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UnitedHealth Group (UNH)
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UNH » Topics » Compensation Policies for Executive Officers

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

Compensation Policies for Executive Officers

We seek to attract, retain and motivate highly qualified executives who will contribute to the Company’s continued success. The Committee recognizes that the Company operates in a highly competitive industry and as such must compete for talent with other companies of similar size and complexity. Within the highly regulated and complex health care services industry itself, there is substantial demand for qualified, experienced executive personnel. In addition, numerous opportunities exist for seasoned executives in leading companies in other industries. In the Committee’s opinion, compensation levels at companies of comparable size and complexity across all industries are competitive factors that must be considered in determining executive compensation. Our compensation program is designed to meet the following objectives:

 

  •   Total compensation should emphasize the relationship between pay and performance by emphasizing compensation that is dependent upon successful achievement of specified corporate, business segment and individual goals;

 

  •   Base salary, as a percentage of total potential compensation, should decrease as an executive’s responsibility increases;

 

  •   A meaningful amount of pay for senior executives should be based on long-term performance of the Company, to align management’s interests with those of shareholders;

 

  •   Total compensation opportunities should enhance the Company’s ability to attract, retain and develop exceptionally qualified and skilled executives, upon whom in large part the Company’s success depends; and

 

  •   When warranted by performance, total cash compensation earned by executives should equal or exceed amounts achievable in comparable positions in other industries.

The Company has entered into employment agreements with each of our executive officers. The material terms of the employment agreements are described above under “Executive Compensation –

 

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Executive Employment Agreements.” The Committee believes that by linking compensation levels to individual performance, these employment agreements advance the Company’s goals to retain and motivate exceptionally qualified and skilled executives.

This excerpt taken from the UNH DEF 14A filed Apr 7, 2005.

Compensation Policies for Executive Officers

 

We seek to attract, retain and motivate highly qualified executives who will contribute to the Company’s continued success. The Committee recognizes that the Company operates in a highly competitive industry and as such must compete for talent with other companies of similar size and complexity. Within the highly regulated and complex health care services industry itself, there is substantial demand for qualified, experienced executive personnel. In addition, numerous opportunities exist for seasoned executives in other complimentary industries. In the Committee’s opinion, compensation levels at companies of comparable size and complexity across all industries are competitive factors that must be considered in determining executive compensation. Our compensation program is designed to meet the following objectives:

 

  •   Total compensation should emphasize the relationship between pay and performance by emphasizing compensation that is dependent upon successful achievement of specified corporate, business segment and individual goals;

 

  •   Base salary, as a percentage of total potential compensation, should decrease as an executive’s responsibility increases;

 

  •   A meaningful amount of pay for senior executives should be based on long-term performance of the Company, to align management’s interests with those of shareholders;

 

  •   Total compensation opportunities should enhance the Company’s ability to attract, retain and develop exceptionally qualified and skilled executives, upon whom, in large part the Company’s success depends; and

 

  •   When warranted by performance, total cash compensation earned by executives should equal or exceed amounts achievable in comparable positions in other industries.

 

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The Company has entered into employment agreements with each of our executive officers. The material terms of the employment agreements are described above under “Executive Compensation – Executive Employment Agreements.” The Committee believes that by linking compensation levels to individual performance, these employment agreements advance the Company’s goals to retain and motivate exceptionally qualified and skilled executives.

 

EXCERPTS ON THIS PAGE:

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

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