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HRB » Topics » Discretionary STI Component.

This excerpt taken from the HRB DEF 14A filed Aug 16, 2006.
Discretionary STI Component. Payments under the Discretionary STI Component for fiscal year 2006 were based upon achievement of individual and strategic performance objectives that support the Company’s priorities. For most executive officers (including the named executive officers), 20% of the executive’s overall targeted STI Program compensation was based on the Discretionary STI Component. Actual incentive payouts under the Discretionary Objective STI Component could be from 0% to 200% of the target award. For fiscal year 2007, the Committee has determined that the Discretionary STI component should be eliminated, with 100% of the STI opportunity based on objective annual performance targets tied to business unit or overall corporate results.
  
This excerpt taken from the HRB DEF 14A filed Aug 15, 2005.
Discretionary STI Component. Payments under the Discretionary STI Component for fiscal year 2005 were based upon achievement of strategic and individual performance objectives that support the Company’s priorities. For most executive officers, 20% of the executive’s overall targeted STI Program compensation was based on the Discretionary STI Component. Actual incentive payouts under the Discretionary STI Component could be from 0% to 200% of the target award, depending upon actual performance against pre-established objectives.
  

EXCERPTS ON THIS PAGE:

DEF 14A
Aug 16, 2006
DEF 14A
Aug 15, 2005

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