Western Union 2015 Annual Report Download - page 53

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NOTICE OF 2016 ANNUAL MEETING OF STOCKHOLDERS AND PROXY STATEMENT
2016 Proxy Statement | 35
COMPENSATION DISCUSSION AND ANALYSIS
ESTABLISHING AND EVALUATING EXECUTIVE
COMPENSATION
INTRODUCTION
This Compensation Discussion and Analysis describes how the Compensation Committee determined 2015 executive
compensation, the elements of our executive compensation program and the compensation of each of our named executive
officers. The information provided should be read together with the information presented in the “Executive Compensation”
section of this Proxy Statement. For 2015, the named executive officers were:
Hikmet Ersek – President and Chief Executive Officer (September 2010 to present)
Rajesh K. Agrawal – Executive Vice President and Chief Financial Officer (July 2014 to present)
Odilon Almeida – Executive Vice President and President, Americas and European Union (January 2014 to present)
J. David Thompson – Executive Vice President, Global Operations (November 2012 to present) and Chief Information
Officer (April 2012 to present)
Diane Scott – Former Executive Vice President, Chief Marketing Officer (April 2011 to March 2016)
OUR 2015 EXECUTIVE COMPENSATION PHILOSOPHY AND OBJECTIVES
The Compensation Committee believes the Company’s
executive compensation program should reward actions and
behaviors that build a foundation for the long-term strength
and performance of the Company, while also rewarding the
achievement of short-term performance goals. To align
the Company’s incentive compensation program with the
Company’s overall executive compensation philosophy and
objectives, the Compensation Committee has adopted the
key principles identified below.
Build Foundation for Long-Term Strength and Performance While Rewarding Achievement of Short-Term Goals
Align executive goals with
stockholder interests
Structure metrics, goal-setting
and incentive payouts to result in
enterprise value creation.
Share a reasonable portion of the
Company’s financial results with
employees, both on upside and
downside performance.
Hold executives accountable and
reward them for results
Establish sufficient linkage between
incentive payouts and individual and
business unit performance.
Attract, retain, and motivate
outstanding executive talent
Set performance goals and
operating plans to retain and
motivate leadership to achieve
superior results.