Hertz 2014 Annual Report Download - page 236

Table of Contents

 
The following are the companies that comprised our Survey Group in 2014:
Advance Auto Parts Inc. General Mills, Inc. R.R. Donnelley & Sons Co.
Avis Budget Group, Inc. Hershey Co. Ralph Lauren Corp.
Avon Products Inc. Hormel Foods Corp. Ross Stores Inc.
Big Lots, Inc. J.C. Penney Company, Inc. Ryder System, Inc.
BorgWarner Inc. J. M. Smucker Co. Southwest Airlines Co.
CarMax Inc. Kellogg Co. Starbucks Corp.
Carnival Corp. Kelly Services, Inc. Starwood Hotels & Resorts Worldwide, Inc.
Coach Inc. Kohl’s Corp. SUPERVALU Inc.
Colgate‑Palmolive Co. L Brands, Inc. TRW Automotive Holdings Corp.
ConAgra Foods, Inc. Marriott International, Inc. V. F. Corp.
CSX Corp. Mattel, Inc. Visteon Corp.
Darden Restaurants, Inc. Newell Rubbermaid Inc. Waste Management, Inc.
Dean Foods Co. Nordstrom, Inc. Whirlpool Corp.
Dr. Pepper Snapple Group Inc. Norfolk Southern Corp. Whole Foods Market, Inc.
Estee Lauder Companies Inc. Office Depot, Inc. YUM! Brands, Inc.
Federal‑Mogul Corp. Penske Automotive Group Inc.
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Gap Inc. PVH Corp.
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When making compensation decisions for our senior executives, our management and our Compensation Committee considered the compensation
levels of the Survey Group, as well as industry factors, general business developments, corporate, business unit and individual performance and
our overall compensation philosophy. Our Compensation Committee does not apply Survey Group data in a formulaic manner to determine the
compensation of our NEOs. Rather, the Survey Group data represented one of several factors that our Compensation Committee considered in a
holistic assessment of compensation decisions. We typically review the salaries, annual bonus levels and long‑term equity awards of our NEOs
every 12 months, and we periodically (but not on a set schedule) review the other elements of their compensation.

In 2014, Hertz Holdings' advisory vote on executive compensation was approved by the following vote:

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
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

‑
342,971,299
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10,216,316

2,049,239

37,536,408
This represented a 96% level of approval. Although the effect of the advisory vote on executive compensation is non-binding, the Board and
Compensation Committee considered the results of the 2014 vote and will continue to consider the results of future votes in determining the
compensation of our NEOs and our compensation programs generally. Hertz Holdings values the opinions of its stockholders and is committed to
considering their opinions in making compensation decisions.


For the NEOs, the Compensation Committee determines salary and any increases after reviewing individual performance, conducting internal
compensation comparisons and reviewing compensation in the Survey Group. We also take into account other factors such as an individual’s prior
experience, total mix of job responsibilities versus market comparables and internal equity. The Compensation Committee consults with our CEO
(except as to his own compensation) regarding salary decisions for NEOs. We review salaries upon promotion or other changes in job
responsibility.
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Source: HERTZ GLOBAL HOLDINGS INC, 10-K, July 16, 2015 Powered by Morningstar® Document Research℠
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