Time Warner Cable 2015 Annual Report Download - page 37

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Arthur T. Minson, Jr.
2014
Target Direct Compensation
Total: $5,500,000
LTI Target
($3,250)
59%
Annual Bonus
Target
($1,350)
25%
Base Salary
($900)
16%
(
$ in thousands
)
Performance-based compensation
represents 84% of target TDC
In setting Mr. Minson’s compensation, the Compensation Committee noted that his target TDC was above
the median for chief financial officers in the Primary Peer Group, which the Committee considered appropriate in
light of his past experience at the Company and in related industries. The Compensation Committee also
determined that it was appropriate to weight his TDC most heavily (84%) toward performance-based
compensation. See “—Employment Agreements—Arthur T. Minson, Jr.”
Mr. Lawrence-Apfelbaum. In 2012, the Compensation Committee reviewed Mr. Lawrence-Apfelbaum’s
compensation in connection with the renegotiation of his employment agreement. For 2014, the Compensation
Committee reviewed this compensation in light of the Company’s key compensation principles, comparisons to
comparable general counsel and other positions in the Primary Peer Group, Secondary Peer Group and general
survey data and the importance of his continuing role at the Company. In light of its review, the Compensation
Committee determined it would be appropriate to maintain the following target TDC for Mr. Lawrence-
Apfelbaum: (a) an annual base salary of $650,000; (b) an annual discretionary cash bonus with a target amount of
$650,000; and (c) annual LTI with a target value of $1,575,000.
Marc Lawrence-Apfelbaum
2014
Target Direct Compensation
Total: $2,875,000
Annual Bonus
Target
($650)
23%
Base Salary
($650)
23%
(
$ in thousands
)
Performance-based compensation
represents 77% of target TDC
LTI Target
($1,575)
54%
In setting Mr. Lawrence-Apfelbaum’s compensation, the Compensation Committee noted that his 2014
target TDC was below the median of the most comparable positions within the Primary Peer Group. The
Compensation Committee also determined that it was appropriate to continue to weight Mr. Lawrence-
Apfelbaum’s target TDC most heavily (77%) toward performance-based compensation. See “—Employment
Agreements—Marc Lawrence-Apfelbaum.”
Mr. Stern. In October 2013 and again in July 2014, the Compensation Committee reviewed 2014
compensation for Mr. Stern and considered the Company’s key compensation principles, compensation for
similar positions based on internal comparisons and general survey data in light of the absence of comparable
31