This excerpt taken from the MRO DEF 14A filed Mar 13, 2007.
We believe our accountability to stockholders begins with personal performance commitments linked to our Company goals, which in turn are reinforced by our pay-for-performance culture. As a result, in addition to Company performance, each Officers individual performance is important in determining his or her bonus.
At the beginning of each year, each Officer develops individual performance commitments relative to his or her organizational responsibilities which, for Officers other than the CEO, are then discussed with and approved by the CEO. Similarly, the CEOs individual performance commitments are discussed with and approved by our Chairman and our Board. The performance commitment process is designed to focus Officers on creating stockholder value, and all of the Officers commitments are directly related to our business objectives that are communicated to the stockholders for the upcoming year.
At the end of each year, each Officers performance is measured against his or her pre-established performance commitments. In addition, each Officers leadership skills and demonstrated commitment to living the Marathon values are considered.