Ally Bank 2012 Annual Report Download - page 176

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pay and administer all future annuity payments to the current retiree population of the GMACM Pension Plan (retired as of September 1,
2012) beginning on January 1, 2013. Additionally, during the fourth quarter the GMACM Pension Plan completed a program whereby we
offered voluntary lump-sum distributions to terminated employees with vested benefits. In connection with these combined actions we
recorded a settlement loss of $95 million.
Other Postretirement Benefits
Certain of our subsidiaries participated in various postretirement medical, dental, vision, and life insurance plans. We have provided for
certain amounts associated with estimated future postretirement benefits other than pensions and characterized such amounts as other
postretirement benefits. Other postretirement benefits expense (income), which is recorded in compensation and benefits expense in our
Consolidated Statement of Income, was minimal in 2012, 2011, and 2010. We expect our other postretirement benefit expense to continue to
be minimal in future years.
Share-based Compensation Plans
Based on our transactions with Treasury during 2009, we are required to comply with the limitations on executive pay as determined by
the Special Master of TARP Compensation (Special Master). We have established Deferred Stock Units (DSUs) and Incentive Restricted
Stock Units (IRSUs) as forms of compensation to our senior executives, which have been approved by the Special Master. We also grant
Restricted Stock Units (RSUs) to executives under the Long-Term Equity Compensation Incentive Plan (LTIP). Each of our approved
compensation plans and awards were designed to provide our executives with an opportunity to share in the future growth in value of Ally,
which is necessary to attract and retain key executives.
Pursuant to the terms of the LTIP plan, the Ally Board of Directors determines a share price valuation for share-based compensation
awards not less than annually. The Ally Board of Directors thus determined a share price of $8,500 per share for purposes of the LTIP plan as
of December 31, 2011. A share price valuation of $9,000 per share was determined as of March 31, 2012. The valuation remained unchanged
at $9,000 per share as of December 31, 2012. The changes in award valuation resulted in an increase to compensation expense for RSU, DSU,
and IRSU awards of $5 million, $8 million, and $2 million, respectively, recognized in 2012. The impact was recorded as compensation and
benefits expense in our Consolidated Statement of Income.
RSU awards are incentive awards granted to executives as phantom shares of Ally. The majority of awards granted in 2008 and 2009 vest
ratably on an annual basis based on continued service on December 31, 2012 with the final tranche vesting on December 31, 2012.
Participants had the option at grant date to defer the valuation and payout for awards granted in 2008 and 2009. A majority of the participants
who received awards granted in 2010, 2011, and 2012 vest ratably over a three-year period starting on the date the award was issued with the
majority of the awards fully vesting in February 2013, February 2014, and February 2015, respectively. The awards require liability treatment
and are remeasured quarterly at fair value until they are paid. The compensation costs related to these awards are ratably charged to expense
over the applicable service period. Changes in fair value related to the portion of the awards that have vested and have not been paid are
recognized in earnings in the period in which the changes occur. At December 31, 2012 there were a total of 17,057 RSU award shares
outstanding, composed of 189 shares awarded during 2008, 844 shares awarded during 2009, 2,648 shares awarded during 2010, 5,956 shares
awarded during 2011, and 7,420 shares awarded during 2012. At December 31, 2011 there were a total of 26,707 RSU award shares
outstanding, composed of 3,806 shares awarded during 2008, 5,199 shares awarded during 2009, 9,281 shares awarded during 2010, and
8,421 shares awarded during 2011. We recognized compensation expense related to RSU awards of $92 million, $56 million and $63 million
for the years ended December 31, 2012, 2011 and 2010, respectively. These costs were recorded as compensation and benefits expense in our
Consolidated Statement of Income.
DSU awards are granted to senior executives as phantom shares of Ally and are included as part of their base salary. DSU awards are
generally granted ratably each pay period throughout the year, vest immediately upon grant, and are paid in cash. DSUs awarded in 2012 will
generally be redeemable in three equal installments: the first on the final payroll date of 2012, the second ratably over 2013 and the third
ratably over 2014. DSUs awarded in 2011 are generally redeemable in three equal annual installments beginning on the first anniversary of
grant. The DSU awards require liability treatment and are remeasured quarterly at fair value until they are paid, with each change in value
fully charged to compensation expense in the period in which the change occurs. At December 31, 2012 and 2011 there were a total of
13,190 and 13,743 DSU award shares outstanding, respectively. We recognized compensation expense related to DSU awards of $65 million,
$25 million and $75 million for the years ended December 31, 2012, 2011 and 2010, respectively, for the outstanding awards. These costs
were recorded as compensation and benefits expense in our Consolidated Statement of Income.
IRSU awards are incentive awards granted to senior executives as phantom shares of Ally. There were no IRSUs granted to senior
executives in 2012. IRSU awards from 2009, 2010 and 2011 generally vest in full after two years from the date of grant based on continued
service with Ally. After the vesting requirement is met, IRSU payouts will be made only as we repay our TARP obligations. Payouts will be
made in 25% increments based on the percentage of TARP obligations that have been repaid, as determined in accordance with the
established guidelines for determining "repayment".
As of December 31, 2012, Ally had repaid more than 25%, but less than 50%, of its TARP obligations. Payouts are based on the fair
value of the phantom shares at the time of the payout. The awards require liability treatment and are remeasured quarterly at fair value until
they are paid. The compensation costs related to these awards are ratably charged to expense over the requisite service period. Changes in fair
value relating to the portion of the awards that have vested and have not been paid are recognized in earnings in the period in which the
changes occur. At December 31, 2012 and 2011 there were a total of 6,475 and 7,975 IRSU award shares outstanding, respectively. We
Table of Contents
Notes to Consolidated Financial Statements
Ally Financial Inc. • Form 10-K