believe the element helps us achieve and the Compensation Committee's target pay position for such element
based on the relevant composite market data. Actual pay for individual executive officers can and does vary from
our target pay positioning as discussed below.
Compensation
Committee and adjusted, if
and when appropriate.
and retain highly-qualified
executive talent and to
maintain a stable
management team. To
compensate executives for
sustained individual
performance.
based on composite market
data.
annual cash bonus
opportunity. Payable based on
level of achievement of
Committee-approved semi-
annual company performance
goals.
achieve specified
performance goals. To
encourage accountability by
rewarding based on
performance. To attract,
develop, reward and retain
highly-qualified executive
talent.
when added to base salary,
target total annual cash
compensation is between the
median and the 75
composite market data.
component. Generally
granted annually in the form
of a combination of stock
options, RSUs and/or PSUs.
Amounts actually realized
under awards will vary based
on stock price appreciation
and, in the case of
performance vesting awards,
performance relative to
Committee-approved
performance goals.
performance of our common
stock over the long term. To
reinforce the linkage
between the interests of
stockholders and our
executives. In the case of
awards with performance-
based vesting conditions, to
motivate executives to
achieve specified
performance goals. To
attract, develop, reward and
retain highly-qualified
executive talent.
when added to target total
annual cash compensation,
target total direct
compensation is between the
median and the 75
composite market data.
compensation arrangements. For a description of these other features of our compensation program, please refer
to the section below entitled "Other Features of our Executive Compensation Program."