Could you clarify what convention you use for the stock value, given vesting? E.g. if you have a base salary of 100k and a 100k stock grant, vesting over 4 yea

Could you clarify what convention you use for the stock value, given vesting? E.g. if you have a base salary of 100k and a 100k stock grant, vesting over 4 years, do you count that as 100+100 total comp (upper bound)? Or would you count that as 100+(100/4) total comp ramping up to 100+(100/4)+(100/4) in the second year if you are given a similar stock grant next year (lower bound)? My own preference would be to value stock grants for total comp comparison purposes by the expected value of the number of vesting events, or, equivalently, to impose a discount rate on the future grants based on the turnover rate in the job category. I've never seen that applied to total comp comparisons; presumably it would be a moderate value somewhere between the lower bound and upper bound.