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This excerpt taken from the HES DEF 14A filed Mar 26, 2009. Total
Compensation Objectives and Policies
The compensation and management development committee of the
board of directors approves and oversees our executive
compensation programs. The objective of our executive
compensation programs is to attract and retain executives and
motivate them to achieve our business goals through a
combination of cash and stock-based compensation. We attempt to
reinforce the link between pay and performance by putting a
portion of executive compensation at risk, so that executives
are rewarded if corporate, business unit and individual
performance goals are achieved. Moreover, the committee believes
that a significant portion of compensation should be related to
our common stock in order to align senior management interests
more closely with those of our stockholders and to provide
incentives to work for the long-term profitable growth of the
company. The principal elements of an executive’s total
compensation consist of:
However, we also review other elements of compensation,
including retirement benefits, life insurance, savings, health
and welfare plans and other benefits offered to employees
generally in order to evaluate the entire compensation package
offered to executives.
This excerpt taken from the HES DEF 14A filed Mar 27, 2008. Total
Compensation Objectives and Policies
The compensation and management development committee of the
board of directors approves and oversees our executive
compensation programs. The objective of our executive
compensation programs is to attract and retain executives and
motivate them to achieve our business goals through a
combination of cash and stock-based compensation. We attempt to
reinforce the link between pay and performance by putting a
portion of executive compensation at risk, so that executives
are rewarded if corporate, business unit and individual
performance goals are achieved. Moreover, the committee believes
that a significant portion of compensation should be related to
our common stock in order to align senior management interests
more closely with those of our stockholders and to provide
incentives to work for the long-term profitable growth of the
company. The principal elements of an executive’s total
compensation consist of:
However, we also review other elements of compensation,
including retirement benefits, life insurance, savings, health
and welfare plans and other benefits offered to employees
generally in order to value the entire compensation package
offered to executives.
This excerpt taken from the HES DEF 14A filed Mar 26, 2007. Total
Compensation Objectives and Policies
The compensation and management development committee of the
board of directors approves and oversees our executive
compensation programs. The objective of our executive
compensation programs is to attract and retain executives and
motivate them to achieve our business goals through a
combination of cash and stock-based compensation. We attempt to
reinforce the link between pay and performance by putting a
portion of executive compensation at risk, so that executives
are rewarded if corporate, business unit and individual
performance goals are achieved. Moreover, the committee believes
that a significant portion of compensation should be related to
our common stock in order to align senior management interests
more closely with those of stockholders, and to provide
incentives to work for the long-term profitable growth of the
company. The principal elements of an executive’s total
compensation consist of:
However, we also review the competitiveness of other elements of
compensation, including retirement benefits, life insurance,
savings, health and welfare plans and other benefits offered to
employees generally in order to value the entire compensation
package offered to executives.
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