It's still a tough time to be a CEO. In October, 89 top dogs moved on (by choice or not). Though this is 15% lower than the 105 in September and 29% off the whopping 125 CEOs who turned over a year earlier, it's still a sign that "stability" doesn't equal "recovery."

The latest study that Challenger, Gray & Christmas revealed to BloggingStocks reports that October was the eighth month this year in which CEO turnover was down year-over-year. Through the end of last month, 1,028 CEO positions changed hands -- down 18% from the 1,257 by the same point in 2008. In fact, the tally for the first 10 months of 2009 is the lowest since 2004, when the big office found only 561 new inhabitants.

The financial industry remains the toughest place for CEOs, with 19 leaving the job last month. Even though the situation has gotten easier, this industry still has the highest turnover. For the year, approximately 10% of all CEO departures (106) have been in the financial sector. "The financial industry is still incredibly volatile, as both October and September saw major announcements from leading companies including JP Morgan Chase (JPM), Bank of America (BAC) and last month's bankruptcy of CIT Group, which led to the exit of CEO Jeffrey Peek," John A. Challenger, chief executive officer of Challenger, Gray & Christmas, says.

Former General Motors chairman and CEO Richard Wagoner was entitled to receive $23 million in retirement benefits as recently as last year, but after driving the company into bankruptcy and costing taxpayers billions, it's been decided that $23 million was too much.

Now Wagoner will be getting just $8.6 million over the first five years of his retirement, a benefits cut the company said is consistent with what other workers are taking.

But wait a minute: How many other GM workers are getting $8.6 million? Not many, but I guess the argument GM is making is that it's consistent on a percentage basis. But how many of GM's workers were as directly responsible for the company's downfall as Mr. Wagoner?

Richard Wagoner's retirement package has gone from hilariously excessive to ridiculously excessive. In that sense, there's no principled distinction between Wagoner taking $23 million and taking $8.6 million. If he had any character or desire to salvage what's left of his legacy -- and prevent his children from having to bear the name of an infamous villain -- he would have turned down all retirement benefits and directed that they be used for the benefit of the company's lower-level workers.

Then, Mr. Wagoner could say that the price of his character was at least $8.6 million. But for now, this retirement package will do nothing but buy him some nice foreign cars and cement his place in the annals of infamous executives.

So far the U.S. has committed $12.8 trillion to bailing out Wall Street. Does this mean that Wall Street CEOs made mistakes? Apparently not. Because if it did, the Wall Streeters who cost taxpayers all that loot would be out of their jobs.

A few have moved on -- consider Merrill Lynch's former CEO Stan O'Neal, who, after leaving the investment bank with a then-record $2.24 billion loss, received a "kick in the rear" amounting to a $161 million retirement package. (O'Neal is just one of the Harvard MBAs whose destruction of the global economy is prompting some navel gazing at HBS.)

Most, though, are still at their desks, gamely calling the shots. Yesterday, Treasury Secretary Tim Geithner suggested it could be time for that to change.

There could be an opportunity to tweak the way we pay CEOs of big public companies. I hope this doesn't sound too harsh. But when you consider that the average 2008 compensation for the 10 highest paid public company CEOs was $40.7 million, while their companies lost half, or $30 billion, worth of their stock market value -- I wonder whether some change may be in order.

The year 2008 put a big exclamation mark on, hopefully, the end of an eight-year sentence of stabbing common shareholders in the back. Of the 10 highest paid CEOs, here are the four who destroyed the most stock market value while getting well above average pay. The companies are listed in descending order of the percentage destruction in stock market value, along with the CEO's 2008 compensation and loss in stock market capitalization:

• Citigroup (NYSE: C) paid CEO Vikram Pandit $38.2 million while its stock fell 78% destroying $124 billion in stock market value
• Motorola (NYSE: MOT) CEO Sanjay Jha made $104 million while overseeing a 75% stock plunge which wiped out $27.9 billion in stock market value

Another day, another item about excessive compensation. While American International Group (NYSE: AIG) pays out a ton of money to its own employees, the Hershey (NYSE: HSY) board has seen fit to bestow a rich compensation package to CEO David J. West.

Oh well, what can you do, I suppose. I always hate reading these reports. They always get under my skin. If you're a shareholder of Hershey, you're not doing that great right now. The stock will probably do well over the long term, but in the meantime, your shares are down over the last several years.

The two circumstances sort of symbolize the U.S.'s decade of descent, although opinions certainly will vary on what led to them. At minimum, they don't represent the most flattering moment in the nation's history.

Money manager Bernard Madoff, if proven guilty, will have substantially hurt, if not ruined, the financial lives of hundreds of investors -- from charitable organizations to Zsa Zsa Gabor -- in a $50 billion Ponzi scheme.

Meanwhile, on the heels of President Barack Obama's $500,000 compensation cap for executives and employees who receive federal government bailout assistance, criticisms have been voiced in and around Wall Street and in think tanks, with some executives complaining that the compensation is not high enough and/or that the federal government has no right to limit how much someone can be paid.

Let us know what you think.

Reading the sports section, I'm marveling at how the Oakland Athletics have managed to stay in contention year after year in spite of a low payroll and the fact that every future star that they develop ends up leaving for a bigger contract with a competitor.

And then it dawned on me: when was the last time you saw a CEO at a major company leave for a higher-paying job somewhere else? I can remember talk that Meg Whitman might leave eBay (NASDAQ: EBAY) for Disney (NYSE: DIS) but musical chairs never seems to happen among 8-figure CEOs.

This absence of competition and free agency, I believe, helps expose what a joke executive compensation is. The only reason to pay a CEO $50 million is to prevent him from going elsewhere for more money, right? I mean, if the most he could make at at another company is $15 million, then why would he turn down an offer of $25 million? The fact that CEOs at top companies never go somewhere else for more money makes me think a lot of compensation committees are leaving a lot of money on the table. If you're the CEO of a billion dollar company, you pretty much stay there until you retire to spend more time with your family after you screw things up royally.

Here's one way to look at executive compensation: look at how much a CEO earns and then estimate how much he could earn doing something else. The difference provides an estimate of the margin by which he's overpaid and, given that S&P 500 CEOs never seem to leave leave for higher-paying jobs, you have to think that margin is pretty wide.

Walt Disney Co. (NYSE: DIS) held its annual shareholder meeting last Thursday, and a couple interesting things were discussed, according to a Hollywood Reporter piece.

Apparently, a mutual fund manager challenged management regarding a controversial miniseries called The Path to 9/11, claiming that Disney has decided not to exploit the project on home video because of political considerations. I vaguely remember this miniseries, but it seems to have been critical of President Bill Clinton, and since his wife is running right now, well, maybe the decision was based on not interfering with whatever momentum she may (or may not) have. The mutual fund guy said CEO Bob Iger has been a donor of Clinton (as one can imagine, Iger denies that politics are involved here).

I am really not sure if this guy has a legitimate point or not, or what his bias is, but let me say this -- if the miniseries did really cost $40 million, then it should be out on DVD, period. Shareholders should be angry about that. Content is king, new distribution platforms are the kingdom, and if this miniseries is controversial, then it might bring in a little bit of cash to the Mouse's coffers. Now, I obviously realize that not releasing the miniseries isn't going to break Disney -- but I do want the company to aggressively exploit any and all content, especially one that cost $40 million to generate.

A survey by Corporate Library indicates that pay for CEOs running S&P 500 companies grew 23% in the last year to a median level of $8.8 million. That's 1.64 times faster than the 14% increase in the S&P 500 average from October 6, 2006 to October 25, 2007.

Should you care? If you're a shareholder of a company whose CEO pay is growing faster than its shareholder value, you have two choices: sell the stock or try to organize your fellow shareholders and lobby the board for a CEO who will increase shareholder value faster.

There's no way you'll realistically be able to get the company to limit increases in its CEO pay to a level below the growth in shareholder value. Instead I think it would make sense to look at the ratio between CEO pay and increases in shareholder value.

While there are many idealistic people in this world, few actually do things to implement their opinions and ideas in a pragmatic way. John Montgomery, the founder and CEO of Bridgeway Funds is certainly not one of these people. From reading an excellent Barron's article (subscription required), I've learned more about compassion and philanthropy in an investing leader than I have from any other article this month. In addition to learning about compassion, I learned a very interesting remedy to emotional inefficiency that exists in nearly every investor.

Every year, Montgomery's company gives half of its profits to charity. While many companies do have "philanthropy" departments, very few give significant amounts of money compared to the company's profits. I've also found that many companies simply do this for tax advantages -- this is not the case with Bridgeway. Each of the company's 24 employees could select a charity to receive at least $20,000.

Montgomery also limits his compensation to seven-times that of his lowest employee. For those not familiar with the disgusting executive pay situation in this country, the average CEO makes 531 times the pay of his lowest employee. While many, including myself, just complain about this fact, Montgomery is actually doing something about it: "Executive compensation is way out of whack in this country, so we have our own system to reduce any possible animosity in the firm."

One of the things that intrigues me about the recent Wall Street bonus payments is that top traders make twice what their CEOs get.

The reason for this is that the CEO and the trader participate in different labor markets characterized by different next-best-alternatives and different levels of performance measurement complexity. Huh? While the CEO of an investment bank's next best alternative job (at least at The Goldman Sachs Group (NYSE:GS)) is to give up money and go for the power and prestige of a government post (e.g., Treasury Secretary), the top trader's next best alternative is to leave the bank and start up a hedge fund. Moreover, a CEO's job is complex and difficult to measure whereas a trader's job is enormously stressful and relatively simple to measure.

At Goldman, for example, CEO Lloyd Blankfein is slated to take home $50 million whereas some traders, such as Morgan Sze, a head trader in Goldman's principal strategies group based in Hong Kong, are rumored to be receiving $100 million. Traders such as Sze are prone to leave to start their own hedge funds where the average of the top 100 made roughly three-and-a-half times his bonus -- or $363 million in 2005. For example, Eric Mindich, a top Goldman trader, left Goldman in November 2004 to start Eton Park Capital Management, with $3 billion under management.

This post is written as part of AOL Money & Finance's Best & Worst 2006. Gas prices got you down? Vote for Lee Raymond as the most overpaid CEO.

Lee Raymond retired as CEO of ExxonMobil Corporation (NYSE:XOM) at the end of 2005, and in April it was announced that he had received one of the most generous retirement packages in history, nearly $400 million, including stock options and other perks, this at a time when Americans were paying record fuel prices and Exxon had made the biggest profit of any company ever -- $36 billion.

Exxon defends Raymond's compensation, pointing out that during the years he ran the company, Exxon became the largest oil company in the world, as well as one of the world's most powerful companies. The stock price soared 500 percent during that time.

Raymond began his career at Exxon as a research engineer after receiving his PhD in chemical engineering from the University of Minnesota in 1963. He worked his way up the proverbial ladder with innovative moves that cut costs and increased profits. He defended Exxon against environmentalists and human rights activists, while denying the viability of renewable energy sources and the human component of global warming.

He was president of Exxon in 1989 during the Exxon Valdez disaster, when the damaged tanker spilled an estimated 30 million gallons of crude oil off the Alaskan coast and devastated wildlife. As CEO he oversaw the merger of Exxon and Mobil -- gains from the merger showed that early predictions had underestimated the potential growth.

Exxon claims that his retirement is in accordance with its standard pension plan, based on his forty plus years of service and his salary at retirement, about $51 million.

In a move sure to take cost savings to a newly symbolic level, Yahoo! said today that Terry Semel's salary would be reduced to $1 each year throughout 2008, just like the top management at Google.

[Aside: as someone who's often been responsible for payroll, I've always wondered how these checks were processed; is it paid all at once or split up into bi-monthly amounts of four cents each? And do they withhold FICA?]

In return, Semel received 6 million stock options at an exercise price of $31.59 per share, as well as the opportunity to receive up to 1 million additional stock options each year. Semel has made $429 million in stock rewards, in addition to his $600,000 salary -- so please don't start sending him your leftover cans of garbanzo beans.