Dallas, Texas-Based RSP Permian Inc's Top-Tier Executives Average Pay Raise Was a Completely Off-the-Charts 281.7% Per Year During the Four Years (2014-2017) From Its IPO in 2014 to Its Acquisition in 2018 By Concho Resources. The Lucrative Permian Basin Drove 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 am studying large Texas Oil & Gas Companies. 

The 45th Texas Oil & Gas Company I am addressing here is RSP Permian Inc, which went public with an IPO in 2014 and was later in 2018 acquired by Concho Resources.

From annual compensation information contained in Company Proxy Statement and 10-K/A filings with the US SEC, the chart at the very bottom below shows RSP Permian Inc's Top-Tier Executives Annual Total Compensation for each of the two consecutive full years of employment for four years ..... 2014 through 2017.
  
RSP Permian Inc's Top-Tier Executives Average Pay Raise was a completely off-the-charts 281.7% per year for these four years, which is the very highest of the 45 large Texas Oil & Gas Companies I have addressed so far.

1. RSP Permian Inc +281.7% per year for four years
2. Kosmos Energy +264.0% per year for the past eight years
3. Cactus Inc +243.0% per year for the past two years
4. ProPetro Holding Corp +241.9% per year for the past three years
5. Apergy +146.9%per year for the past two years
6. Cheniere Energy Inc +141.9% per year for the past ten years
7. Talos Energy +118.9% per year for the past two years
8. Kinder Martin +115.8% per year for the past ten years
9. Parsley Energy +72.8% per year for the past six years.
10. Buckeye Partners +60.9% per year for the past ten years
11. Diamondback Energy +52.9% per year for the past seven years
12. Targa Resources +46.9% per year for the past ten years
13. Blackstone Minerals LP +36.1% per year for the past five years
14. Enlink Midstream +35.7% per year for the past seven years
15. Concho Resources +31.2% per year for the past ten years
16. Western Refining +25.8% per year for eight years
17. Marathon Oil +23.3% per year for the past ten years
18. CVR Energy +21.9% per year for the past ten years
19. Andeavor Logistics LP +20.6% per year for the past seven years
20. Energy Transfer Companies +19.2% per year for the past ten years 
21. Andeavor +18.1% per year for nine years
22. NuStar Energy LP +17.6% per year for the past ten years
23. FMC Technologies +17.1% per year for seven years
24. Spectra Energy Corp +16.4% per year for seven years
25. Enterprise Products Partners +16.2% per year for the past ten years
26. ConocoPhillips +14.8% per year for the past ten years
27. Pioneer Natural Resources +14.4% per year for the past ten years
28. Halliburton +14.3% per year for the past ten years
29. Occidental Petroleum +14.3% per year for the past ten years
30. Patterson-UTI Energy +14.0% per year for the past ten years
31. Western Gas Partners +13.3% per year for the past ten years
32. National Oilwell Varco+13.1% per year for the past ten years
33. The New Baker Hughes, a GE Company +12.2% per year for the past three years  
34. HollyFrontier Corp +11.2% per year for the past ten years.
35. Plains All America Pipeline +10.4% per year for the past ten years
36. Cabot Oil & Gas +10.3% per year for the past ten years
37. Valero Energy Corp +10.1% per year for the past ten years
38. The Old Baker Hughes Inc +9.9% per year for eight years excluding Golden Parachutes Pay
39. Schlumberger Limited +9.6% per year for the past ten years
40. Apache Corp +8.4% per year for the past ten years
41. Noble Energy Inc +6.5% per year for the past ten years
42. Phillips 66 +5.4% per year for the past five years
43. EOG Resources +5.1% per year for the past ten years
44. Exxon Mobil +1.2% per year for the past ten years
45. 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
RSP Permian Inc	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
Gray CEO	N/A	N/A		8,550	5,467		5,467	4,026		4,026	3,872		3,872	275
McNeill CFO	N/A	N/A		3,842	3,013		3,013	2,538		2,538	4,552		N/A	N/A
Arrott COO	N/A	N/A		3,550	2,855		2,855	2,255		2,255	2,598		2,598	275
Huck EVP Operations	N/A	N/A		3,249	2,238		2,238	1,896
Mutrie General Counsel	N/A	N/A		2,511	1,862		1,862	1,607
Daugbjerg EVP Land and Bus Development	N/A	N/A		3,215	1,708
Totals	N/A	N/A		24,917	17,143		15,435	12,322		8,819	11,022		6,470	550
Annual % Change vs Prior Year	N/A			45.3%			25.3%			-20.0%			1076.4%
4 Year Average Per Year % Change					281.7%