EVOL » Topics » Base Salary

This excerpt taken from the EVOL DEF 14A filed Apr 20, 2009.

Base Salary

 

The Company provides named executive officers and other employees with base salary to compensate them for services rendered during the fiscal year.  It is our policy to set base salary levels competitively with corporations in the software industry, taking into account a number of factors, such as annual revenue, the nature of the software businesses, the structure of other companies’

 

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compensation programs and the availability of compensation information.  When setting base salary levels, in a manner consistent with the objectives outlined above, the Compensation Committee considers competitive market conditions for executive compensation, our performance, the individual’s breadth of knowledge, performance and levels of responsibility.   In evaluating salaries for 2008, the Compensation Committee purchased a comprehensive software industry executive compensation survey covering 104 companies in the software industry prepared by Presidio Pay Advisors, Inc.  The survey did not provide specific compensation information for each company in the survey and our Compensation Committee did not engage additional consultants to assist with compensation comparisons with individual companies which might be considered in our peer group. During the review of base salaries for executives, the Compensation Committee considered the data contained in the survey as well as the individual performance of the executive against goals and objectives set by the Compensation Committee, in the case of the CEO, and by the CEO, in the case of the other executive officers.

 

Salary levels are typically considered annually as part of the Company’s performance review process as well as upon a promotion or other change in job description responsibility.  Merit based increases to salaries are based on the Compensation Committee’s assessment of the individual’s performance.

 

For executive officers as a group, there were no increases in base salaries for 2008.  There were also no increases made in base salaries for 2009.  The Compensation Committee made these decisions primarily in response to general economic conditions.

 

This excerpt taken from the EVOL DEF 14A filed Apr 14, 2008.

Base Salary

 

The Company provides named executive officers and other employees with base salary to compensate them for services rendered during the fiscal year.  It is our policy to set base salary levels competitively with corporations in the software industry, taking into account a number of factors, such as annual revenue, the nature of the software businesses, the structure of other companies’ compensation programs and the availability of compensation information.  When setting base salary levels, in a manner consistent with the objectives outlined above, the Compensation Committee considers competitive market conditions for executive compensation, our performance, the individual’s breadth of knowledge, performance and levels of responsibility.  The Compensation Committee did not engage a compensation consultant in setting compensation for 2007.  In evaluating salaries for 2008, the Compensation Committee purchased a comprehensive software industry executive compensation survey covering 104 companies in the software industry prepared by Presidio Pay Advisors, Inc.  The survey did not provide specific compensation information for each company in the survey and our Compensation Committee did not engage additional consultants to assist with compensation comparisons with individual companies which might be considered in our peer group. During the review of base salaries for executives, the Compensation Committee considered the data contained in the survey as well as the individual performance of the executive.

 

 

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Salary levels are typically considered annually as part of the Company’s performance review process as well as upon a promotion or other change in job description responsibility.  Merit based increases to salaries are based on the Compensation Committee’s assessment of the individual’s performance.

 

For executive officers as a group, 2007 base salaries were increased by 2% compared to fiscal 2006 in response to increases in the general cost of living.  There were no increases made in base salaries for 2008.

 

This excerpt taken from the EVOL 8-K filed Jan 3, 2008.

A.            Base Salary

 

                                                Annual Base Salary (effective 1/1/2008)                          $XXX,XXX

 

                                                Target Incentive Compensation                                        [50%] [60%] [75%] of Base Salary, paid as described below

 

Your annual base salary will be paid in accordance with the Company’s standard payroll practices.

 

This excerpt taken from the EVOL DEF 14A filed Apr 23, 2007.

Base Salary

The Company provides named executive officers and other employees with base salary to compensate them for services rendered during the fiscal year.   It is our policy to set base salary levels competitively with selected corporations to which we compare our executive compensation. We select these corporations on the basis of a number of factors, such as their size, the nature of their businesses, the structure of their compensation programs and the availability of compensation information. The companies we looked at were:  Comptel, Intec, Metasolv, NeuStar, Openwave Systems, Synchronoss and Vitria.  When setting base salary levels, in a manner consistent with the objectives outlined above, the Compensation Committee considers competitive market conditions for executive compensation, our performance, the individual’s breadth of knowledge, performance and levels of responsibility.  Previously, the Compensation Committee engaged the services of  Towers Perrin, an outside global human resources consulting firm, to conduct a review of our total compensation program for our key executives.  The Compensation Committee elected not to engage the services of an outside firm in determining compensation for 2006.  During the review of base salaries for executives, the Compensation Committee considered publicly available data on the companies noted above, internal review of the executive’s compensation, both individually and relative to other officers, and individual performance of the executive.

Salary levels are typically considered annually as part of the Company’s performance review process as well as upon a promotion or other change in job description responsibility.  Merit based increases to salaries are based on the Compensation Committee’s assessment of the individual’s performance.

For executive officers as a group, 2006 base salaries were increased by 2% compared to fiscal 2005 in response to increases in the general cost of living.

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