NUAN » Topics » Compensation Strategy

This excerpt taken from the NUAN DEF 14A filed Feb 26, 2007.
Compensation Strategy
 
Generally, the Company’s 2006 executive compensation programs consisted of a base salary program, a performance-based cash bonus program and a long-term incentive plan consisting of nonqualified stock options and restricted stock awards. A large part of executive compensation is at-risk and tied to individual and Company performance. The Compensation Committee’s executive compensation policy has the following objectives:
 
  •  to align the interests of the Company’s executives and other key employees with those of the Company’s stockholders, employees, and customers;
 
  •  to link executive compensation to the Company’s performance;
 
  •  to target base salaries at about the 50th percentile and total annual cash incentive at about the 75th percentile for each executive as compared to his or her industry-specific peers; and
 
  •  to offer significant levels of at-risk compensation in the form of stock options and restricted stock awards so that the long-term rewards available to the Company’s executive officers will have a direct correlation to stockholder value.
 
This excerpt taken from the NUAN DEF 14A filed Feb 17, 2006.
Compensation Strategy
 
Generally, the Company’s 2005 executive compensation programs consisted of a base salary program, a performance-based cash bonus program and a long-term incentive plan consisting of nonqualified stock options and Restricted Stock Awards. A large part of executive compensation is at-risk and tied to individual and Company performance. The Compensation Committee’s executive compensation policy has the following objectives:
 
  •  To align the interests of the Company’s executives and other key employees with those of the Company’s stockholders, employees, and customers;
 
  •  To link executive compensation to the Company’s performance;
 
  •  To target base salaries at about the 50th to 75th percentile and total annual cash incentive at about the 75th percentile for each executive as compared to his or her industry-specific peers; and
 
  •  To offer significant levels of at-risk compensation in the form of stock options and Restricted Stock Awards so that the long-term rewards available to the Company’s executive officers will have a direct correlation to stockholder value.
 
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