Companies Who Use Equilar
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"In addition to being a highly credible and current data source, Equilar has an outstanding ‘Account Manager/Client Services’ model. I have received exemplary and consistent service from all of my Client Services partners; they approach each call and request with a sense of urgency and thoroughness. They are a strong resource I feel confident in recommending." — Leslie Yotsuya, SVP of Human Resources at Bank of the West |
 DEF 14A |
"Chief Executive Officer. In benchmarking the total cash and long-term incentive compensation of our chief executive officer, the compensation committee, at its June 2009 meeting, reviewed aggregated compensation data from all public companies within the indicated annual revenue range, which we believe is representative of the competitive environment we face with respect to senior executives. Utility companies were excluded because of the regulatory environment in which they operate. The following table contains information about the study and the position of Mr. Butler's compensation as a percentile of the market:"
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 DEFC 14A |
"The Committee oversees the design, development and implementation of the compensation program for the CEO and the other executives, including the named executive officers. The Committee evaluates the performance of the CEO and determines the CEO’s compensation in light of the goals and objectives of the compensation program. Mr. McCausland and Mr. Molinini, as appropriate, assess the performance of our other executives, including the other named executive officers, and the Committee approves their compensation based on recommendations from Mr. McCausland. Neither the Committee nor management sought advice from compensation consultants during the 2010 fiscal year. Management did rely on a service from Equilar Inc., a compensation research firm, to provide peer executive compensation data from proxies and a compensation survey for comparison purposes. However, we did not receive advice from Equilar in setting our executive compensation." |
 DEFA 14A |
"To determine compensation levels for comparable positions in our Peer Group, we gather information about executive compensation and practices for the Peer Group using publicly available information as well as published compensation surveys. Our primary data sources for evaluating all elements of compensation for our CEO and our other Named Executive Officers' compensation against the Peer Group in 2009 were the 2008 Towers Perrin PHRA Executive Compensation Survey and the available 2008 proxy data from 2009 filings with the SEC for the Peer Group as compiled by Equilar, Inc. However, not every Peer Group company reports information for executive positions that are similar to ours. In general, Peer Group information is not available for two Named Executive Officer positions, our Executive Vice President, Operations and our Executive Vice President, Global Commercial Operations." |
 DEF 14A |
"Equilar provided benchmark compensation information based on a detailed analysis of recently filed proxies from companies in our peer group (see 'Benchmarking of Compensation' below). This was an additional source of information used to inform the Compensation Committee’s decisions on fiscal 2010 base salaries, incentive awards and equity grants for executive officers." |
 Form 20-F |
"Additional remuneration survey data published by Hewitt Associates, Towers Watson (formerly Towers Perrin) and Equilar, were presented to the remuneration committee during the year. In addition, advice provided by Ernst&Young LLP on the implementation of an employer financed retirement benefit scheme (EFRBS) was presented to the remuneration committee during the year." |
 DEF 14A |
"Management provided the Committee with comparisons for base salary, total annual cash compensation (base salary plus annual incentives at both target incentive levels and actual performance-based incentive levels) and total direct compensation (base salary, annual cash incentives and long-term equity incentives). Data sources for executive compensation information reviewed in February 2009 included the following sources:"
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 DEF 14A |
"Benchmarking We do not target any specific peer group percentile ranking for total compensation for our named executive officers. The Committee considers each executive’s compensation history and peer group market position as reference points in awarding annual compensation. For our CEO and CFO, the Committee considered data from the Fortune 50 companies provided to us by Hewitt Associates. The Committee uses this data for these positions because the Fortune 50 represents companies of size similar to us with whom we compete for executive talent. For our CEO, we also used retail peer data provided by Equilar, reflecting retailers with revenues greater than $10 billion, consisting of the following companies:
This peer group reflects companies in our industry with whom we compete for both executive talent and customers." | ||||
 Form 10-K/A |
"All other analyses related to executive compensation were conducted internally, relying primarily on data from Radford Associates, which provides compensation and benefits data specializing in the high technology sector and Equilar, Inc., which provides executive compensation information based on publicly available information contained in SEC filings. Internal analyses included gathering and analyzing data, and reviewing and advising on principal aspects of executive compensation. Base salaries and bonuses for executive officers were among the items reviewed." |
 DEFA 14A |
"In September 2009, for our Chief Executive Officer, Chief Financial Officer and Chief Operating Officer, the Compensation Committee compared each element of 2008 compensation to the peer group with a focus on total direct compensation and total cash compensation (base salary plus annual cash bonus). Total direct compensation was reviewed in two ways. First, to provide a view of the current value of overall compensation, the paper value of total direct compensation was analyzed by, at the date the data was analyzed (August 11, 2009 when our stock price was $22.16), taking the sum of the base salary, annual cash bonus, "in the money" value of annual stock option grants, and the value of restricted stock awards or other long term incentives. Second, to provide a value of the overall compensation at grant, the Black Scholes value of total direct compensation was analyzed by taking the sum of base salary, annual cash bonus, Black Scholes value of annual stock options as reported by Equilar, the value of the restricted stock awards as reported in the proxy statement for the current year, and the value of long term incentive grants at target as reported by Equilar. In addition, also with a focus on total direct compensation and total cash compensation, the Compensation Committee reviewed the 2008 compensation levels of the Presidents of North American Delivery and U.S. Retail, by comparing their total direct and total cash compensation to publicly available compensation survey data from the HayGroup, Hewitt Associates, Mercer and Towers Perrin and peer group proxy data of business unit presidents. As it relates to this survey data, the Compensation Committee only evaluated total direct compensation on a Black Scholes basis since this is the most widely accepted practice for valuing stock option grants. In evaluating the benchmarking data for the Presidents of North American Delivery and U.S. Retail, the Compensation Committee, relying on the input from its independent consultant, noted that the percentile calculations were at times misleading after looking at the raw data, particularly where the data was concentrated with little variation." |
 DEF 14A |
"For our decisions with respect to 2009 executive compensation, we collected and reviewed compensation data from the following sources:"
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