enquiries about the payment across the institutional hierarchy, gender, and region.

We have requested ICANN to disclose information pertaining to the income of each employee based on the following grounds. We had hoped this information will increase ICANN's transparency regarding their remuneration policies however ths was not the case, they either referred to their earlier documents who do not have concrete information or stated that the relevant documents were not in their possession. Their response to the respective questions were:

Average salary across designations

ICANN responded by referring to their FY18 Remuneration Practices document which states, “ICANN uses a global compensation expert consulting firm to provide comprehensive benchmarking market data (currently Willis Towers Watson, Mercer and Radford). The market study is conducted before the salary review process. Estimates of potential compensation adjustments typically are made during the budgeting process based on current market data. The budget is then approved as part of ICANN’s overall budget planning process.”

Average salary for female and male employees

ICANN responded by saying “ICANN org’s remuneration philosophy and practice is not based upon gender” which is why they said that they have “no documentary information in ICANN org’s possession, custody or control that is responsive to this request.” However, the exact average salaries of female and male employees was not provided nor any information that could that could give us an idea as to whether the remuneration of their employees was in accordance with the above claim.

Bonuses - frequency at which it is given and upon what basis

ICANN responded by referring to “Discretionary At-Risk Component” section in their FY18 Remuneration Practices document which states,”The amount of at-risk pay an individual can earn is based on a combination of both the achievement of goals as well as the behaviors exhibited in achieving those goals… The Board has approved a framework whereby those with ICANN Org are eligible to earn an at-risk payment of up to 20 percent of base compensation as at-risk payment based on role and level in the organization, with certain senior executives eligible for up to 30 percent.” The duration over which the employees are eligible to receive an “at-risk” payment was given to be “twice a year".

Average salary across regions for the same region

ICANN responded by saying,”compensation may vary across the regions based on currency differences, the availability of positions in a given region, market conditions, as well as the type of positions that are available in a given region. “ They also added that they have no documentary information in their possession, custody or control that is responsive to this request.

The request filed by Paul Kurian may be found here. ICANN's response can be read here.

Filed under: ,