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Named Executive Officer Salary. For fiscal 2011, the salary used in the bonus calculation for each Named
Executive Officer was:
Mike Kovar $375,000
Jennifer Pritchard $555,000
Mark Quick $640,000
Bonus Payout Percentage. The Bonus Payout Percentage is based on the Company's operating income for
the fiscal year. For fiscal 2011, the operating income target thresholds for an initial payout (10% award),
midpoint (50% award) and maximum (100% award) were $433 million, $450 million and $466 million,
respectively. At the time the Compensation Committee set the operating income target levels, it also set a scale of
percentage award amounts, so that if we had achieved operating income between the threshold and midpoint or
the midpoint and maximum, the award percentage would be proportionately adjusted. In fiscal year 2011, the
Company achieved operating income of $472 million. As a result, for fiscal year 2011, the Bonus Payout
Percentage for each Named Executive Officer was 100%.
Performance Rating Percentage. The Performance Rating Percentage is based on the performance rating of
each Named Executive Officer for the fiscal year. For fiscal 2011, our Named Executive Officers received the
following performance ratings: Mr. Quick--"outstanding" and Ms. Pritchard and Mr. Kovar--"exceeds
expectations", resulting in a Performance Rating Percentage of 100% for Mr. Quick and 75% for Ms. Pritchard
and Mr. Kovar.
Named Executive Officer Bonus Amounts. As a result of the foregoing inputs, the cash bonus amounts for
each Named Executive Officer for fiscal year 2011 were:
Mike Kovar $281,250
Jennifer Pritchard $416,250
Mark Quick $640,000
Long-Term Retention and Incentive Equity Awards
We believe that substantial equity ownership and equity awards encourage management to take actions
favorable to the medium and long-term interests of the Company and its stockholders and align their interests
with the interests of the Company and its stockholders. We believe that including equity awards in the
compensation program serves our longer term goals, including management retention, because the value of
equity, whether in the form of stock options, stock appreciation rights, restricted stock or restricted stock units, is
realized over several years. Accordingly, equity-based compensation constitutes a significant portion of the
overall compensation of the Named Executive Officers.
In the first quarter of fiscal 2011, the CEO and Human Resources Department recommended to the
Compensation Committee, and the Compensation Committee approved, guidelines for the grant of equity awards
for each management level within the Company eligible to participate in the Company's equity plan for fiscal
2010 performance. These equity grant guidelines set out the percentage of an employee's total cash
compensation that may be granted in the form of stock appreciation rights, restricted stock units or restricted
stock for a "meets expectations", "exceeds expectations" and "outstanding" performance review rating. The
higher the performance review rating, the higher the amount of equity awarded as a percentage of total cash
compensation. Total cash compensation consists of the employee's adjusted base salary following his or her
annual performance review and any bonus amount paid to the employee, including payments made under our
fiscal 2010 cash incentive plan, for the prior fiscal year performance.
Based on these equity grant guidelines, in the first quarter of fiscal 2011, the CEO and Human Resources
Department recommended to the Compensation Committee the percentages of total cash compensation that may
be granted in the form of equity incentive awards for each of the Named Executive Officers based on such
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