Staples 2014 Annual Report Download - page 46

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EXECUTIVE COMPENSATION AND COMPENSATION DISCUSSION AND ANALYSIS
42 STAPLES Notice of Annual Meeting of Stockholders
Pay Elements
The table below summarizes the core elements of our 2014 compensation program for our NEOs.
Base Salary + Annual Cash Incentive Awards + Performance Shares
Principal Contributions to
Compensation Objectives Attracts, retains and rewards
talented executives with
annual salary that reflects
the executive’s performance,
skill set and value in the
marketplace
• Focuses executives on
annual financial and
operating results
• Links compensation to
strategic plan
• Enables total cash
compensation to remain
competitive within the
marketplace for executive
talent
• Rewards achievement of long
term business objectives and
stockholder value creation
• Propels engagement in long
term strategic vision, with upside
for superior performance
• Retains successful and tenured
management team
Performance Metrics EPS, Total Sales and Beyond
Office Supplies Sales Growth RONA%, Sales Growth %
CEO/NEO Target Pay Mix
We believe that a significant portion of the compensation
opportunities of our CEO and other NEOs should be
performance based and drive long-term value creation for our
shareholders.
The charts below show that between 80-90% of total
compensation for our NEOs is performance based, and a
substantial majority (63-72%) is long-term.
CEO Target Opportunity Mix
Base
Salary
11%
Elements of
Compensation
Fixed vs.
Variable
Short-Term vs.
Long-Term
Cash vs. Equity
Fixed
11%
Short-Term
28%
Cash
28%
Annual
Incentives
17%
Long-Term Incentives
72%
Variable
89%
Long-Term
72%
Equity
72%
CFO Target Opportunity Mix
Base
Salary
18%
Elements of
Compensation
Fixed vs.
Variable
Short-Term vs.
Long-Term
Cash vs. Equity
Fixed
18%
Short-Term
33%
Cash
33%
Annual
Incentives
15%
Long-Term Incentives
67%
Variable
82%
Long-Term
67%
Equity
67%
Base
Salary
20%
Elements of
Compensation
Fixed vs.
Variable
Short-Term vs.
Long-Term
Cash vs. Equity
Fixed
20%
Short-Term
37%
Cash
37%
Annual
Incentives
17%
Long-Term Incentives
63%
Variable
80%
Long-Term
63%
Equity
63%
Presidents of NAC/NAS&O and Europe
Target Opportunity Mix