CPWR » Topics » Overview of Compensation Philosophy and Programs

This excerpt taken from the CPWR DEF 14A filed Jul 15, 2009.
Overview of Compensation Philosophy and Programs
 
Our compensation programs are designed to support the Company’s business goals, to promote short- and long-term growth, and to attract, retain, and motivate key talent. This section of the proxy statement explains how our compensation programs are established and how they work with respect to our CEO, CFO and the other executive officers named in the “Summary Compensation Table” and the other tables that follow, whom we refer to collectively as our “Named Executive Officers” or “NEOs.” Unless otherwise noted, references to our NEOs exclude Mr. Bockhausen, the Company’s former CTO, who passed away in December 2008. Compensation paid to the NEOs has four components:
 
1. base salary;
 
2. annual performance cash bonus awards;
 
3. long-term performance incentives; and
 
4. employee benefits and perquisites.
 
Our compensation philosophy emphasizes performance-based compensation. This approach spans all of our employees, but is especially applicable to the NEOs. We believe that our NEOs and other key employees should have a significant portion of their potential annual cash compensation tied to our profitability and sales goals. Additionally, we seek to align the ability to earn long-term incentives directly with that of our shareholders through the use of equity-based incentives. Our approach to executive base salaries is to ensure they are not only competitive with those found at companies similar to Compuware, but also are effective in attracting and retaining high-performing employees capable of leading us to higher levels of profitability and shareholder returns.
 
This excerpt taken from the CPWR DEF 14A filed Jul 16, 2008.
Overview of Compensation Philosophy and Programs
 
Our compensation programs are designed to support the Company’s business goals, to promote short- and long-term growth, and to attract, retain, and motivate key talent. This section of the proxy statement explains how our compensation programs are established and how they work with respect to our CEO, CFO and the other executive officers named in the “Summary Compensation Table” and the other tables that follow, whom we refer to collectively as our “Named Executive Officers” or “NEOs.” Unless otherwise noted, references to our NEOs exclude Messrs. Jallos and Costello who are no longer executive officers. Compensation paid to the NEOs has four components:
 
1. base salary;
 
2. annual performance cash bonus awards;
 
3. long-term performance incentives; and
 
4. employee benefits and perquisites.
 
Our compensation philosophy emphasizes performance-based compensation. This approach spans all of our employees, but is especially applicable to the NEOs. We believe that our NEOs and other key employees should have a significant portion of their potential annual cash compensation tied to our profitability, sales and revenue goals. Additionally, we seek to align the ability to earn long-term incentives directly with that of our shareholders through the use of equity-based incentives. Our approach to executive base salaries is to ensure they are not only competitive with those found at companies similar to Compuware, but also are effective in attracting and retaining high-performing employees capable of leading us to higher levels of profitability and shareholder returns.
 
This excerpt taken from the CPWR DEF 14A filed Jul 24, 2007.
Overview of Compensation Philosophy and Programs
 
Our compensation programs are designed to support the Company’s business goals, to promote short- and long-term growth, and to attract, retain, and motivate key talent. This section of the proxy statement explains how our compensation programs are established and how they work with respect to our CEO, CFO and other three most highly compensated executive officers named in the “Summary Compensation Table” and the other tables that follow, whom we refer to collectively as our “Named Executive Officers” or “NEOs.” Compensation paid to the Named Executive Officers has four components:
 
1. base salary;
 
2. annual cash bonus;
 
3. long-term performance incentives; and
 
4. employee benefits and perquisites.
 
Our compensation philosophy emphasizes performance-based compensation. This approach spans all of our employees, but is especially applicable to the Named Executive Officers. We believe that our NEOs and other key employees should have a significant portion of their potential annual cash compensation tied to the Company’s profitability and revenue goals. Additionally, we seek to align the ability to earn long-term incentives directly with that of our shareholders through the use of equity-based incentives. Our approach to NEO base salaries is to ensure they are not only competitive with those found at companies similar to Compuware, but also are effective in attracting and retaining high-performing employees capable of leading the Company to higher levels of profitability and shareholder returns.
 
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