XNPT » Topics » Summary

This excerpt taken from the XNPT DEF 14A filed Apr 9, 2009.

Summary

The compensation committee believes that the executive leadership of XenoPort is a key element to its success and that the compensation package offered to executive officers is a key element in attracting and retaining the appropriate personnel. Through the compensation arrangements described above, a significant portion of XenoPort’s executive compensation program is contingent upon individual and company-wide performance, and realization of benefits by XenoPort’s executive officers is closely linked to increases in long-term stockholder value. XenoPort remains committed to this philosophy of pay-for-performance, recognizing that the competitive market for talented executives and the volatility of our business may result in highly variable

 

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compensation during any given annual period. The compensation committee will continue to develop, analyze and review its methods for aligning executive management’s long-term compensation with the benefits generated for stockholders. The compensation committee has no pre-determined timeline for implementing new or ongoing long-term incentive plans. New plans are reviewed, discussed and implemented as the compensation committee feels it is necessary and/or appropriate as a measure to motivate, retain and/or reward XenoPort’s executive officers.

This excerpt taken from the XNPT DEF 14A filed Apr 8, 2008.
Summary
 
The compensation committee believes that the executive leadership of XenoPort is a key element to its success and that the compensation package offered to executive officers is a key element in attracting and retaining the appropriate personnel. Through the compensation arrangements described above, a significant portion of XenoPort’s executive compensation program is contingent upon individual and company-wide performance, and realization of benefits by XenoPort’s executive officers is closely linked to increases in long-term stockholder value. XenoPort remains committed to this philosophy of pay-for-performance, recognizing that the competitive market for talented executives and the volatility of our business may result in highly variable compensation during any given annual period. The compensation committee will continue to develop, analyze and review its methods for aligning executive management’s long-term compensation with the benefits generated for stockholders. The compensation committee has no pre-determined timeline for implementing new or ongoing long-term incentive


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Table of Contents

plans. New plans are reviewed, discussed and implemented as the compensation committee feels it is necessary and/or appropriate as a measure to motivate, retain and/or reward XenoPort’s executive officers.
 
This excerpt taken from the XNPT DEF 14A filed Apr 27, 2007.
Summary
 
The compensation committee believes the executive leadership of XenoPort is a key element to its success and that the compensation package offered to executive officers is a key element in attracting and retaining the appropriate personnel. Through the compensation arrangements described above, a significant portion of the XenoPort’s executive compensation program is contingent upon individual and company-wide performance, and realization of benefits by the XenoPort’s executive officers is closely linked to increases in long-term stockholder value. XenoPort remains committed to this philosophy of pay-for-performance, recognizing that the competitive market for talented executives and the volatility of our business may result in highly variable compensation during any given annual period. The compensation committee will continue to develop, analyze and review its methods for aligning executive management’s long-term compensation with the benefits generated for stockholders. The compensation committee has no pre-determined timeline for implementing new or ongoing long-term incentive plans. New plans are reviewed, discussed and implemented as the compensation committee feels it is necessary and/or appropriate as a measure to motivate, retain and/or reward XenoPort’s executive officers.
 
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