FSBK » Topics » Base Salary.

These excerpts taken from the FSBK 10-K filed May 12, 2009.
Base Salary.  The Base Salary program is designed to provide a competitive base salary to management and employees.  The salary levels of all employees, including executive officers, are set to reflect the duties and levels of responsibilities inherent in the position and the competitive conditions in the banking business in our market area. Comparative salaries paid by peer financial institutions are considered in establishing the salary for a given position. The Compensation Committee utilizes surveys prepared by trade groups and other independent sources of salaries paid to executive officers of other bank holding companies, non-diversified banks and other financial institutions similar in size, market capitalization and other characteristics. Base salaries for executive officers are reviewed annually by the Compensation Committee, taking into account the competitive level of pay as reflected in the surveys consulted. See “Peer Group Analysis”.  In setting base salaries, the Compensation Committee also considers a number of factors relating to the particular executives, including individual performance, job responsibilities, level of experience, ability and knowledge of the position and complexity of the Company’s operations. These factors are considered subjectively and none of the factors are accorded a specific weight. See “Executive Compensation – Summary Compensation Table” for salaries paid to named executive officers in 2008.

Base Salary.  The Base Salary program is designed to provide a competitive base salary to management and employees.  The salary levels of all employees, including executive officers, are set to reflect the duties and levels of responsibilities inherent in the position and the competitive conditions in the banking business in our market area. Comparative salaries paid by peer financial institutions are considered in establishing the salary for a given position. The Compensation Committee utilizes surveys prepared by trade groups and other independent sources of salaries paid to executive officers of other bank holding companies, non-diversified banks and other financial institutions similar in size, market capitalization and other characteristics. Base salaries for executive officers are reviewed annually by the Compensation Committee, taking into account the competitive level of pay as reflected in the surveys consulted. See “Peer Group Analysis”.  In setting base salaries, the Compensation Committee also considers a number of factors relating to the particular executives, including individual performance, job responsibilities, level of experience, ability and knowledge of the position and complexity of the Company’s operations. These factors are considered subjectively and none of the factors are accorded a specific weight. See “Executive Compensation – Summary Compensation Table” for salaries paid to named executive officers in 2008.

Base Salary.  The
Base Salary program is designed to provide a competitive base salary to
management and employees.  The salary levels of all employees,
including executive officers, are set to reflect the duties and levels of
responsibilities inherent in the position and the competitive conditions in the
banking business in our market area. Comparative salaries paid by peer financial
institutions are considered in establishing the salary for a given position. The
Compensation Committee utilizes surveys prepared by trade groups and other
independent sources of salaries paid to executive officers of other bank holding
companies, non-diversified banks and other financial institutions similar in
size, market capitalization and other characteristics. Base salaries for
executive officers are reviewed annually by the Compensation Committee, taking
into account the competitive level of pay as reflected in the surveys consulted.
See “Peer Group
Analysis
”.  In setting base salaries, the Compensation
Committee also considers a number of factors relating to the particular
executives, including individual performance, job responsibilities, level of
experience, ability and knowledge of the position and complexity of the
Company’s operations. These factors are considered subjectively and none of the
factors are accorded a specific weight. See “Executive Compensation – Summary
Compensation Table
” for salaries paid to named executive officers in
2008.



Base Salary.  The
Base Salary program is designed to provide a competitive base salary to
management and employees.  The salary levels of all employees,
including executive officers, are set to reflect the duties and levels of
responsibilities inherent in the position and the competitive conditions in the
banking business in our market area. Comparative salaries paid by peer financial
institutions are considered in establishing the salary for a given position. The
Compensation Committee utilizes surveys prepared by trade groups and other
independent sources of salaries paid to executive officers of other bank holding
companies, non-diversified banks and other financial institutions similar in
size, market capitalization and other characteristics. Base salaries for
executive officers are reviewed annually by the Compensation Committee, taking
into account the competitive level of pay as reflected in the surveys consulted.
See “Peer Group
Analysis
”.  In setting base salaries, the Compensation
Committee also considers a number of factors relating to the particular
executives, including individual performance, job responsibilities, level of
experience, ability and knowledge of the position and complexity of the
Company’s operations. These factors are considered subjectively and none of the
factors are accorded a specific weight. See “Executive Compensation – Summary
Compensation Table
” for salaries paid to named executive officers in
2008.



This excerpt taken from the FSBK DEF 14A filed May 8, 2009.
Base Salary.  The Base Salary program is designed to provide a competitive base salary to management and employees.  The salary levels of all employees, including executive officers, are set to reflect the duties and levels of responsibilities inherent in the position and the competitive conditions in the banking business in our market area. Comparative salaries paid by peer financial institutions are considered in establishing the salary for a given position. The Compensation Committee utilizes surveys prepared by trade groups and other independent sources of salaries paid to executive officers of other bank holding companies, non-diversified banks and other financial institutions similar in size, market capitalization and other characteristics. Base salaries for executive officers are reviewed annually by the Compensation Committee, taking into account the competitive level of pay as reflected in the surveys consulted. See “Peer Group Analysis”.  In setting base salaries, the Compensation Committee also considers a number of factors relating to the particular executives, including individual performance, job responsibilities, level of experience, ability and knowledge of the position and complexity of the Company’s operations. These factors are considered subjectively and none of the factors are accorded a specific weight. See “Executive Compensation – Summary Compensation Table” for salaries paid to named executive officers in 2008.

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