Pottery Barn 2012 Annual Report Download - page 132

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Grants of Plan-Based Awards
This table sets forth certain information regarding all grants of plan-based awards made to the named executive
officers during fiscal 2012.
Grant
Date
Compensation
Committee
Approval
Date
Estimated Future
Payouts Under
Non-Equity Incentive
Plan Awards
All
Other
Stock
Awards;
Number
of Shares
of Stock
or Units
(#)(4)
All Other
Option
Awards;
Number of
Securities
Underlying
Options
(#)
Exercise
or Base
Price of
Option
Awards
($/Sh)
Closing
Market
Price
on
Date of
Grant
($/Sh)
Grant Date
Fair Value
of Stock
and
Option
Awards
($)
Threshold
($)
Target
($)(1)(2)
Maximum
($)(2)(3)
Laura J. Alber .......... — — — $1,950,000 $10,000,000 — — — — —
4/16/2012 4/16/2012 — — — 160,345 — — — $5,960,024
Julie P. Whalen ......... — — — $ 385,000 $10,000,000 — — — — —
7/30/2012 7/18/2012 — — — 42,750 — — — $1,504,800
4/16/2012 4/16/2012 — — — 10,020 — — — $ 372,443
Patrick J. Connolly ...... — — — $ 643,750 $10,000,000 — — — — —
4/16/2012 4/16/2012 — — — 30,065 — — — $1,117,516
Richard Harvey ........ — — — $ 675,000 $10,000,000 — — — — —
4/16/2012 4/16/2012 — — — 20,040 — — — $ 744,887
Sandra N. Stangl ........ — — — $ 800,000 $10,000,000 — — — — —
4/16/2012 4/16/2012 — — — 45,095 — — — $1,676,181
Sharon L. McCollam .... — — — — — — — — — —
(1) Target potential payment for each eligible executive pursuant to our established incentive targets.
(2) To ensure deductibility under our stockholder-approved 2001 Incentive Bonus Plan (intended to qualify as performance-based
compensation under Internal Revenue Code Section 162(m)), the Compensation Committee specified a primary performance goal. For
fiscal 2012, the Compensation Committee established the primary performance goal for the 2001 Incentive Bonus Plan as positive net
cash provided by operating activities (excluding any non-recurring charges) as provided on the company’s consolidated statements of
cash flows. The Compensation Committee also set a secondary performance goal to guide its use of discretion in determining whether to
reduce bonus amounts from the maximum available under the 2001 Incentive Bonus Plan; the Compensation Committee typically
expects to pay bonuses at target levels if the secondary performance goal is fully met. For fiscal 2012, the Compensation Committee set
the secondary performance goal as an earnings per share target of $2.52 (excluding extraordinary non-recurring charges, and including
any amounts payable to covered employees under the 2001 Incentive Bonus Plan). As further described in the Compensation Discussion
and Analysis beginning on page 21, in the first quarter of fiscal 2013, the Compensation Committee determined that the 2001 Incentive
Bonus Plan’s primary and secondary performance goals were achieved, but the Committee elected to apply its discretion in determining
to reduce the actual amount to be paid to the eligible executive officers under the 2001 Incentive Bonus Plan.
(3) Maximum potential payment pursuant to our 2001 Incentive Bonus Plan is equal to $10,000,000 per participant.
(4) Grants of restricted stock units.
38