Sanmina-SCI (SANM)

Base Salary

        Base salary compensates executive officers for their services rendered on a day-to-day basis. The Committee considers the appropriateness of the executive officers' base salary once each year, generally in October. In making this determination, the Committee primarily considers individual performance, experience level, changes in individual roles and responsibilities during the year and competitive compensation data in determining appropriate base salary levels for individual named executive officers. Executive officer base salaries were last evaluated October 2008, but were not adjusted at that time. Executive officer base salaries were reduced by 10% (20% in the case of the Chief Executive Officer and President and Chief Operating Officer) for a portion of fiscal 2009 due to difficult business conditions. The Committee considered the amount of such reductions to be reasonable in light of other cost saving measures taken by Sanmina-SCI during such time.

        In October 2009, the Committee reviewed the base salary of each of the named executive officers against the base salaries of similarly situated executive officers of the peer group. The Committee determined that named executive officer base salaries were on average between the 25^th and 50^th percentile of base salaries for similarly situated executive officers, within the targeted range. However, reflecting the Committee's belief that a substantial portion of executive pay should be based upon Sanmina-SCI's overall performance, the Committee did not change base salaries for our named executive officers (including our Chief Executive Officer) for fiscal 2010, other than to provide a promotional base salary increase of $100,000 for the President and Chief Operating Officer in recognition of his promotion to such position in October 2008. This increase was approved in December 2009.

Base Salary

Base salary compensates executive officers for their services rendered on a day-to-day basis. The Committee primarily considers individual performance, experience level, changes in individual roles and responsibilities during the year and competitive compensation data in determining appropriate base salary levels for individual named executive officers.

In October 2008, the Committee reviewed the base salary of each of the named executive officers against the base salaries of similarly situated executive officers of the peer group. The Committee determined that named executive officer base salaries were on average between the 25th and 50th percentile of base salaries for similarly situated executive officers, lower than the targeted percentile. However, reflecting the Committee’s belief that a substantial portion of executive pay should be based upon Sanmina- SCI’s overall performance, the Committee did not change base salaries for our named executive officers (including our Chief Executive Officer) for fiscal 2009.

Base Salary

Base salary compensates
executive officers for their services rendered on a day-to-day basis. The
Committee primarily considers individual performance, experience level, changes
in individual roles and responsibilities during the year and competitive
compensation data in determining appropriate base salary levels for individual
named executive officers.

In October 2008, the
Committee reviewed the base salary of each of the named executive officers
against the base salaries of similarly situated executive officers of the peer
group. The Committee determined that named executive officer base salaries were
on average between the 25th and 50th percentile of base salaries for similarly
situated executive officers, lower than the targeted percentile. However,
reflecting the Committee’s belief that a substantial portion of executive pay
should be based upon Sanmina- SCI’s overall performance, the Committee did not
change base salaries for our named executive officers (including our Chief
Executive Officer) for fiscal 2009.

Base Salary

        Base salary compensates executive officers for their services rendered on a day-to-day basis. The Committee primarily considers individual performance, experience level, changes in individual roles and responsibilities during the year and competitive compensation data in determining appropriate base salary levels for individual named executive officers.

        In October 2008, the Committee reviewed the base salary of each of the named executive officers against the base salaries of similarly situated executive officers of the peer group. The Committee determined that named executive officer base salaries were on average between the 25^th and 50^th percentile of base salaries for similarly situated executive officers, lower than the targeted percentile. However, reflecting the Committee's belief that a substantial portion of executive pay should be based upon Sanmina-SCI's overall performance, the Committee did not change base salaries for our named executive officers (including our Chief Executive Officer) for fiscal 2009.

Base Salary

        We provide base salary to our named executive officers and other employees to compensate them for services rendered on a day-to-day basis. The Committee considered the following factors in determining appropriate base salary levels for individual named executive officers:

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company performance;



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division/function performance;



•

input from the chief executive officer regarding each named executive officer's performance and potential (except for review of the chief executive officer);



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input from non-management members of the Board of Directors regarding each named executive officer's performance and potential;



•

changes in individual roles and responsibilities; and



•

competitive compensation data, including salary, bonuses and equity grants.

        In October 2006, the Committee reviewed each of the named executive officers' base salary levels and awarded the named executive officers average salary increases of 12.5% for fiscal 2007. In October 2007, the Committee reviewed each of the named executive officers on the basis of the factors listed above. However, no salary increases were awarded to our named executive officers (including our chief executive officer) for fiscal 2008.

Base Salary

As part of the Committee’s annual review of competitive compensation practices, the Committee examines the competitive positioning of base salary for each executive officer. In a study conducted in July 2006, the Committee found that base salaries of executive officers were, on average, between the 25th percentile and median of salary levels for similar positions in comparable companies. The Committee considers the following factors in determining appropriate base salary levels for individual executive officers:

·       company performance

·       division/function performance

·       input from the Chief Executive Officer regarding each executive’s performance and potential (except for review of the Chief Executive Officer)

·       input from non-management members of the Board of Directors regarding each executive’s performance and potential

·       changes in individual roles and responsibilities, and

·       competitive compensation data, including salary, bonuses and equity grants.

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In October 2005, the Committee reviewed each individual on the basis of the factors listed above and decided that no salary increases would be awarded at that time for fiscal 2006. In October 2006, the Committee reviewed each of the executive officers’ base salary levels and awarded executive officers average salary increases of 12.5% for fiscal 2007.

As part of the Committee’s annual review of competitive compensation practices, the Committee examines the competitive positioning of base salary for each executive officer. In a study conducted in September 2005, the Committee found that base salaries of Officers were, on average, between the 25th percentile and median of salary levels for similar positions in comparable companies. The Committee considers the following factors in determining appropriate base salary levels for individual Officers:

·  Company performance

·  Division/function performance

·  Input from the CEO regarding each executive’s performance and potential (except for review of the CEO)

·  Input from non-management members of the Board of Directors regarding each executive’s performance and potential

·  Changes in individual roles and responsibilities

·  Competitive compensation data, including salary, bonuses and equity grants

In October 2004 (the beginning of fiscal 2005) the Committee reviewed each individual on the basis of the factors listed above and awarded Officers average salary increases of 5.8%. In October 2005, the Committee again reviewed each of the Officers’ base salary levels and decided that no salary increases would be awarded at that time for fiscal 2006.