CME » Topics » Bonus Guidelines as Percent of Base Earnings

This excerpt taken from the CME DEF 14A filed Mar 15, 2007.

Bonus Guidelines as Percent of Base Earnings

 

     Below Threshold     Threshold     Target     Maximum  

Executive Chairman

   0 %   37.5 %   75 %   150 %

Chief Executive Officer

   0 %   37.5 %   100 %   150 %

Other Management Team Members

   0 %   37.5 %   75 %   150 %

Managing Directors

   0 %   20 %   40 %   80 %(1)

Directors

   0 %   15 %   30 %   45 %(1)

(1) Employees below the level of the Management Team with outstanding performance evaluations may be awarded bonuses in excess of the maximum guidelines when actual cash earnings significantly exceeds the pre-established target. Named Executive Officers, other members of the Management Team and the Executive Chairman are not permitted to receive bonuses in excess of the above-stated maximum guidelines.

In determining an individual’s bonus, Company performance (the cash earnings target) and individual performance are weighted differently depending upon the individual’s position. We adopted this distinction because we believe that employees at higher levels in the organization can directly affect, and should be more accountable for, the Company’s financial performance; thus, we calculate a greater percentage of our officers’ bonuses based on Company performance. In addition, we incorporate a teamwork component in the determination of bonus awards to encourage our employees to work together as teams to collaboratively achieve our business objectives.

The Committee approved the bonuses for the Named Executive Officers and for the other members of the Management Team for 2006 based on the Company’s achievement of cash earnings and their individual performance within the established bonus guidelines described above. Each Named Executive Officer met and exceeded his or her performance goals for 2006. The bonus awarded to each Named Executive Officer for 2006 is set forth in the Summary Compensation Table under the heading Non-Equity Incentive Plan Compensation on page 31.

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