This excerpt taken from the MOVE DEF 14A filed Apr 30, 2007.
Annual Cash Compensation
Base salary is the fixed element of the executives annual cash compensation. The value of base salary reflects the named executives level of responsibility, relative experience and breadth of knowledge. Base salaries are evaluated annually but are not automatically increased if the Committee believes that other elements of compensation are more appropriate in light of our stated objectives. This strategy is consistent with the Companys primary intent of weighting compensation towards achieving performance objectives.
The Committee, with input from the CEO, annually establishes a bonus plan for each named executive officer. The bonus plan sets forth the executives individual and Company performance goals and bonus potential. Because the executives have an increased ability to affect the Companys financial results, the Committee links an increased proportion of their pay to Company financial performance. In fiscal year 2006, 60% of Messrs. Long, Belote, Dennison and Merrills potential cash incentive compensation was based on the financial performance of the Company assessed against pre-determined cash operating income and revenue targets established by the Committee, and 40% of their potential cash incentive compensation was based on the achievement of the individual objectives established for each of these executives. As discussed under Executive Compensation for 2006 below, with respect to Mr. Dalton, 80% of his potential cash incentive compensation was tied to Company and business unit financial goals, and 20% was based on individual performance goals.