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HAS » Topics » Executive Compensation Philosophy and Objectives

This excerpt taken from the HAS DEF 14A filed Apr 6, 2009.
Executive Compensation Philosophy and Objectives
 
In structuring the compensation of the Company’s executive officers, including the named executive officers who appear in the compensation tables following this Compensation Discussion and Analysis, the Company’s fundamental objectives are to:
 
  •  Attract and retain talented executives who can contribute significantly to the achievement of the Company’s goals,
 
  •  Align the interests of the Company’s executives with the medium and long-term goals of the Company and the Company’s shareholders, employees and other stakeholders,
 
  •  Focus executives on achievement of the Company’s goals in a manner that fosters team performance and a team focus,
 
  •  Reward superior performance by the Company and its business units as a whole, and to a lesser extent superior individual performance, and
 
  •  Accomplish these objectives effectively while managing the total cost of the Company’s executive compensation program.
 
This excerpt taken from the HAS DEF 14A filed Apr 8, 2008.
Executive Compensation Philosophy and Objectives
 
In structuring the compensation of the Company’s executive officers, including the five named executive officers who appear in the compensation tables following this Compensation Discussion and Analysis, the Company’s fundamental objectives are to:
 
  •  Attract and retain talented executives who can contribute significantly to the achievement of the Company’s goals,
 
  •  Align the interests of the Company’s executives with the medium and long-term goals of the Company and the Company’s shareholders, employees and other stakeholders,
 
  •  Focus executives on achievement of the Company’s goals in a manner that fosters team performance and a team focus,
 
  •  Reward superior performance by the Company and its business units as a whole, and to a lesser extent superior individual performance, and
 
  •  Accomplish these objectives effectively while managing the total cost of the Company’s executive compensation program.
 
This excerpt taken from the HAS DEF 14A filed Apr 16, 2007.
Executive Compensation Philosophy and Objectives
 
In structuring the compensation of the Company’s executive officers, including the five named executive officers who appear in the compensation tables following this Compensation Discussion and Analysis, the Company’s fundamental objectives are to:
 
  •  Attract and retain talented executives who can contribute significantly to the achievement of the Company’s goals,
 
  •  Align the interests of the Company’s executives with the medium and long-term goals of the Company and the Company’s shareholders, employees and other stakeholders,
 
  •  Focus executives on achievement of the Company’s goals in a manner that fosters team performance and a team focus,
 
  •  Reward superior performance by the Company and its business units as a whole, and to a lesser extent superior individual performance, and
 
  •  Accomplish these objectives effectively while managing the total cost of the Company’s executive compensation program.
 
To accomplish these objectives the Company employs two overarching principles in structuring its executive compensation.
 
First, the Company believes that a significant portion of an executive’s overall compensation opportunity should be at risk and based upon the performance of the Company. As a result, if the Company fails to achieve its financial goals, and/or if the Company’s share price does not rise, significant portions of the total executive compensation package are not realized. The Company implements this principle by using variable elements, such as management incentive plan awards and equity awards, as a major portion of the total executive compensation package.
 
Second, in structuring the performance-based elements of its compensation program, the Company seeks predominately to reward overall performance by the Company or its major business units, and only to a lesser extent, to reward individual executive performance. The Company believes this is appropriate to foster an environment of team work and to maximize the performance of the Company as a whole, as opposed to individuals within the Company. As a result, the two most significant variable components of executive compensation, namely management incentive plan awards and equity awards, are most heavily weighted to Company goals and Company performance. The incentive plan awards reward achievement of stated Company and business unit financial metrics, with individual performance playing a smaller role. Equity awards also reward achievement of Company goals and Company stock price appreciation.
 

EXCERPTS ON THIS PAGE:

DEF 14A
Apr 6, 2009
DEF 14A
Apr 8, 2008
DEF 14A
Apr 16, 2007

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