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Base Salary
Base salary levels are set on the basis of factors such as job responsibilities, the CEO's subjective judgment of
individual performance and contributions to overall business performance, experience level, internal merit increase
budgets, external market base salary movement, and market competitiveness as compared to 50th percentile data. The
Committee reviewed base salary levels in late January 2011 and approved base salary increases for all NEOs, with
changes becoming effective retroactively to January 1, 2011. These increases were approximately 3.5%--made as part
of our merit increase process--with the exception of larger increases provided to Messrs. Hayes and Baker and
Ms. Pauley, upon their promotions and substantial changes in responsibilities, and to Mr. Morrison as we continue to
move his compensation towards the 50th percentile of market survey data for comparable positions, following his
promotion to SVP and CFO in 2010.
%
Increase
Final Target
during
Final Target
2010 Base
Fiscal
2011 Base
NEO
Salary
2011
Salary
Rationale
John A. Hayes
$ 725,000
24.1% $ 900,000
Increase based on market data and to account for his
promotion to CEO in January 2011, as well as his leadership
and significant contributions to Ball's 2010 business
performance outlined above.
Scott C. Morrison
$ 400,000
12.50% $ 450,000
Increase based on market data and includes action to move his
compensation towards market following his promotion to SVP
and CFO in 2010, as well as his contributions to the 2010
execution of our stock repurchase plan, successful debt
refinancing and prudent balance sheet management.
Raymond J. Seabrook
$ 600,000
3.50% $ 621,000
Increase based on market data, as well as his contributions to
the oversight of the integration of acquisitions in aluminum
extruded container and metal beverage packaging industries,
expansion of our metal beverage packaging business in
developing growth markets, and divestiture of our plastic
packaging business.
Charles E. Baker
$ 343,000
8.60% $ 372,500
Increase based on market data and to account for the addition
of Corporate Secretary responsibilities in July 2011, as well as
his contributions to the legal/contractual elements of the
acquisition, divestiture and debt refinancing activities in 2010.
Lisa A. Pauley
$ 235,000
27.60% $ 300,000
Increase based on market data and to account for her
promotion to SVP Human Resources and Administration in
July 2011, which added responsibility for a number of
administrative areas, as well as her contributions during 2010
to the human resource elements of the acquisition and
divestiture activities and the standardization of global human
resources processes and systems.
R. David Hoover
$1,155,000
0.00% $1,155,000
No increase due to retirement. Actual amount received was
$306,519.
David A. Westerlund
$ 455,500
3.25% $ 470,304
Increase based on market data, individual and business
performance. Actual amount received was $379,576.
Annual Incentive
This short-term pay-for-performance incentive is used to encourage and reward the CEO and other NEOs for
making decisions that improve performance as measured by EVA . It is designed to produce sustained shareholder
value by establishing a direct link between EVA
improvement and incentive compensation. EVA was selected as the
measure for Ball's Annual Incentive Compensation Plan because it has been demonstrated to correlate management's
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