|
|
 | | | |
- close
- close
- close
- close
| |||||||||
This excerpt taken from the SIRI DEF 14A filed Nov 4, 2008. Compensation
Considerations
In making compensation decisions with respect to each element of
compensation, the Compensation Committee considers the
competitive market for executives and compensation levels paid
by comparable companies. The Compensation Committee from time to
time reviews the compensation practices at companies with which
it competes for talent, including radio, television, cable,
film, software development, consumer electronics and other
publicly held businesses with a scope and complexity similar to
ours. The Compensation Committee has not established a defined
peer group against which it benchmarks compensation. The
businesses chosen for comparison may differ from one executive
to the next depending on the scope and nature of the business
for which the particular executive is responsible.
The Compensation Committee does not attempt to set each
compensation element for each executive within a particular
range related to levels provided by peers. Instead, the
Compensation Committee uses market comparison as one factor in
making compensation decisions. Other factors considered when
making individual executive compensation decisions include
individual contribution and performance, reporting structure,
internal pay relationship, complexity and importance of roles
and responsibilities, leadership and growth potential.
This excerpt taken from the SIRI DEF 14A filed Apr 23, 2007. Compensation
Considerations
In making compensation decisions with respect to each element of
compensation, the Compensation Committee considers the
competitive market for executives and compensation levels
provided by comparable companies. The Compensation Committee
from time to time reviews the compensation practices at
companies with which it competes for talent, including
businesses engaged in activities similar to ours, such as,
entertainment companies or film, radio, television, or cable
music companies, as well consumer electronics companies and
publicly held businesses with a scope and complexity similar to
ours. The businesses chosen for comparison may differ from one
executive to the next depending on the scope and nature of the
business for which the particular executive is responsible.
The Compensation Committee does not attempt to set each
compensation element for each executive within a particular
range related to levels provided by industry peers. Instead, the
Compensation Committee uses market comparison as one factor in
making compensation decisions. Other factors considered when
making individual executive compensation decisions include
individual contribution and performance, reporting structure,
internal pay relationship, complexity and importance of roles
and responsibilities, leadership and growth potential.
| EXCERPTS ON THIS PAGE:
RELATED TOPICS for SIRI: |
| |||||||
