Elements of Compensation
The compensation package offered by the Company to its executive officers comprises the following components:
||Competitive base salary; |
||Short-term incentive compensation in the form of performance-based annual bonuses; |
||Long-term incentive compensation, typically based on performance over three to four years; |
||Long-term equity-based incentive compensation in the form of restricted stock and stock options; |
The Company pays named executive officers base salaries to compensate them for services rendered during the fiscal year. Salaries for named
executive officers are based on their responsibilities, their prior experience and their recent performance and are evaluated against market data provided by outside surveys. Salaries are typically reviewed on a 12-month or longer cycle, except when
there is a significant change in an executives responsibilities during such cycle. Such adjustments are determined by evaluating (i) the scope of the new responsibilities, (ii) the competitive market value of that role,
(iii) the performance of the individual and (iv) the performance of the Company.
With respect to the base salary paid to
Mr. OShaughnessy in 2016, the Committee considered the base salaries paid to president and chief executive officers of peer companies and the Companys results in 2015.
Performance-Based Incentive Compensation
To supplement base salaries and to reward management (including named executive officers and other employees key to the long-term success of
the Company) for meeting specific individual and financial goals, the Class A and Class B Shareholders of the Company adopted the 2012 ICP in May 2012. Prior to the adoption of the 2012 ICP, performance-based incentive compensation was awarded
under the Incentive Compensation Plan (adopted in 2001) or the Stock Option Plan (reauthorized in 2003).
The purpose of these plans was
and is to provide greater incentives to those employees who have been or will be responsible for the Companys future growth, profitability and continued success and to strengthen the ability of the Company to attract, motivate and retain such
employees. There are at present approximately 142 employees of the Company who are participants in the 2012 ICP and receive annual bonus awards and/or hold restricted stock, stock options or performance units granted under the 2012 ICP. Each
named executive officer participates in these programs.
The 2012 ICP provides for annual incentive compensation awards based on the Company and its business units financial performance
compared to goals set immediately prior to or at the beginning of the year in which the award is to be earned. The payout upon the achievement of such goals is equal to a percentage of base salary, which is also set at the beginning of the year.
Those percentages are determined on an individual basis, taking into account the responsibilities, prior experience and recent performance of the relevant employee. The 2016 target annual bonus award for each of the named executive officers, as a
percentage of base salary, was as follows: Mr. OShaughnessy, 100%; Mr. Rosen, 100%; Mr. Jones, 50%; Mr. Cooney, 40%; Ms. Maddrey, 40%; and Mr. Rosberg, 40%.
In 2016, the annual bonus formula for the named executive officers was based on a diluted earnings per share target for the Company because
the Committee believed that such a goal would align the interests of shareholders and the named executive officers in growing the value of the Company. The potential payouts for the annual bonus range from 0% to 200% of target, based on actual
Company or business unit financial performance, with a threshold achievement of 80% of the diluted earnings per share target for the Company necessary for any amounts to be paid with respect to the 2016 annual bonus for the named executive officers,
and the maximum potential payout available in the event 140% of the diluted earnings per share target for the Company is attained. Management and the Committee believe that they have designed the targets to be challenging, but achievable. The
Company has achieved its financial goals and paid out at or above target in the annual bonus portion of the 2012 ICP in all of the past five years.
In addition, for Mr. Rosen, 25% of his bonus was based on Mr. Rosens performance of his responsibilities relating to Graham
Holdings Company, and the remaining 75% was tied to Kaplans enterprise operating income target of $156.2 million