INCY » Topics » 2007 Grants of Plan-Based Awards

This excerpt taken from the INCY DEF 14A filed Apr 7, 2008.

2007 Grants of Plan-Based Awards

 
   
  Estimated Future Payouts Under Non-Equity Incentive Plan Awards(1)(2)
  All Other Option
Awards: Number
of Securities
Underlying
Options
(#)(3)

   
   
 
   
   
  Grant Date
Fair Value of
Stock and
Option Awards
($)

 
   
  Exercise or
Base Price of
Option Awards
($/Sh)

Name
  Grant Date
  Threshold
($)

  Target
($)

  Maximum
($)


Paul A. Friedman     319,410   425,880   723,996            
   
    2/12/2007               200,000   7.09   648,347

David C. Hastings     112,901   150,535   255,909            
   
    2/12/2007               100,000   7.09   324,174

John A. Keller     127,764   170,352   289,598            
   
    2/12/2007               100,000   7.09   324,174

Brian W. Metcalf     144,073   192,097   326,565            
   
    2/12/2007               100,000   7.09   324,174

Paula J. Swain     112,055   149,406   253,990            
   
    2/12/2007               100,000   7.09   324,174

(1)
The target incentive amounts shown in this column reflect our annual incentive plan awards originally provided under the annual incentive compensation plan for 2007 and represent the pre-established target awards as a percentage of base salary for the 2007 fiscal year, with the potential for actual awards under the plan to either exceed or be less than such funding target depending upon corporate performance. Actual award amounts are not guaranteed and are determined at the discretion of the Compensation Committee, which may consider an individual's performance during the period. For additional information, please refer to the "Compensation Discussion and Analysis" section. Actual 2007 annual incentive compensation plan payouts are reflected in the Non-Equity Incentive Plan Compensation column of the Summary Compensation Table.

(2)
The threshold illustrates the smallest payout that can be made if all of the pre-established performance objectives are achieved at the minimum achievement level. Actual awards may be more or less than these amounts and are at the discretion of the Compensation Committee. The target is the payout that can be made if the pre-established performance objectives have been achieved at the target achievement level. The maximum is the greatest payout that can be made if the pre-established maximum performance objectives are achieved or exceeded at the outperform achievement levels.

(3)
Options listed in this column become exercisable as to one-third of the shares on the first anniversary of the grant date, with the remaining shares vesting ratably each month thereafter over the following two years, and have a term of seven years.
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