Tim Barrett

And they'll have big dialogue on that.

you know, outside of our strategy meeting and outside of the pipeline meeting, they'll do these things.

Everybody's fighting for the same thing.

We all get paid on the same bonus for total portfolio performance.

And it's that open culture that really drives success in my opinion.

I did come up with the incentive scheme and I was the one that wrote it up for approval.

The incentive scheme is really based on outperformance over three and five year periods on excess performance over the benchmark.

It's also built on sharper ratios over the benchmark.

And then the last piece is personal objectives on my view of how they've integrated as a team member.

So those three components to me hit what's really important.

And the reason why I like it is because it's completely aligned with my institution's goals.

So if we beat that 65, 35 plus a hundred over a long period of time, we do it with less risk through a better Sharpe ratio.

That's the Goldilocks scenario everybody wants.

And they want it over longer periods, not one year.

So that's why the three and five year period.

And the last piece of that is when you think about adding 30% of your bonus

and it's more behavioral, personnel, individual-based, that puts a line in the sand to everybody that comes to work for me and says, hey, this is important.

30% of your bonus is going to be based on how you operate as a team member, how you operate in our organization.

And I want to see openness.

I want to see dialogue.