Send us Feedback

Pitney Bowes (PBI)
Analysis
SUMMARY
BULLS
BEARS
TOPICS
Data
DATA CENTRAL
STOCK CHART
Financials
SEC FILINGS
BALANCE
INCOME
CASH FLOW

PBI » Topics » Incentive compensation should reward both short-term and long-term performance

This excerpt taken from the PBI DEF 14A filed Mar 26, 2009.

Incentive compensation should reward both short-term and long-term performance

Pitney Bowes’ short-term executive compensation program includes salary and annual performance-based cash incentives. Pitney Bowes’ long-term executive compensation program includes stock options and cash incentive units, which we refer to as CIUs. These components represent the compensation opportunity for named executive officers (excluding benefits).

This excerpt taken from the PBI DEF 14A filed Mar 27, 2008.

Incentive compensation should reward both short-term and long-term performance

Pitney Bowes’ short-term executive compensation program includes salary and annual performance-based cash incentives. Pitney Bowes’ long-term executive compensation program includes stock options and cash incentive units, which we refer to as CIUs. These components collectively represent the current compensation opportunity for senior executives (excluding

19

benefits). Currently, restricted stock is not granted annually to senior executives but may be granted from time to time for attracting, retaining and motivating executive talent.

In addition, Pitney Bowes provides post-retirement benefits to executives through:

  • matching contributions to the executives’ defined contribution plans;

  • nonqualified deferred compensation plans; and

  • pension and retiree medical benefits to each of the executives hired prior to January 1, 2005.

For 2007, following a continuing practice, the Executive Compensation Committee of the board of directors (the “Committee”) reviewed tally sheets setting forth all components of compensation for the eleven executive officers, including the executive chairman and the president and chief executive officer whose compensation is approved by the independent directors of the board. The tally sheets generally include a specific review of the following:

  • salary,

  • annual and long-term incentives at both target and actual payout,

  • benefits,

  • the value of unexercised stock options and unvested restricted stock awards,

  • hypothetical cash severance payments, and

  • the present value of accrued benefits under Pitney Bowes’ qualified and non-qualified retirement and savings plans.

The Committee uses the tally sheets as an additional resource for determining whether any changes in compensation are appropriate.

This excerpt taken from the PBI DEF 14A filed Apr 3, 2007.

Incentive compensation should reward both short-term and long-term performance

Pitney Bowes’ short-term executive compensation program includes salary and annual performance-based incentives. Pitney Bowes’ long-term executive compensation program includes stock options and cash incentive units, which we refer to as CIUs. These components collectively represent the current compensation opportunity for senior executives (excluding benefits). Restricted stock is not granted annually to senior executives but may be granted from time to time for attracting, retaining and motivating executive talent.

In addition, Pitney Bowes provides post-retirement benefits to executives, through:

  • matching contributions to the executives’ defined contribution plans;
  • nonqualified deferred compensation plans; and
  • pension and retiree medical benefits to each of the executives hired prior to January 1, 2005.

For 2006, following a continuing practice, the Executive Compensation Committee of the board of directors (the “Committee”), reviewed tally sheets setting forth all components of compensation for the eight most highly compensated executive officers, including the chairman and chief executive officer and the president and chief operating officer whose compensation is approved by the independent directors of the board. The tally sheets included a specific review of dollar amounts for:

  • salary,

32

  • annual and long-term incentives at both target and actual payout,
  • benefits,
  • the value of unexercised stock options and unvested restricted stock awards,
  • hypothetical cash severance payments, and
  • the present value of accrued benefits under Pitney Bowes’ qualified and non-qualified retirement and savings plans.

The Committee uses the tally sheets in making decisions regarding the total mix of compensation for executive officers.

EXCERPTS ON THIS PAGE:

DEF 14A
Mar 26, 2009
DEF 14A
Mar 27, 2008
DEF 14A
Apr 3, 2007

RELATED TOPICS for PBI:

Wikinvest © 2006, 2007, 2008, 2009, 2010, 2011, 2012. Use of this site is subject to express Terms of Service, Privacy Policy, and Disclaimer. By continuing past this page, you agree to abide by these terms. Any information provided by Wikinvest, including but not limited to company data, competitors, business analysis, market share, sales revenues and other operating metrics, earnings call analysis, conference call transcripts, industry information, or price targets should not be construed as research, trading tips or recommendations, or investment advice and is provided with no warrants as to its accuracy. Stock market data, including US and International equity symbols, stock quotes, share prices, earnings ratios, and other fundamental data is provided by data partners. Stock market quotes delayed at least 15 minutes for NASDAQ, 20 mins for NYSE and AMEX. Market data by Xignite. See data providers for more details. Company names, products, services and branding cited herein may be trademarks or registered trademarks of their respective owners. The use of trademarks or service marks of another is not a representation that the other is affiliated with, sponsors, is sponsored by, endorses, or is endorsed by Wikinvest.
Powered by MediaWiki