Recruit, retain, and reward key employees with Executive Deferred Compensation (EDC).
Traditional retirement plans aren’t always enough for your most valuable employees:
Keep your top performers motivated and retirement ready with ADP Executive Deferred Compensation (EDC). Plus, you can combine an ADP EDC solution with other ADP services, like payroll or talent management, or use it as a standalone, best-in-class solution.
With an NQDC plan, key employees can save more for retirement than with a 401(k) plan alone. In addition to voluntary salary and bonus deferrals of up to 100% of compensation, company contributions may include:
The ADP Executive Deferred Compensation team has been a great partner to our company. The team is knowledgeable and friendly, and our employees have been pleased with the level of service provided to them.
Cairy Phillips, Director of HR
Endeavor Energy Resources
LTIPs help align incentives in your organization by awarding key employees based on individual and company-wide performance. You can choose who receives annual awards, how much they get each year, and attach a vesting schedule to encourage retention. Awards can be converted to restricted or phantom stock, or accrue earnings based on an interest rate or mutual funds.
We wanted to offer our executives a voluntary deferred compensation plan but were concerned about the administrative burden for our Payroll and Finance team. ADP Executive Deferred Compensation has provided a great solution. Initial set up was very easy and the entire process has been seamless — including annual enrollment.
Jennifer Fincik, Director of Finance
AAA Western & Central New York
Unlike many of our competitors, ADP is not compensated for selling assets. That means full transparency and the freedom to creatively finance your plan liability. Plan earnings can track various benchmark investments, from interest rates and mutual funds to company stock, insurance-based variable accounts, and privately managed accounts.
One size doesn’t fit all - especially in retirement plans. We partner with your legal and financial advisors to design, implement, and administer a plan that’s best for your business—from non-qualified plan design (voluntary NQDC, mandatory bonus deferral, and 401(k) restoration) to Supplemental Executive Retirement Plans (SERPs), and LTIPs, including phantom and restricted stock.
We leverage what ADP does best—data management—and combine it with our commitment to investing in technology improvements and new features to provide a best-in-class solution.
Our experienced, knowledgeable professionals are 100% focused on deferred compensation. We believe a personal, high-touch relationship is the best way to ease plan management challenges.
* 2015 NQDC/457(f) Buyer's Guide from PLANSPONSOR Magazine