Send us Feedback

Sirius XM Radio (SIRI)
Analysis
SUMMARY
BULLS
BEARS
TOPICS
Data
DATA CENTRAL
STOCK CHART
Financials
SEC FILINGS
BALANCE
INCOME
CASH FLOW

SIRI » Topics » Overall Program Objectives

This excerpt taken from the SIRI DEF 14A filed Nov 4, 2008.
Overall Program Objectives
 
We strive to attract, motivate and retain high-quality executives by providing total compensation that is performance-based and competitive with the various markets and industries in which we compete for talent. We provide incentives to advance the interests of stockholders and deliver levels of compensation that are commensurate with performance. Overall, we design our executive compensation program to:
 
  •  support our corporate strategy and business plan by clearly communicating goals and objectives to executives and by rewarding achievement;
 
  •  retain and recruit highly qualified and effective executive talent; and
 
  •  create a strong performance alignment with stockholders’ interests.
 
We seek to achieve these objectives through three key compensation elements:
 
  •  a base salary;
 
  •  a performance-based annual bonus (that constitutes the short-term incentive element of our program), which may be paid in cash, restricted stock units, shares of stock or a combination of these; and


14

Table of Contents

 
  •  grants of long-term, equity-based compensation (that constitute the long-term incentive element of our program), such as stock options and/or restricted stock units, which may be subject to time-based and/or performance-based vesting requirements.
 
The Compensation Committee believes that this three-part approach is consistent with programs adopted by similarly situated companies and best serves the interests of our stockholders. The approach enables us to meet the requirements of the competitive environment in which we operate, while ensuring that executive officers are compensated in a manner that advances both the short and long-term interests of our stockholders. Under this approach, compensation for our executive officers involves a high proportion of pay that is “at risk” — namely, the annual bonus and the value of stock options and restricted stock units. Stock options and/or restricted stock units relate a significant portion of each executive’s long-term remuneration directly to the stock price appreciation realized by our stockholders.
 
Our executives participate in our 401(k) Savings Plan, including the profit sharing component of that plan. We do not sponsor or maintain a retirement plan or deferred compensation plan for any of our employees.
 
This excerpt taken from the SIRI DEF 14A filed Apr 23, 2007.
Overall Program Objectives
 
We strive to attract, motivate and retain high-quality executives by providing total compensation that is performance-based and competitive with the various markets and industries in which we compete for talent. We provide incentives to advance the interests of stockholders and deliver levels of compensation that are commensurate with performance. Overall, we design our executive compensation program to:
 
  •     support our corporate strategy and business plan by clearly communicating goals and objectives to executives and by rewarding achievement;
 
  •     retain and recruit executive talent; and
 
  •     create a strong performance alignment with stockholders.
 
We seek to achieve these objectives through three key compensation elements:
 
  •     a base salary;
 
  •     a performance-based annual bonus (that constitutes short-term incentives), which may be paid in cash, restricted stock units, shares of stock or a combination of these; and
 
  •     periodic grants of long-term, equity-based compensation (that constitutes longer-term incentives), such as stock options and/or restricted stock units, which may be subject to time based and/or performance-based vesting requirements.
 
The Compensation Committee believes that this three-part approach is consistent with programs adopted by similarly situated companies and best serves the interests of our stockholders. It enables us to meet the requirements of the competitive environment in which we operate, while ensuring that executive officers are compensated in a manner that advances both the short and long-term interests of stockholders. Under this approach, compensation for our executive officers involves a high proportion of pay that is “at risk”— namely, the annual bonus and the value of stock options and restricted stock units. Stock options and/or restricted stock units relate a significant portion of each executive’s long-term remuneration directly to the stock price appreciation realized by our stockholders.
 
Our executives participant in our 401(k) Savings Plan. We do not sponsor or maintain a retirement plan or deferred compensation plan for any of our employees.


13

Table of Contents

 
In early 2006, the Compensation Committee approved an annual bonus program that was intended to achieve two principle objectives:
 
  •     to continue to link compensation with performance, as measured at the company and individual levels; and
 
  •     to improve our ability to reward and differentiate based on individual performance.
 

EXCERPTS ON THIS PAGE:

DEF 14A
Nov 4, 2008
DEF 14A
Apr 23, 2007

RELATED TOPICS for SIRI:

Wikinvest © 2006, 2007, 2008, 2009, 2010, 2011, 2012. Use of this site is subject to express Terms of Service, Privacy Policy, and Disclaimer. By continuing past this page, you agree to abide by these terms. Any information provided by Wikinvest, including but not limited to company data, competitors, business analysis, market share, sales revenues and other operating metrics, earnings call analysis, conference call transcripts, industry information, or price targets should not be construed as research, trading tips or recommendations, or investment advice and is provided with no warrants as to its accuracy. Stock market data, including US and International equity symbols, stock quotes, share prices, earnings ratios, and other fundamental data is provided by data partners. Stock market quotes delayed at least 15 minutes for NASDAQ, 20 mins for NYSE and AMEX. Market data by Xignite. See data providers for more details. Company names, products, services and branding cited herein may be trademarks or registered trademarks of their respective owners. The use of trademarks or service marks of another is not a representation that the other is affiliated with, sponsors, is sponsored by, endorses, or is endorsed by Wikinvest.
Powered by MediaWiki