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LYV » Topics » COMPENSATION DISCUSSION AND ANALYSIS

These excerpts taken from the LYV 10-K filed Apr 30, 2009.

Compensation Discussion and Analysis

The following Compensation Discussion and Analysis may contain statements regarding historical and/or future individual and company performance measures, targets and other goals. These goals are disclosed in the limited context of Live Nation’s executive compensation program and should not be understood to be statements of management’s or the Live Nation board of directors’ expectations or estimates of results or other guidance. Live Nation specifically cautions investors not to apply these statements to other contexts.

Compensation Discussion and Analysis

The following Compensation Discussion and Analysis may contain statements regarding historical and/or future individual and company
performance measures, targets and other goals. These goals are disclosed in the limited context of Live Nation’s executive compensation program and should not be understood to be statements of management’s or the Live Nation board of
directors’ expectations or estimates of results or other guidance. Live Nation specifically cautions investors not to apply these statements to other contexts.

FACE="Times New Roman" SIZE="2">Compensation Philosophy and Objectives

Live Nation’s executive compensation program is designed
to attract, motivate, reward and retain talented individuals who are essential to its continued success. In determining the form and amount of compensation payable to Live Nation’s named executive officers, the Compensation Committee is guided
by the following objectives and principles:

 







 • 

Compensation should tie to performance. Live Nation aims to foster a pay-for-performance culture, with a substantial amount of executive compensation
“at risk.” Accordingly, a significant portion of total compensation is tied to and varies with Live Nation’s financial, operational and strategic performance, as well as individual performance.

STYLE="font-size:6px;margin-top:0px;margin-bottom:0px"> 







 • 

Compensation should encourage and reward the achievement of specific corporate and departmental goals and initiatives. From time to time, Live Nation sets
specific corporate and/or departmental goals and initiatives pertaining to, among other things, growth, productivity and people. Currently, Live Nation is primarily emphasizing, and the executive compensation program is designed primarily to reward,
(i) growth in operating income before certain unusual and/or non-cash charges, depreciation and amortization (including impairments), loss or gain on sale of operating assets and non-cash compensation expense, and including any pro forma
adjustments in respect of acquisitions or divestitures, which is referred to as “Adjusted Operating Income” and (ii) the achievement of various personal performance objectives.

STYLE="font-size:6px;margin-top:0px;margin-bottom:0px"> 







 • 

Compensation should establish common goals for executives and their key reports. Live Nation endeavors to set consistent performance targets for multiple
layers of executives. By establishing common goals, Live Nation encourages a coordinated approach to managing the company that it believes will be most likely to increase stockholder value in the long term.

STYLE="margin-top:0px;margin-bottom:0px"> 


7






Table of Contents








 • 

Compensation should align executives’ interests with those of Live Nation’s stockholders. Equity-based compensation encourages executives to focus
on Live Nation’s long-term growth and prospects and to manage the company from the perspective of its stockholders.

SIZE="2">Within this framework, Live Nation strives to maintain executive compensation levels that are fair, reasonable and competitive.

Compensation Discussion and Analysis

The following Compensation Discussion and Analysis may contain statements regarding historical and/or future individual and company
performance measures, targets and other goals. These goals are disclosed in the limited context of Live Nation’s executive compensation program and should not be understood to be statements of management’s or the Live Nation board of
directors’ expectations or estimates of results or other guidance. Live Nation specifically cautions investors not to apply these statements to other contexts.

FACE="Times New Roman" SIZE="2">Compensation Philosophy and Objectives

Live Nation’s executive compensation program is designed
to attract, motivate, reward and retain talented individuals who are essential to its continued success. In determining the form and amount of compensation payable to Live Nation’s named executive officers, the Compensation Committee is guided
by the following objectives and principles:

 







 • 

Compensation should tie to performance. Live Nation aims to foster a pay-for-performance culture, with a substantial amount of executive compensation
“at risk.” Accordingly, a significant portion of total compensation is tied to and varies with Live Nation’s financial, operational and strategic performance, as well as individual performance.

STYLE="font-size:6px;margin-top:0px;margin-bottom:0px"> 







 • 

Compensation should encourage and reward the achievement of specific corporate and departmental goals and initiatives. From time to time, Live Nation sets
specific corporate and/or departmental goals and initiatives pertaining to, among other things, growth, productivity and people. Currently, Live Nation is primarily emphasizing, and the executive compensation program is designed primarily to reward,
(i) growth in operating income before certain unusual and/or non-cash charges, depreciation and amortization (including impairments), loss or gain on sale of operating assets and non-cash compensation expense, and including any pro forma
adjustments in respect of acquisitions or divestitures, which is referred to as “Adjusted Operating Income” and (ii) the achievement of various personal performance objectives.

STYLE="font-size:6px;margin-top:0px;margin-bottom:0px"> 







 • 

Compensation should establish common goals for executives and their key reports. Live Nation endeavors to set consistent performance targets for multiple
layers of executives. By establishing common goals, Live Nation encourages a coordinated approach to managing the company that it believes will be most likely to increase stockholder value in the long term.

STYLE="margin-top:0px;margin-bottom:0px"> 


7






Table of Contents








 • 

Compensation should align executives’ interests with those of Live Nation’s stockholders. Equity-based compensation encourages executives to focus
on Live Nation’s long-term growth and prospects and to manage the company from the perspective of its stockholders.

SIZE="2">Within this framework, Live Nation strives to maintain executive compensation levels that are fair, reasonable and competitive.

Compensation Discussion and Analysis

The following Compensation Discussion and Analysis may contain statements regarding historical and/or future individual and company
performance measures, targets and other goals. These goals are disclosed in the limited context of Live Nation’s executive compensation program and should not be understood to be statements of management’s or the Live Nation board of
directors’ expectations or estimates of results or other guidance. Live Nation specifically cautions investors not to apply these statements to other contexts.

FACE="Times New Roman" SIZE="2">Compensation Philosophy and Objectives

Live Nation’s executive compensation program is designed
to attract, motivate, reward and retain talented individuals who are essential to its continued success. In determining the form and amount of compensation payable to Live Nation’s named executive officers, the Compensation Committee is guided
by the following objectives and principles:

 







 • 

Compensation should tie to performance. Live Nation aims to foster a pay-for-performance culture, with a substantial amount of executive compensation
“at risk.” Accordingly, a significant portion of total compensation is tied to and varies with Live Nation’s financial, operational and strategic performance, as well as individual performance.

STYLE="font-size:6px;margin-top:0px;margin-bottom:0px"> 







 • 

Compensation should encourage and reward the achievement of specific corporate and departmental goals and initiatives. From time to time, Live Nation sets
specific corporate and/or departmental goals and initiatives pertaining to, among other things, growth, productivity and people. Currently, Live Nation is primarily emphasizing, and the executive compensation program is designed primarily to reward,
(i) growth in operating income before certain unusual and/or non-cash charges, depreciation and amortization (including impairments), loss or gain on sale of operating assets and non-cash compensation expense, and including any pro forma
adjustments in respect of acquisitions or divestitures, which is referred to as “Adjusted Operating Income” and (ii) the achievement of various personal performance objectives.

STYLE="font-size:6px;margin-top:0px;margin-bottom:0px"> 







 • 

Compensation should establish common goals for executives and their key reports. Live Nation endeavors to set consistent performance targets for multiple
layers of executives. By establishing common goals, Live Nation encourages a coordinated approach to managing the company that it believes will be most likely to increase stockholder value in the long term.

STYLE="margin-top:0px;margin-bottom:0px"> 


7






Table of Contents








 • 

Compensation should align executives’ interests with those of Live Nation’s stockholders. Equity-based compensation encourages executives to focus
on Live Nation’s long-term growth and prospects and to manage the company from the perspective of its stockholders.

SIZE="2">Within this framework, Live Nation strives to maintain executive compensation levels that are fair, reasonable and competitive.

This excerpt taken from the LYV DEF 14A filed Apr 29, 2008.

COMPENSATION DISCUSSION AND ANALYSIS

The following Compensation Discussion and Analysis may contain statements regarding historical and/or future individual and company performance measures, targets and other goals. These goals are disclosed in the limited context of our executive compensation program and should not be understood to be statements of management’s or the Board of Directors’ expectations or estimates of results or other guidance. We specifically caution investors not to apply these statements to other contexts.

This excerpt taken from the LYV DEF 14A filed Apr 4, 2007.

COMPENSATION DISCUSSION AND ANALYSIS

The following Compensation Discussion and Analysis may contain statements regarding historical and/or future individual and company performance measures, targets and other goals. These goals are disclosed in the limited context of Live Nation’s executive compensation program and should not be understood to be statements of management’s or the Board of Directors’ expectations or estimates of results or other guidance. Live Nation specifically cautions investors not to apply these statements to other contexts.

EXCERPTS ON THIS PAGE:

10-K (4 sections)
Apr 30, 2009
DEF 14A
Apr 29, 2008
DEF 14A
Apr 4, 2007

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