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VRSN » Topics » Compensation Goals and Philosophy

This excerpt taken from the VRSN DEF 14A filed Apr 14, 2009.

Compensation Goals and Philosophy

The goal of our executive compensation program is to create long-term value for our stockholders. In order to achieve this goal, our executive compensation program seeks to attract and retain highly talented executives and to motivate them to achieve our business objectives and contribute to our long-term success.

Our executive officer compensation program is designed with the following principles in mind:

 

  •  

Performance: a significant portion of each executive officer’s total compensation should depend on the achievement of corporate objectives and the creation of stockholder value. Compensation should be

 

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directly linked to measurable corporate and individual performance, and provide incentives for superior performance that will drive demonstrable business impact.

 

  •  

Alignment: compensation should closely align the interests of our executive officers with the long-term interests of our stockholders.

 

  •  

Retention: compensation should be competitive with that offered by other leading high technology companies we view as competitors for the employment of talented executives.

This excerpt taken from the VRSN DEF 14A filed Apr 15, 2008.

Compensation Goals and Philosophy

As stated above, the goal of our executive compensation program is to create long-term value for our stockholders. In order to achieve this goal, our executive compensation program seeks to attract and retain highly talented executives, motivate them to achieve our business objectives and contribute to our long-term success.

Our executive officer compensation program is designed with the following principles in mind:

 

  •  

Performance: a significant portion of each executive officer’s total compensation should depend on the achievement of corporate objectives and the creation of stockholder value. Compensation should be directly linked to measurable corporate and individual performance, and provide incentives for superior performance that will drive demonstrable business impact.

 

  •  

Alignment: compensation should closely align the interests of our executive officers with the long-term interests of our stockholders.

 

  •  

Retention: compensation should be competitive with that offered by other leading high technology companies we view as competitors for the employment of talented executives.

This excerpt taken from the VRSN 10-K filed Feb 29, 2008.

Compensation Goals and Philosophy

 

As stated above, the goal of our executive compensation program is to create long-term value for our stockholders. In order to achieve this goal, our executive compensation program seeks to attract and retain highly talented executives, motivate them to achieve our business objectives and contribute to our long-term success.

 

Our executive officer compensation program is designed with the following principles in mind:

 

  •  

Performance: a significant portion of each executive officer’s total compensation should depend on the achievement of corporate objectives and the creation of stockholder value. Compensation should be directly linked to measurable corporate and individual performance, and provide incentives for superior performance that will drive demonstrable business impact.

 

  •  

Alignment: compensation should closely align the interests of our executive officers with the long-term interests of our stockholders.

 

  •  

Retention: compensation should be competitive with that offered by other leading high technology companies we view as competitors for the employment of talented executives.

 

EXCERPTS ON THIS PAGE:

DEF 14A
Apr 14, 2009
DEF 14A
Apr 15, 2008
10-K
Feb 29, 2008

RELATED TOPICS for VRSN:

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