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This excerpt taken from the AYI DEF 14A filed Nov 23, 2009. General
Compensation Levels
The total direct compensation opportunities offered to our
executive officers have been designed to ensure that they have a
strong relationship with the creation of long-term value for
stockholders, are competitive with market practices, support our
executive recruitment and retention objectives, and are
internally equitable among executives. The annual and long-term
incentive portions of total direct compensation are designed to
be performance-based and to provide compensation in excess of
base salary only when performance goals are met. In addition,
the Compensation Committee retains the discretion to make awards
outside of these parameters if it determines that a
discretionary award is appropriate based on various
performance-related facts and circumstances for the fiscal year.
In determining total direct compensation opportunities, the
Compensation Committee considers: compensation information and
input, including market data, provided by its compensation
consultant, Towers Perrin; the evaluation by the Board of
Directors of the chief executive officer; and the chief
executive officer’s performance review and recommendation
for each other executive officer. The market data provides
competitive compensation information for positions of comparable
responsibilities with comparably-sized manufacturing companies
that are representative of the companies with whom we compete
for executive talent.
This excerpt taken from the AYI DEF 14A filed Nov 24, 2008. General
Compensation Levels
The total direct compensation opportunities offered to our
executive officers have been designed to ensure that they have a
strong relationship with the creation of value for stockholders,
are competitive with market practices, support our executive
recruitment and retention objectives, and are internally
equitable among executives. The annual and long-term incentive
portions of total direct compensation are performance-based and
provide compensation in excess of base salary only when
performance goals are met.
In determining total direct compensation opportunities, the
Compensation Committee considers: compensation information and
input, including market data, provided by its compensation
consultant, Towers Perrin; the evaluation by the Board of
Directors of the chief executive officer; and the chief
executive officer’s performance review and recommendation
for each other executive officer. The market data provides
competitive compensation information for positions of comparable
responsibilities with comparably-sized manufacturing companies
that are representative of the companies with whom Acuity Brands
competes for executive talent.
This excerpt taken from the AYI DEF 14A filed Nov 16, 2007. General
Compensation Levels
The total direct compensation (base salary and annual and
long-term incentive) opportunities offered to Acuity
Brands’ executive officers have been designed to ensure
that they are competitive with market practices, support Acuity
Brands’ executive recruitment and retention objectives, and
are internally equitable among executives. The annual and
long-term incentive portions of total direct compensation are
performance-based and provide compensation in excess of base
salary only when performance goals are met.
In determining total direct compensation opportunities, the
Acuity Brands Compensation Committee considers: compensation
information and input provided by its compensation consultant,
Towers Perrin; the evaluation by the Board of Directors of the
chief executive officer; and the chief executive officer’s
performance review and recommendation for each other executive
officer. The market data provides competitive compensation
information for positions of comparable responsibilities with
comparably-sized manufacturing companies that are representative
of the companies with whom Acuity Brands competes for executive
talent.
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