COMPENSATION COMMITTEE for Weyerhaeuser

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Weyerhaeuser Company (WY)

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WY » Topics » COMPENSATION COMMITTEE

This excerpt taken from the WY DEF 14A filed Mar 10, 2009.

COMPENSATION COMMITTEE

The Compensation Committee of the Board of Directors is comprised entirely of directors who are not employees of the Company and who are independent within the meaning of the listing requirements of the New York Stock Exchange.

The Committee is responsible for reviewing and approving:

the strategy and design of the Company’s compensation, equity-based and benefits programs for Company employees, including its executive officers;

corporate performance goals for company-wide incentive programs;

overall funding for the Company’s annual and long-term incentive programs based on performance against those goals;

performance goals and objectives for the chief executive officer, and the evaluation of the chief executive officer’s compensation in light of his performance against those goals and objectives, and the recommendation to the Board for the approval of the chief executive officer’s compensation based on this evaluation; and

base salary increases and annual and long-term incentive payments for executive officers and for certain other business and function leaders of the Company.

The Committee’s compensation decisions are based on these factors:

corporate performance,

individual performance of the executive compared to agreed-upon performance goals,

position of the executive’s salary in the assigned pay range and relative to market pay levels,

experience and

the salary budget for the Company.

In addition, the Committee reviews and recommends to the Board compensation for serving as a Director.

The Committee currently retains Mercer to advise the Committee on compensation strategy, plan design and executive compensation levels. Mercer also advises the Committee on compensation practices for Directors. Weyerhaeuser’s human resources organization serves as the management liaison to the Committee and provides additional counsel, data and analysis as requested by the Committee.

The Committee formulates an annual agenda for its activity and reviews it periodically. The agenda is designed to cover necessary regular approvals as well as special topics. As part of its agenda, the Committee regularly reviews market trends, changes in competitive practices, and alignment of the Company’s compensation programs with the strategy and needs of the business.

The Compensation Committee Charter includes an overview of the membership, purpose, goals and responsibilities, structure and operations of the Committee, and can be found on the Company’s website at www.weyerhaeuser.com under “Company” at the top of the page, “Investors,” and then under the “Governance” link. Paper copies may be obtained by written request to Claire S. Grace, Vice President and Corporate Secretary, Weyerhaeuser Company, P.O. Box 9777, Federal Way, WA 98063-9777 or by email at CorporateSecretary@Weyerhaeuser.com

This excerpt taken from the WY DEF 14A filed Mar 11, 2008.

COMPENSATION COMMITTEE

The Compensation Committee of the Board of Directors is composed entirely of directors who are not employees of the Company and who are independent within the meaning of the listing requirements of the New York Stock Exchange.

The Committee is responsible for reviewing and approving:

the strategy and design of the Company’s compensation, equity-based and benefits programs for Company employees, including its executive officers;

corporate performance goals for company-wide incentive programs;

overall funding for the Company’s annual and long-term incentive programs based on performance against those goals;

base salary increases and annual and long-term incentive payments for executive officers and for certain other business and function leaders of the Company.

The Committee’s compensation decisions are based on these factors:

corporate performance,

individual performance of the executive compared to agreed-upon performance goals,

position of the executive’s salary in the assigned pay range and relative to market pay levels,

experience and

the salary budget for the Company.

In addition, the Committee reviews and recommends to the Board compensation for serving as a Director.

In late 2004, the Committee engaged Mercer to assist the Committee in conducting a strategic review of the Company’s compensation programs and practices. The Committee currently retains Mercer to advise the Committee on compensation strategy, plan design and executive compensation levels. Mercer also advises the Committee on compensation practices for Directors.

Weyerhaeuser’s human resources organization serves as the management liaison to the Committee and provides additional counsel, data and analysis as requested by the Committee.

This excerpt taken from the WY DEF 14A filed Mar 9, 2007.

COMPENSATION COMMITTEE

The Committee is responsible for reviewing and approving:

The strategy and design of the Company’s compensation, equity-based and benefits programs for Company employees, including its executive officers

Corporate performance goals for company-wide incentive programs

Overall funding for the Company’s annual and long-term incentive programs based on performance against those goals

Performance goals and objectives for the chief executive officer, and the evaluation of the chief executive officer’s compensation in light of his performance against those goals and objectives, and the recommendation to the Board for the approval of the chief executive officer’s compensation based on this evaluation

Base salary increases and annual and long-term incentive payments for executive officers and for certain other business and function leaders of the Company

The Committee’s compensation decisions are based on these factors:

Corporate performance

Individual performance of the executive compared to agreed-upon performance goals

Position of the executive’s salary in the assigned pay range and relative to market pay levels

Experience

The salary budget for the Company

In addition, the Committee reviews and recommends to the Board compensation for serving as a Director.

In late 2004 the Committee engaged Mercer Human Resource Consulting to assist the Committee in conducting a strategic review of the Company’s compensation programs and practices. The Committee currently retains Mercer Human Resource Consulting to advise the Committee on compensation strategy, plan design and executive compensation levels. Mercer Human Resource Consulting also advises the Committee on compensation practices for Directors. Weyerhaeuser’s human resources organization serves as the management liaison to the Committee and provides additional counsel, data and analysis as requested by the Committee.

The Committee formulates an annual agenda for its activity and reviews it periodically. The agenda is designed to cover necessary regular approvals as well as special topics. As part of its agenda, the Committee regularly reviews the market trends, changes in competitive practices, and alignment of the Company’s compensation programs with the strategy and needs of the business.

The Compensation Committee Charter includes an overview of the membership, purpose, goals and responsibilities, structure and operations of the Committee, and can be found on the Company’s website at www.weyerhaeuser.com under the "Investors" tab at the top of the page and then under the "Governance" link. Paper copies may be obtained by written request to Claire S. Grace, Corporate Secretary, Weyerhaeuser Company, P. O. Box 9777, Federal Way, WA 98063-9777 or by email at CorporateSecretary@Weyerhaeuser.com

EXCERPTS ON THIS PAGE:

DEF 14A	Mar 10, 2009

DEF 14A	Mar 11, 2008

DEF 14A	Mar 9, 2007

Weyerhaeuser Company (WY)

WY » Topics » COMPENSATION COMMITTEE

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