Pending C-level executive retirements and a tight labor market are leading credit unions to be creative and aggressive with compensation and benefit plans to attract and retain executive talent.

One clear trend that has picked up momentum throughout the industry is that more credit unions than ever are leveraging executive benefit plans such as loan regime split dollar arrangements, 457(f) and 457(b) deferred compensation plans, and other hybrid plans.

While these supplemental executive retirement plans continue to be effective tools for holding on to executives, a recently introduced product called the lifetime income non-qualified solution, or LINQS, is designed to complement a traditional SERP and will give credit unions another option.

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