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UNH » Topics » Awards in Last Fiscal Year

This excerpt taken from the UNH DEF 14A filed Apr 7, 2006.

Awards in Last Fiscal Year

 

    

Performance or
Other Period
Until Maturation

or Payout (1)

   

Estimated Future Payouts Under Non-Stock

Price-Based Plans (2)

Name

       Threshold ($)    Target ($)    Maximum($)

William W. McGuire

    2005-2007    -0-    1,170,000    2,340,000

Stephen J. Hemsley

    2005-2007    -0-    550,000    1,100,000

Richard H. Anderson

    2005-2007    -0-    325,000    650,000

David S. Wichmann

    2005-2007    -0-    270,000    540,000

David J. Lubben

    2005-2007    -0-    260,000    520,000
(1) The table reflects performance awards made under our Executive Incentive Plan during the fiscal year ended December 31, 2005 to the executive officers named in the Summary Compensation Table above. Performance awards for the 2003-2005 performance period were paid in February 2006 and are reflected in the Summary Compensation Table in the column entitled “Performance (LTIP) Award Payouts.”

 

(2) The Compensation and Human Resources Committee establishes target performance awards, maximum performance awards, and objective performance goals at the beginning of each performance period. Minimum performance thresholds must be attained before any performance awards are paid under the Executive Incentive Plan. Although the Executive Incentive Plan allows the Committee to make maximum performance awards equal to 300% of each participant’s average base compensation (as defined in the Executive Incentive Plan), the Committee has chosen to limit maximum awards to the lower amounts shown in the table. The Committee will determine whether or not the performance objectives have been achieved. The Committee may reduce, but not increase, the performance award otherwise payable to any plan participant based on a discretionary assessment of such financial and individual performance factors as it determines to be appropriate. Any payouts will be made within three months of the end of the period, except that a pro rata portion of such payouts may be made earlier upon a change in control of the Company, and participants may elect, if permitted by law, to defer the payment of any awards under our Executive Savings Plan.
This excerpt taken from the UNH DEF 14A filed Apr 7, 2005.

Awards in Last Fiscal Year

 

    

Performance or
Other Period
Until Maturation

or Payout (1)

   

Estimated Future Payouts Under Non-Stock

Price-Based Plans (2)

Name

       Threshold ($)
    Target ($)
    Maximum($)

William W. McGuire

    2004-2006    -0-    1,115,000    2,230,000

Stephen J. Hemsley

    2004-2006    -0-    550,000    1,100,000

David J. Lubben

    2004-2006    -0-    260,000    520,000

Robert J. Sheehy

    2004-2006    -0-    270,000    540,000

David S. Wichmann

    2004-2006    -0-    270,000    540,000
(1)

The table reflects performance awards made under our Executive Incentive Plan during the fiscal year ended December 31, 2004 to the executive officers named in the Summary Compensation Table above. Performance awards for the 2002-2004 performance period were paid in February

 

16

Table of Contents
 

2005 and are reflected in the Summary Compensation Table in the column entitled “Performance (LTIP) Award Payouts.”

 

(2) The Compensation and Human Resources Committee establishes target performance awards, maximum performance awards, and objective performance goals at the beginning of each performance period. Minimum performance thresholds must be attained before any performance awards are paid under the Executive Incentive Plan. Although the Executive Incentive Plan allows the Committee to make maximum performance awards equal to 300% of each participant’s average base compensation (as defined in the Executive Incentive Plan), the Committee has chosen to limit maximum awards to the lower amounts shown in the table. The Committee will determine whether or not the performance objectives have been achieved. The Committee may reduce, but not increase, the performance award otherwise payable to any plan participant based on a discretionary assessment of such financial and individual performance factors as it determines to be appropriate. Any payouts will be made within three months of the end of the period, except that a pro rata portion of such payouts may be made earlier upon a change in control of the Company, and participants may elect, if permitted by law, to defer the payment of any awards under our Executive Savings Plan.

 

EXCERPTS ON THIS PAGE:

DEF 14A
Apr 7, 2006
DEF 14A
Apr 7, 2005

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