Long-Term Incentive (LTI) plans have been in existance in Singapore for nearly two decades. They are an integral part of the executive management remuneration structure, and constitute as much as one-third of the total compensation in many large cap Singapore companies. But the structure of LTI plans has evolved significantly during this time. Most companies transited from stock options to share awards after the first cycle, and many of them have renewed their plans recently, or will be obtaining approval from the shareholders in the not-so-distant future. What does the future hold for LTI plans in Singapore?