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DIS » Topics » Overall Program Objectives

This excerpt taken from the DIS DEF 14A filed Jan 16, 2009.

Overall Program Objectives

The Walt Disney Company is a diversified worldwide company with operations in four business segments: Media Networks, Parks and Resorts, Studio Entertainment and Consumer Products. We employ over 150,000 people in over 40 countries and had revenues of approximately $37.8 billion in fiscal 2008.

We design our compensation programs to achieve the following objectives in the context of the Company’s large and complex business:

 

•  

support the Company’s business strategy and business plan by clearly communicating what is expected of executives with respect to goals and results and by rewarding achievement;

 

•  

attract, motivate, and retain executives with superior talent; and

 

•  

align incentive compensation with performance measures that are directly related to the Company’s financial goals and creation of shareholder value.

The following principles guide us in developing executive compensation programs and setting total compensation levels for executives:

 

•  

Compensation levels should be closely tied to the success of the Company and each executive’s contribution to that success.

 

•  

Compensation programs should offer an opportunity for greater compensation for superior performance, balanced by the risk of lower compensation when performance is less successful.


 

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Table of Contents

The Walt Disney Company Notice of 2009 Annual Meeting and Proxy Statement

 

•  

The mix and level of compensation for an executive should consider the importance of the executive to the Company, competition for that executive’s talent and relative levels of compensation for other executives at the Company.

This excerpt taken from the DIS DEF 14A filed Jan 11, 2008.

Overall Program Objectives

The Walt Disney Company is a diversified worldwide company with operations in four business segments: Media Networks, Parks and Resorts, Studio Entertainment and Consumer Products. We employ approximately 137,000 people in over 35 countries and had revenues of approximately $35.5 billion in fiscal 2007.

We design our compensation programs to achieve the following objectives in the context of the Company’s large and complex business:

 

•  

support the Company’s business strategy and business plan by clearly communicating what is expected of executives with respect to goals and results and by rewarding achievement;

 

•  

attract, motivate, and retain executives with superior talent; and

 

•  

align incentive compensation with performance measures that are directly related to the Company’s financial goals and creation of shareholder value.

The following principles guide us in developing executive compensation programs and setting total compensation levels for executives.

 

•  

Compensation levels should be closely tied to the success of the Company and each executive’s contribution to that success.

 

•  

Compensation programs should offer an opportunity for greater compensation for superior performance, balanced by the risk of lower compensation when performance is less successful.

 

•  

The mix and level of compensation for an executive should consider the

 


15

Table of Contents

The Walt Disney Company Notice of 2008 Annual Meeting and Proxy Statement

 

 

importance of the executive to the Company, competition for that executive’s talent and relative levels of compensation for other executives at the Company.

This excerpt taken from the DIS DEF 14A filed Jan 12, 2007.

Overall Program Objectives

The Company strives to attract, motivate and retain high-quality executives by providing total compensation that is performance-based and competitive with the various labor markets and industries in which the Company competes for talent. The Company provides incentives to advance the interests of shareholders and deliver levels of compensation that are commensurate with performance. Overall, the Company designs its compensation program to:

 

•   support the corporate business strategy and business plan by clearly communicating what is expected of executives with respect to goals and results and by rewarding achievement;
•   retain and recruit executive talent; and
•   create a strong performance alignment with shareholders.

The Company seeks to achieve these objectives through three key compensation elements:

 

•   a base salary;
•   a performance-based annual bonus (i.e., short-term incentives), which may be paid in cash, stock units, shares of stock or a combination of these; and
•  

periodic (generally annual) grants of long-term, equity-based compensation (i.e., longer-term incentives), such as stock options, restricted stock units and/

 


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Table of Contents

The Walt Disney Company Notice of 2007 Annual Meeting and Proxy Statement

 

 

or restricted stock, which may be subject to performance-based and/or time-based vesting requirements.

In December 2004, the Committee completed a redesign of the annual bonus and long-term incentive grant program that was intended to achieve two principal objectives:

 

•   formalize the Company’s historical practice of linking compensation with performance, measured at the Company, business segment and individual levels; and
•   improve the clarity of the Company’s compensation practices and objectives for both employees and shareholders.

EXCERPTS ON THIS PAGE:

DEF 14A
Jan 16, 2009
DEF 14A
Jan 11, 2008
DEF 14A
Jan 12, 2007

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