Austin, Texas-Based Parsley Energy Inc's Top-Tier Executives Average Pay Raise Was a Very Clean, Off-the-Charts 72.8% Per Year During the Past Six Years (2013-2018) Since Its IPO. The Permian Basin is Driving This One Too.

The third Democratic 2020 Presidential candidate televised debate will be held in Houston, Texas on September 12, 2019.  Texas is also the home state of Julian Castro and Beto O'Rourke, who have both gained significant momentum in the past month.

The key issue to Texas citizens should be the huge and continuing Income Inequality Expansion which is at the core of many critical problems the US faces.

Thus I will be doing research and making posts on the average pay raise per year that the Top-Tier Executives of large Texas Companies were rewarded with in the past ten years.  I completed my study of large Texas Non-Oil &  Companies and now I have started studying large Texas Oil & Gas Companies. 

The 30th Texas Oil & Gas Company I am addressing here is Parsley Energy Inc.

From annual compensation information contained in Company Proxy Statement filings with the US SEC, the chart at the very bottom below shows Parsley Energy's Top-Tier Executives Annual Total Compensation for each of two consecutive full years of employment for the past six years.  Parsley Energy went public in an IPO in 2014.
  
Parsley Energy's Top-Tier Executives Average Pay Raise was a very clean, off-the-charts 72.8% per year for the past six years, which is the 3rd highest of the 30 large Texas Oil & Gas Companies I have addressed so far.

1. Cheniere Energy Inc +141.9% per year for the past ten years
2. Kinder Martin +115.8% per year for the past ten years
3. Parsley Energy +72.8% per year for the past six years.
4. Diamondback Energy +52.9% per year for the past seven years
5. Targa Resources +46.9% per year for the past ten years
6. Concho Resources +31.2% per year for the past ten years
7. Marathon Oil +23.3% per year for the past ten years
8. Energy Transfer Companies +19.2% per year for the past ten years 
9. FMC Technologies +17.1% per year for seven years
10. Spectra Energy Corp +16.4% per year for seven years
11. Enterprise Products Partners +16.2% per year for the past ten years
12. ConocoPhillips +14.8% per year for the past ten years
13. Pioneer Natural Resources +14.4% per year for the past ten years
14. Halliburton +14.3% per year for the past ten years
15. Occidental Petroleum +14.3% per year for the past ten years
16. Western Gas Partners +13.3% per year for the past ten years
17. National Oilwell Varco+13.1% per year for the past ten years
18. The New Baker Hughes, a GE Company +12.2% per year for the past three years  
19. HollyFrontier Corp +11.2% per year for the past ten years.
20. Plains All America Pipeline +10.4% per year for the past ten years
21. Cabot Oil & Gas +10.3% per year for the past ten years
22. Valero Energy Corp +10.1% per year for the past ten years
23. The Old Baker Hughes Inc +9.9% per year for eight years excluding Golden Parachutes Pay
24. Schlumberger Limited +9.6% per year for the past ten years
25. Apache Corp +8.4% per year for the past ten years
26. Noble Energy Inc +6.5% per year for the past ten years
27. Phillips 66 +5.4% per year for the past five years
28. EOG Resources +5.1% per year for the past ten years
29. Exxon Mobil +1.2% per year for the past ten years
30. Anadarko Petroleum +1.1% per year for the past ten years

There have been many US Government laws enacted in the past two decades that have substantially increased income inequality expansion, but none more so than the Trump Tax Cuts Act.   

On the other hand, the only highly effective US Government law enacted by either party in the past two decades that has substantially reduced income inequality expansion is Obamacare.

My objective is to get a better handle on just why the US and particularly here Texas has such massive continuing Income Inequality Expansion ..... it appears to be predominantly about the relative long-term annual pay raise percentages for the executives of a Company vs the many non-executive employees of a Company, coupled with the stock price appreciation subsequent to the time the company executives were rewarded in their pay with stock equity compensation.

To fix Income Inequality driven mainly by Company and its Board of Director choices on Percentage Annual Pay Raises, the US Government should step in and pass wisely-designed, simple but effective Fair Pay Raise Income Inequality Narrowing Company tax incentives for rewarding non-executive employees with fair pay increases ..... the carrot ..... and Company tax disincentives for rewarding executive employees with clearly excessively high pay increases ..... the stick.  I am certain ..... it is simple math ..... that this tax proposal would be very effective in substantially reducing the huge income inequality expansion that has occurred for decades in annual percentage pay raises between company executives and the rest of the company employees. 

And the continuing annual net tax revenues raised by the US Government here should be set up in a separate fund to be used only for wise additional income inequality narrowing initiatives.  This fund should be run by an outside group made up entirely of minorities harmed the most by Income Inequality Expansion of the past decades  .....all women, all blacks, all Latinos, all other non-white people, all past and present union members, all LGBTQ, all non-employee contract workers and all middle and lower income people of all ages, including those retired.

Also, the US Government should require all US Corporate Boards to include at least one worker representative and to exclude any Company Executive.

Further, the US Government should ban Golden Parachutes.

	FYE	FYE		FYE	FYE		FYE	FYE		FYE	FYE		FYE	FYE
	Dec	Dec		Dec	Dec		Dec	Dec		Dec	Dec		Dec	Dec
Parsley Energy	2018	2017		2017	2016		2016	2015		2015	2014		2014	2013
Top-Tier	Total	Total		Total	Total		Total	Total		Total	Total		Total	Total
Executive	Comp	Comp		Comp	Comp		Comp	Comp		Comp	Comp		Comp	Comp
	$ 000s	$ 000s		$ 000s	$ 000s		$ 000s	$ 000s		$ 000s	$ 000s		$ 000s	$ 000s
Sheffield CEO	5,037	5,600		5,600	4,284		4,284	3,793		3,793	1,361		1,361	3,785
Gallagher COO	3,885	3,486		3,486	2,448		2,448	2,152		2,152	1,359		1,359	692
Dalton CFO	2,722	2,639		2,639	2,077		2,077	1,806
Roberts General Counsel	1,857	1,775		1,775	1,573		1,573	1,319		1,319	1,240		N/A	N/A
Henson SVP				1,372	1,491
Layman VP										N/A	N/A
Totals	13,501	13,500		14,872	11,873		10,382	9,070		7,264	3,960		2,720	4,477
Annual % Change vs Prior Year	0.0%			25.3%			14.5%			83.4%			-39.2%
5 Year Average Per Year % Change		16.8%
	FYE	FYE
	Dec	Dec
Parsley Energy	2013	2012
Top-Tier	Total	Total
Executive	Comp	Comp
	$ 000s	$ 000s
Sheffield CEO	3,785	703
Gallagher COO	692	286
Dalton CFO
Roberts General Counsel	N/A	N/A
Henson SVP
Layman VP
Totals	4,477	989
Annual % Change vs Prior Year	352.7%
6 Year Average Per Year % Change		72.8%