Send us Feedback

Private Media Group (PRVT)
Analysis
SUMMARY
BULLS
BEARS
TOPICS
Data
DATA CENTRAL
STOCK CHART
Financials
SEC FILINGS
BALANCE
INCOME
CASH FLOW

PRVT » Topics » COMPENSATION DISCUSSION AND ANALYSIS

This excerpt taken from the PRVT DEF 14A filed Nov 3, 2009.

COMPENSATION DISCUSSION AND ANALYSIS

Executive Compensation Policy and Objectives

Our policy in compensating executive officers, including the executive officers named in the Summary Compensation Table appearing below (the “named executive officers”), is to establish methods and levels of compensation that will

 

  •  

attract and retain highly qualified personnel, and

 

  •  

provide meaningful incentives to promote profitability and growth and reward superior performance.

To achieve these policies Private follows the basic principles that annual compensation should be competitive with similar companies and long term compensation should generally be linked to Private’s return to shareholders. Private also believes that compensation for individual executives should be aligned to the performance of areas of the business over which the executive has the most control.

Executive compensation policies are implemented through a combination of annual and long-term methods of compensation. Compensation for the named executive officers includes

 

  •  

base salary,

 

  •  

eligibility to receive annual cash bonuses, and

 

  •  

stock-based compensation in the form of stock options under the 1999 employee stock option plan.

These primary components are available for flexible use by Private in a manner that will effectively implement our stated objectives with respect to compensation arrangements for each of the executive officers. Each of these components is discussed in more detail below. When setting the compensation arrangements for each executive officer, the Compensation Committee considers these components individually, as well as on an aggregate (total compensation) basis. There is no pre-determined relationship between base salary of our executives and any of the other principal components of compensation. Each element of compensation is considered both individually and in terms of total overall compensation.

Primary Components of Executive Compensation.

These excerpts taken from the PRVT 10-K filed Apr 15, 2009.

COMPENSATION DISCUSSION AND ANALYSIS

Executive Compensation Policy and Objectives

Our policy in compensating executive officers, including the executive officers named in the Summary Compensation Table appearing below (the “named executive officers”), is to establish methods and levels of compensation that will

 

  •  

attract and retain highly qualified personnel

 

  •  

provide meaningful incentives to promote profitability and growth and reward superior performance.

 

- 49 -

To achieve these policies Private follows the basic principles that annual compensation should be competitive with similar companies and long term compensation should generally be linked to Private’s return to shareholders. Private also believes that compensation for individual executives should be aligned to the performance of areas of the business over which the executive has the most control.

Executive compensation policies are implemented through a combination of annual and long-term methods of compensation. Compensation for the named executive officers includes

 

  •  

base salary,

 

  •  

eligibility to receive annual cash bonuses, and

 

  •  

stock-based compensation in the form of stock options under the employee stock option plan.

These primary components are available for flexible use by Private in a manner that will effectively implement our stated objectives with respect to compensation arrangements for each of the executive officers. Each of these components is discussed in more detail below. When setting the compensation arrangements for each executive officer, the Compensation Committee considers these components individually, as well as on an aggregate (total compensation) basis. There is no pre-determined relationship between base salary of our executives and any of the other principal components of compensation. Each element of compensation is considered both individually and in terms of total overall compensation.

Primary Components of Executive Compensation.

COMPENSATION DISCUSSION AND ANALYSIS

Executive Compensation Policy and Objectives

FACE="Times New Roman" SIZE="2">Our policy in compensating executive officers, including the executive officers named in the Summary Compensation Table appearing below (the “named executive officers”), is to establish methods and levels of
compensation that will

 







 • 

attract and retain highly qualified personnel

 







 • 

provide meaningful incentives to promote profitability and growth and reward superior performance.

STYLE="margin-top:0px;margin-bottom:0px"> 


- 49 -







To achieve these policies Private follows the basic principles that annual compensation should be
competitive with similar companies and long term compensation should generally be linked to Private’s return to shareholders. Private also believes that compensation for individual executives should be aligned to the performance of areas of the
business over which the executive has the most control.

Executive compensation policies are implemented through a combination of annual
and long-term methods of compensation. Compensation for the named executive officers includes

 







 • 

base salary,

 







 • 

eligibility to receive annual cash bonuses, and

 







 • 

stock-based compensation in the form of stock options under the employee stock option plan.

STYLE="margin-top:12px;margin-bottom:0px; text-indent:4%">These primary components are available for flexible use by Private in a manner that will effectively implement our stated objectives with respect
to compensation arrangements for each of the executive officers. Each of these components is discussed in more detail below. When setting the compensation arrangements for each executive officer, the Compensation Committee considers these components
individually, as well as on an aggregate (total compensation) basis. There is no pre-determined relationship between base salary of our executives and any of the other principal components of compensation. Each element of compensation is considered
both individually and in terms of total overall compensation.

Primary Components of Executive Compensation.

STYLE="margin-top:6px;margin-bottom:0px; text-indent:4%">Base Salary

The base salaries of our
executive officers are set by the Compensation Committee (and in the case of the CEO, ratified by the independent directors) after consideration of a number of factors, including the executive’s position, level of responsibility, tenure and
performance. The Compensation Committee also considers the compensation levels of executives in comparable companies, along with the executive compensation recommendations made by our chief executive officer. In addition, the Compensation Committee
evaluates whether the base salary levels of our executives are appropriate relative to our size and financial performance compared with the other companies reviewed. Relying primarily on these factors, the Compensation Committee sets the base
salaries of our executive officers at levels designed to meet its objective of attracting and retaining highly qualified individuals. The Compensation Committee also believes that the continuity of leadership derived from the retention of well
qualified executive officers is in the best interests of our shareholders. The base salaries of our executive officers are not set at any specific level as compared to the compensation levels of companies reviewed and the Compensation Committee does
not assign relative weights or importance to any specific measure of the company’s financial performance. During 2006, 2007 and 2008 base salary accounted for all the named executive officers’ direct cash compensation.

STYLE="margin-top:12px;margin-bottom:0px; text-indent:4%">Effective September 2007 we increased Mr. Cohen’s base compensation from USD $200,000 to EUR 200,000 per year, effectively resulting in an
increase in Mr. Cohen’s base compensation based upon current exchange rates. The increase was intended to reflect both the decrease in the value of the dollar against the euro and to adjust his compensation to reflect market conditions.
There were modest increases in base compensation to other named executive officers to reflect increased cost of living.

This excerpt taken from the PRVT DEF 14A filed Oct 31, 2008.

COMPENSATION DISCUSSION AND ANALYSIS

Executive Compensation Policy and Objectives

Our policy in compensating executive officers, including the executive officers named in the Summary Compensation Table appearing below (the “named executive officers”), is to establish methods and levels of compensation that will

 

  •  

attract and retain highly qualified personnel

 

  •  

provide meaningful incentives to promote profitability and growth and reward superior performance.

To achieve these policies Private follows the basic principles that annual compensation should be competitive with similar companies and long term compensation should generally be linked to Private’s return to shareholders. Private also believes that compensation for individual executives should be aligned to the performance of areas of the business over which the executive has the most control.

Executive compensation policies are implemented through a combination of annual and long-term methods of compensation. Compensation for the named executive officers includes

 

  •  

base salary,

 

  •  

eligibility to receive annual cash bonuses, and

 

  •  

stock-based compensation in the form of stock options under the employee stock option plan.

These primary components are available for flexible use by Private in a manner that will effectively implement our stated objectives with respect to compensation arrangements for each of the executive officers. Each of these components is discussed in more detail below. When setting the compensation arrangements for each executive officer, the Compensation Committee considers these components individually, as well as on an aggregate (total compensation) basis. There is no pre-determined relationship between base salary of our executives and any of the other principal components of compensation. Each element of compensation is considered both individually and in terms of total overall compensation.

Primary Components of Executive Compensation.

These excerpts taken from the PRVT 10-K filed Mar 17, 2008.

COMPENSATION DISCUSSION AND ANALYSIS

Executive Compensation Policy and Objectives

Our policy in compensating executive officers, including the executive officers named in the Summary Compensation Table appearing below (the “named executive officers”), is to establish methods and levels of compensation that will

 

  •  

attract and retain highly qualified personnel

 

  •  

provide meaningful incentives to promote profitability and growth and reward superior performance.

To achieve these policies Private follows the basic principles that annual compensation should be competitive with similar companies and long term compensation should generally be linked to Private’s return to shareholders. Private also believes that compensation for individual executives should be aligned to the performance of areas of the business over which the executive has the most control.

Executive compensation policies are implemented through a combination of annual and long-term methods of compensation. Compensation for the named executive officers includes

 

  •  

base salary,

 

  •  

eligibility to receive annual cash bonuses, and

 

  •  

stock-based compensation in the form of stock options under the employee stock option plan.

These primary components are available for flexible use by Private in a manner that will effectively implement our stated objectives with respect to compensation arrangements for each of the executive officers. Each of these components is discussed in more detail below. When setting the compensation arrangements for each executive officer, the Compensation Committee considers these components individually, as well as on an aggregate (total compensation) basis. There is no pre-determined relationship between base salary of our executives and any of the other principal components of compensation. Each element of compensation is considered both individually and in terms of total overall compensation.

 

- 51 -

Primary Components of Executive Compensation.

COMPENSATION DISCUSSION AND ANALYSIS

Executive Compensation Policy and Objectives

FACE="Times New Roman" SIZE="2">Our policy in compensating executive officers, including the executive officers named in the Summary Compensation Table appearing below (the “named executive officers”), is to establish methods and levels of
compensation that will

 







 • 

attract and retain highly qualified personnel

 







 • 

provide meaningful incentives to promote profitability and growth and reward superior performance.

STYLE="margin-top:12px;margin-bottom:0px; text-indent:4%">To achieve these policies Private follows the basic principles that annual compensation should be competitive with similar companies and long term
compensation should generally be linked to Private’s return to shareholders. Private also believes that compensation for individual executives should be aligned to the performance of areas of the business over which the executive has the most
control.

Executive compensation policies are implemented through a combination of annual and long-term methods of compensation.
Compensation for the named executive officers includes

 







 • 

base salary,

 







 • 

eligibility to receive annual cash bonuses, and

 







 • 

stock-based compensation in the form of stock options under the employee stock option plan.

STYLE="margin-top:12px;margin-bottom:0px; text-indent:4%">These primary components are available for flexible use by Private in a manner that will effectively implement our stated objectives with respect to
compensation arrangements for each of the executive officers. Each of these components is discussed in more detail below. When setting the compensation arrangements for each executive officer, the Compensation Committee considers these components
individually, as well as on an aggregate (total compensation) basis. There is no pre-determined relationship between base salary of our executives and any of the other principal components of compensation. Each element of compensation is considered
both individually and in terms of total overall compensation.

 


- 51 -







Primary Components of Executive Compensation.

STYLE="margin-top:6px;margin-bottom:0px; text-indent:4%">Base Salary

The base salaries of our
executive officers are set by the Compensation Committee (and in the case of the CEO, ratified by the independent directors) after consideration of a number of factors, including the executive’s position, level of responsibility, tenure and
performance. The Compensation Committee also considers the compensation levels of executives in comparable companies, along with the executive compensation recommendations made by our chief executive officer. In addition, the Compensation Committee
evaluates whether the base salary levels of our executives are appropriate relative to our size and financial performance compared with the other companies reviewed. Relying primarily on these factors, the Compensation Committee sets the base
salaries of our executive officers at levels designed to meet its objective of attracting and retaining highly qualified individuals. The Compensation Committee also believes that the continuity of leadership derived from the retention of well
qualified executive officers is in the best interests of our shareholders. The base salaries of our executive officers are not set at any specific level as compared to the compensation levels of companies reviewed and the Compensation Committee does
not assign relative weights or importance to any specific measure of the company’s financial performance. During 2006 and 2007 base salary accounted for all the named executive officers’ direct cash compensation.

STYLE="margin-top:12px;margin-bottom:0px; text-indent:4%">Effective September 2007 we increased Mr. Cohen’s base compensation from USD $200,000 to EUR 200,000 per year, effectively resulting in an
increase in Mr. Cohen’s base compensation based upon current exchange rates. The increase was intended to reflect both the decrease in the value of the dollar against the euro and to adjust his compensation to reflect market conditions.
There were modest increases in base compensation to other named executive officers to reflect increased cost of living.

This excerpt taken from the PRVT DEF 14A filed Nov 20, 2007.

COMPENSATION DISCUSSION AND ANALYSIS

Executive Compensation Policy and Objectives

Our policy in compensating executive officers, including the executive officers named in the Summary Compensation Table appearing below (the “named executive officers”), is to establish methods and levels of compensation that will

 

  •  

attract and retain highly qualified personnel

 

  •  

provide meaningful incentives to promote profitability and growth and reward superior performance.

To achieve these policies Private follows the basic principles that annual compensation should be competitive with similar companies and long term compensation should generally be linked to Private’s return to shareholders. Private also believes that compensation for individual executives should be aligned to the performance of areas of the business over which the executive has the most control.

Executive compensation policies are implemented through a combination of annual and long-term methods of compensation. Compensation for the named executive officers includes

 

  •  

base salary,

 

  •  

eligibility to receive annual cash bonuses, and

 

  •  

stock-based compensation in the form of stock options under the employee stock option plan.

These primary components are available for flexible use by Private in a manner that will effectively implement our stated objectives with respect to compensation arrangements for each of the executive officers. Each of these components is discussed in more detail below. When setting the compensation arrangements for each executive officer, the Compensation Committee considers these components individually, as well as on an aggregate (total compensation) basis. There is no pre-determined relationship between base salary of our executives and any of the other principal components of compensation. Each element of compensation is considered both individually and in terms of total overall compensation.

Primary Components of Executive Compensation.

This excerpt taken from the PRVT 10-K filed Apr 2, 2007.

COMPENSATION DISCUSSION AND ANALYSIS

Executive Compensation Policy and Objectives

Our policy in compensating executive officers, including the executive officers named in the Summary Compensation Table appearing below (the “named executive officers”), is to establish methods and levels of compensation that will

 

  •  

attract and retain highly qualified personnel

 

  •  

provide meaningful incentives to promote profitability and growth and reward superior performance.

To achieve these policies Private follows the basic principles that annual compensation should be competitive with similar companies and long term compensation should generally be linked to Private’s return to shareholders. Private also believes that compensation for individual executives should be aligned to the performance of areas of the business over which the executive has the most control.

Executive compensation policies are implemented through a combination of annual and long-term methods of compensation. Compensation for the named executive officers includes

 

  •  

base salary,

 

  •  

eligibility to receive annual cash bonuses, and

 

  •  

stock-based compensation in the form of stock options under the employee stock option plan.

 

- 53 -

These primary components are available for flexible use by Private in a manner that will effectively implement our stated objectives with respect to compensation arrangements for each of the executive officers. Each of these components is discussed in more detail below. When setting the compensation arrangements for each executive officer, the Compensation Committee considers these components individually, as well as on an aggregate (total compensation) basis. There is no pre-determined relationship between base salary of our executives and any of the other principal components of compensation. Each element of compensation is considered both individually and in terms of total overall compensation.

Primary Components of Executive Compensation.

EXCERPTS ON THIS PAGE:

DEF 14A
Nov 3, 2009
10-K (2 sections)
Apr 15, 2009
DEF 14A
Oct 31, 2008
10-K (2 sections)
Mar 17, 2008
DEF 14A
Nov 20, 2007
10-K
Apr 2, 2007

RELATED TOPICS for PRVT:

"COMPENSATION DISCUSSION AND ANALYSIS" elsewhere:

FortuNet (FNET)
Gaming Partners International (GPIC)
ILX Resorts (ILX)
Lakes Entertainment (LACO)
Meredith (MDP)
National CineMedia (NCMI)
Triple Crown Media (TCMI)
Trans World Entertainment (TWMC)
Great Wolf Resorts (WOLF)
DIAL GLOBAL, INC. (WON)
World Wrestling Entertainment (WWE)
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