This excerpt taken from the OMX DEF 14A filed Mar 4, 2009.
Performance criteria that must be met before bonuses are paid
In February 2008, the committee approved the performance criteria for the 2008 annual incentive compensation plan. The performance criteria and weighting chosen were: company EBIT dollars (50%), return on sales (30%) and same location sales growth (20%). In order to achieve a payment at target, the company had to achieve EBIT Dollars of $356 million, return on sales of 3.8% and same location sales growth of 0%. These were the same performance criteria applied in 2007, but the weightings and target amounts were changed (the criteria were weighted equally in 2007). The new weightings and amounts reflected the continuing importance of these criteria in the company's strategic plan but the increasing difficulty of attaining sales targets given macro-economic conditions. These measures and the weightings were selected by the committee to ensure an appropriate focus on growth and profitability, with EBIT Dollars weighted most heavily because it was most indicative of our success in executing our strategic plan and reinforced the objective of increasing our overall profitability. Return on sales measures the efficiency of our execution and sales growth promotes positive marketplace expansion of the business, each of which are critical to achieving sustained and profitable growth as well as the efficient use of capital. The performance criteria and the weighting of and targets for those criteria were intended to motivate and reward eligible officers to strive for continued financial improvement for the company, consistent with increasing stockholder value. In general, the committee strives to establish targets with a level of difficulty that it expects at the time the targets are set will result in a 60% likelihood of achievement of the target by the company. It is accepted that the company's actual results might vary based on a number of factors, including the impact of domestic and foreign economic conditions. Achievement of the 2008 targets was dependent on the successful completion of numerous initiatives designed to increase efficiency, reduce costs, and offset the effect of economic conditions. In 2008, no named executive officer's annual incentive required accomplishment of individual performance measures. The committee may decide whether to include special one-time or extraordinary gains or losses in the calculation of the performance criteria when determining whether the criteria have been met.