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SMG » Topics » Our Compensation Philosophy and Objectives

This excerpt taken from the SMG DEF 14A filed Dec 19, 2008.
Our Compensation Philosophy and Objectives
 
Simply stated, the culture of our Company is based on a strong bias for action and delivering results. Consistent with our high performance approach, our compensation programs are structured to promote a pay-for-performance culture with an orientation toward variable pay and an emphasis on long-term incentives.
 
Our compensation programs are designed to achieve the following objectives:
 
  •  Attracting and retaining the necessary leadership talent to sustain and expand upon our unique competencies and capabilities;
 
  •  Driving performance that generates long-term profitable growth;
 
  •  Promoting behaviors that reinforce our business strategy and desired culture;
 
  •  Encouraging teamwork across business units and functional areas; and
 
  •  Strongly linking rewards to shareholder value creation.
 
Management believes that flexibility is a key cultural attribute which enables the Company to maintain an edge in the competitive marketplace. The Company has adopted guiding principles that establish a framework for making compensation decisions preserving the flexibility needed to respond to the competitive market for executive talent. Our guiding principles for compensation are as follows:
 
  •  Structure total compensation levels around the 50th percentile of the relevant compensation peer group for achieving target levels of performance and above the 50th percentile of the relevant compensation peer group for achieving higher levels of performance;
 
  •  Place greater emphasis on variable incentive compensation versus fixed pay (i.e., base salary);
 
  •  Emphasize pay-for-performance to motivate both short-term and long-term performance for the benefit of shareholders; and
 
  •  Provide the opportunity for meaningful wealth accumulation over time, tied directly to shareholder value creation.
 
This excerpt taken from the SMG DEF 14A filed Dec 20, 2007.
Our Compensation Philosophy and Objectives
 
Simply stated, the culture of our Company is based on a strong bias for action and delivering results. Consistent with our high performance approach, our compensation programs are structured to promote a pay-for-performance culture with an orientation toward variable pay and a heavy emphasis on long-term incentives.
 
Our compensation programs are designed to achieve the following objectives:
 
  •  Attracting and retaining the necessary leadership talent to sustain and expand upon our unique competencies and capabilities;
 
  •  Driving performance that generates long-term profitable growth;
 
  •  Promoting behaviors that reinforce the business strategy and desired culture;
 
  •  Encouraging teamwork across business units and functional areas; and
 
  •  Strongly linking rewards to shareholder value creation.
 
Management believes that flexibility is a key cultural attribute to enable the Company to maintain an edge in the competitive marketplace. To preserve the flexibility needed to respond to the competitive market for executive talent, the Company has adopted a set of guiding principles that establish a framework for making compensation decisions in support of our compensation objectives. Our compensation guiding principles are as follows:
 
  •  Total compensation levels are structured around the 50th percentile of our peer group for achieving target levels of performance and above the 50th percentile for achieving higher levels of performance;
 
  •  Place greater emphasis on variable incentive compensation versus fixed or base salary;
 
  •  Emphasize pay-for-performance to motivate both short-term and long-term performance for the benefit of shareholders; and
 
  •  Provide the opportunity for meaningful wealth accumulation over time, tied directly to shareholder value creation.
 

EXCERPTS ON THIS PAGE:

DEF 14A
Dec 19, 2008
DEF 14A
Dec 20, 2007

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