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These excerpts taken from the GWW 10-K filed Feb 27, 2008. 2008 COMPANY MANAGEMENT INCENTIVE PROGRAM
The 2008 Company Management Incentive Program (MIP) was designed to focus on two key factors that drive improvements in shareholder value: return on invested capital (ROIC) and sales growth.
The MIP is designed to:
Positions that participate in this program are those that have significant impact on the Company. Eligibility for participation in this program is based on the determination of management. Criteria for inclusion are market practice, impact of the role on overall Company results, and internal practice. Participation in this program is subject to the Terms and Conditions.
Shareholder value will improve most dramatically if the Company can achieve two goals simultaneously:
The 2008 MIP will be based on ROIC and sales growth. The payout earned for ROIC will be multiplied by a factor based on sales growth. This can be represented algebraically as follows:
Total Payout = ROIC Payout x Sales Growth Multiplier
2008 COMPANY MANAGEMENT INCENTIVE PROGRAM
The 2008 Company Management Incentive Program (MIP) was designed to focus on two key factors that drive improvements in shareholder value: return on invested capital (ROIC) and sales growth.
The MIP is designed to:
Positions that participate in this program are those that have significant impact on the Company. Eligibility for participation in this program is based on the determination of management. Criteria for inclusion are market practice, impact of the role on overall Company results, and internal practice. Participation in this program is subject to the Terms and Conditions.
Shareholder value will improve most dramatically if the Company can achieve two goals simultaneously:
The 2008 MIP will be based on ROIC and sales growth. The payout earned for ROIC will be multiplied by a factor based on sales growth. This can be represented algebraically as follows:
Total Payout = ROIC Payout x Sales Growth Multiplier
This excerpt taken from the GWW 10-K filed Feb 27, 2007. 2007 COMPANY MANAGEMENT INCENTIVE PROGRAM
The 2007 Company Management Incentive Program (MIP) was designed to focus on two key factors that drive improvements in shareholder value: return on invested capital (ROIC) and sales growth.
The MIP is designed to:
Positions that participate in this program are those that have significant impact on the Company. Eligibility for participation in this program is based on the determination of management. Criteria for inclusion are market practice, impact of the role on overall Company results, and internal practice. Participation in this program is subject to the Terms and Conditions.
Shareholder value will improve most dramatically if the Company can achieve two goals simultaneously:
The 2006 MIP will be based on ROIC, sales growth, and individual performance. The payout earned for ROIC will be multiplied by a factor based on sales growth. A separate amount attributable to individual performance will then be added to the result. This can be represented algebraically as follows:
Total Payout = (ROIC Payout x Sales Growth Multiplier) + Individual Performance
This excerpt taken from the GWW 10-K filed Mar 6, 2006. 2006 COMPANY MANAGEMENT INCENTIVE PROGRAM
The 2006 Company Management Incentive Program (MIP) was designed to focus on two key factors that drive improvements in shareholder value: return on invested capital (ROIC) and sales growth.
The MIP is designed to:
Positions that participate in this program are those that have significant impact on the Company. Eligibility for participation in this program is based on the determination of management. Criteria for inclusion are market practice, impact of the role on overall Company results, and internal practice. Participation in this program is subject to the Terms and Conditions.
Shareholder value will improve most dramatically if the Company can achieve two goals simultaneously:
The 2006 MIP will be based on ROIC, sales growth, and individual performance. The payout earned for ROIC will be multiplied by a factor based on sales growth. A separate amount attributable to individual performance will then be added to the result. This can be represented algebraically as follows:
Total Payout = (ROIC Payout x Sales Growth Multiplier) + Individual Performance
This excerpt taken from the GWW 8-K filed Dec 14, 2005. 2006 Management Incentive Program.
On December 13, 2005, the Compensation Committee of the Board of Directors of W.W. Grainger, Inc. (the “Company”) approved a Management Incentive Program (“MIP”) for 2006, covering approximately 1,200 Company employees including senior management and other key employees. The summary description of the Company’s 2005 MIP set forth as Exhibit 10(xi) to the Company’s Annual Report on Form 10-K for the year ended December 31, 2004, which description is incorporated herein by reference, is also an accurate summary description of the Company’s 2006 MIP.
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