Performance attribution is well standardized within fund management, due to modern portfolio theory. However, the rewards made to senior executives are a much more subjective topic. Bonuses and salaries are negotiated on a person-to-person basis and vary from one institution to the next. The same tools used in the fund industry to measure performance may also be used to assess added-value generated by senior managers and executives within financial institutions. This text demonstrates how this can be done and should allow general managers to start using modern portfolio theory to reward their staff. It provides a common framework to benchmarking as well as theoretical tools to design and refine benchmarks whilst maintaining an understanding of the specifics of different sectors.