base pay increases of approximately 4.2% to 11.3% for our Named Executive Officers. The Compensation
Committee approved the recommended increases.
Operating Officer, who left in December 2010.
performance-based measures: (i) the Named Executive Officer's overall performance rating based on fiscal 2011
performance, and (ii) achievement of our fiscal 2011 operating income targets. The same criteria were used for
all other employees eligible to participate in the incentive plan.
base salary for our other executive officers for an "outstanding" performance rating. We refer to this as the
"Performance Rating Percentage." Once the Performance Rating Percentage is determined, the actual cash
incentive amounts are paid based on the extent to which our operating income targets are achieved. The actual
cash incentive amounts range from 10% to 100% of the eligibility amount determined by the performance rating.
We refer to this as the "Bonus Payout Percentage." In fiscal 2011, the Compensation Committee did not change
the Performance Rating Percentages nor the Bonus Payout Percentages.
received an "outstanding" performance rating, he or she would be eligible for a cash incentive award equal to
125% of base salary, but would only be paid 50% of the amount if we achieved operating income levels at the
50% payout level. Cash incentive awards are paid only if our operating income threshold is achieved and the
employee's performance rating is at least a "meets expectations." The calculation of bonus amounts described
above can be summarized by the following formula:
2012. Although we achieved the maximum payout target in fiscal years 2010 and 2011, we believe that the
operating income targets set each year are challenging, reflect desired above-market performance and typically
would not be achieved at the maximum level without exceptional performance. In fiscal 2010 and 2011, we
achieved record levels of operating income, resulting in maximum payouts under the plan. The Compensation
Committee recognizes that the likelihood of achievement of a payout in any given year may be different and
believes that the payout should be appropriate for the performance, regardless of how often it may happen.
additional discretionary bonuses during the year based on factors such as promotions and business segment,
department or individual performance.