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These excerpts taken from the SIRF 10-K filed Apr 24, 2009. Overview of SiRF’s Compensation Philosophy and Objectives SiRF believes that compensation of its executive officers should encourage creation of stockholder value and achievement of strategic corporate objectives, and SiRF’s Compensation Committee seeks to align the interests of SiRF stockholders and management by integrating compensation with SiRF’s annual and long-term corporate and financial objectives. In order to be competitive with compensation offered by technology companies and to motivate and retain existing staff and attract additional qualified personnel, SiRF intends to offer a total compensation package competitive with companies in the semiconductor industry, taking into account relative company size, performance and geographic location as well as the executive’s individual responsibilities and performance. SiRF believes that the compensation of its executives should reflect their success as a management team, rather than individuals, in attaining key operating objectives, such as growth of revenue and operating income. SiRF believes that the performance of its executives in managing SiRF, considered in light of general economic conditions and competitive conditions, should be the basis for determining their overall compensation. SiRF also believes that their compensation should not be based on the short-term performance of SiRF stock, whether favorable or unfavorable, as SiRF expects the price of its stock will, in the long-term, reflect its operating performance, and ultimately, the management of SiRF by its executives. SiRF seeks to have the long-term performance of its stock reflected in executive compensation through its stock option and other equity incentive programs. Overview of SiRF’s Compensation Philosophy and Objectives objectives, and SiRF’s Compensation Committee seeks to align the interests of SiRF stockholders and management by integrating compensation with SiRF’s annual and long-term corporate and financial objectives. In order to be competitive with compensation offered by technology companies and to motivate and retain existing staff and attract additional qualified personnel, SiRF intends to offer a total compensation package competitive with companies in the semiconductor industry, taking into account relative company size, performance and geographic location as well as the executive’s individual responsibilities and performance.
SIZE="2">The Compensation Committee’s responsibilities include overseeing SiRF’s executive compensation package. At the beginning of each year, the Compensation Committee meets to discuss the performance of SiRF’s executives during In determining the compensation packages for SiRF’s executives, the Compensation Committee takes into consideration the | EXCERPTS ON THIS PAGE:
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