SEAC » Topics » Base Salary

This excerpt taken from the SEAC DEF 14A filed May 27, 2009.

Base Salary

SeaChange provides named executive officers and other employees with base salary to compensate them for services rendered during the fiscal year. Base salary ranges for named executive officers are determined individually for each executive.

During its review of base salaries for executives, the Committee primarily considers:

  • individual performance of the executive;
  • SeaChange’s overall past operating and financial performance and future expectations;
  • internal review of the executive’s compensation, both individually and relative to other executive officers; and
  • market data regarding peer companies.

The Committee does not give a specific weighting among these various factors but rather considers the factors collectively in setting base salary. Salary levels are typically considered on an annual basis as part of SeaChange’s performance review process, as well as upon a promotion or other change in job responsibility. SeaChange tries to provide an allocation between base and performance-based incentive compensation that reflects market conditions and appropriately ensures alignment of individual performance with SeaChange’s objectives.

This excerpt taken from the SEAC DEF 14A filed May 30, 2008.

Base Salary

SeaChange provides named executive officers and other employees with base salary to compensate them for services rendered during the fiscal year. Base salary ranges for named executive officers are determined individually for each executive.

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During its review of base salaries for executives, the Committee primarily considers:

  • individual performance of the executive;
     
  • SeaChange’s overall past operating and financial performance and future expectations;
     
  • internal review of the executive’s compensation, both individually and relative to other executive officers; and
     
  • market data regarding peer companies.

The Committee does not give a specific weighting among these various factors but rather considers the factors collectively in setting base salary. Salary levels are typically considered on an annual basis as part of SeaChange’s performance review process, as well as upon a promotion or other change in job responsibility. SeaChange tries to provide an allocation between base and performance-based incentive compensation that reflects market conditions and appropriately ensures alignment of individual performance with SeaChange’s objectives.

This excerpt taken from the SEAC DEF 14A filed May 25, 2007.

Base Salary

SeaChange provides named executive officers and other employees with base salary to compensate them for services rendered during the fiscal year. Base salary ranges for named executive officers are determined for each executive based on his or her position and responsibility by using market data.

During its review of base salaries for executives, the Committee primarily considers:

  • market data regarding peer companies;
  • SeaChange’s past operating and financial performance and future expectations;
  • internal review of the executive’s compensation, both individually and relative to other executive officers; and
  • individual performance of the executive.

Salary levels are typically considered annually as part of SeaChange’s performance review process as well as upon a promotion or other change in job responsibility. SeaChange tries to provide an allocation between base and performance-based incentive compensation that reflects market conditions and appropriately ensures alignment of individual performance with SeaChange’s objectives.

This excerpt taken from the SEAC DEF 14A filed May 24, 2006.

Base Salary

     Base salary compensation levels for each of the executive officers of SeaChange, including the Chief Executive Officer, are generally set within the range of base salaries that the Compensation and Option Committee believes are paid to executive officers with comparable qualifications, experience and responsibilities at comparable companies. In setting compensation levels, the Compensation and Option Committee generally takes into account such factors as:

  • SeaChange’s past operating and financial performance and future expectations;

  • individual performance and experience; and

  • past salary levels.

     The Compensation and Option Committee does not assign relative weights or rankings to these factors, but instead makes determinations based upon the consideration of all of these factors as well as the progress made with respect to the long-term goals and strategies of SeaChange.

This excerpt taken from the SEAC DEF 14A filed May 27, 2005.

Base Salary

 

Base salary compensation levels for each of the executive officers of SeaChange, including the Chief Executive Officer, are generally set within the range of base salaries that the Compensation and Option Committee believes are paid to executive officers with comparable qualifications, experience and responsibilities at comparable companies. In setting compensation levels, the Compensation and Option Committee generally takes into account such factors as:

 

    the Company’s past operating and financial performance and future expectations;

 

    individual performance and experience; and

 

    past salary levels.

 

The Compensation and Option Committee does not assign relative weights or rankings to these factors, but instead makes determinations based upon the consideration of all of these factors as well as the progress made with respect to the long-term goals and strategies of SeaChange.

 

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