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There's no reason to limit that kind of obviously beneficial practice to just the CEO.

Imagine how beneficial it would be to apply it to all the employees. Company is earning money? You get your paycheck. Company is losing money? Cough up.

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Having to cough up is, I agree, excessive. But having a CEO's compensation tied to performance is the same as all the schmucks under him have to deal with. Only, while they're on the hook for delivering, he's on the hook for providing vision. So making it take 5 years to vest or similar, so the effects of his decisions can be seen, and he has to plan long term, seems sensible. In the same way that tying a worker bee's bonuses to the delivery of a project seems sensible.

Yup. Stock and options and delayed vesting are frequently used for these reasons. From normal employees all the way up to the CEO.

Sounds like a co-op.

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