AbbVie 2013 Annual Report Download - page 146

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Results: Ms. Schumacher achieved the above goals in all material aspects.
William J. Chase
Goals: Achieve proprietary pharmaceutical pipeline enhancement objectives; Execute biologics
strategic development initiatives; Support research and development initiatives per company strategy.
Results: Mr. Chase achieved the above goals in all material aspects.
Carlos Alban
Goals: Achieve key product milestones; Secure pipeline assets for sourced innovation by the end of
2013; Advance existing pipeline assets by achieving key milestones; Achieve key milestones addressing
strategic response to changing healthcare environment; Achieve commercial excellence by developing
and executing global research plans that enhance market, customer and competitor insights.
Results: Mr. Alban achieved the above goals in all material aspects.
Timothy J. Richmond
Goals: Support research and development initiatives per company strategy; Secure key strategic
pipeline assets for sourced innovation; Support the creation of AbbVie’s culture; Build AbbVie’s human
resources services strategy.
Results: Mr. Richmond achieved the above goals in all material aspects.
2013 Goal Performance and Executive Pay Decisions
The individual goals described above were determined at the beginning of 2013 as part of
AbbVie’s annual performance and compensation planning process. The Committee considered, at both
company and individual levels, achievement with respect to these goals, as well as the performance of
the individual overall with respect to all matters not specifically defined in the pre-determined goals,
including leadership behaviors and other individual contributions to AbbVie’s performance on a
qualitative basis. Additionally, the Committee may also consider unforeseen circumstances or
developments in the company, the marketplace and/or the global economy that may have affected
performance.
For each named executive officer, a target bonus amount is set as follows:
Base Salary * Target Bonus Percentage = Target Bonus Amount
To determine each individual’s annual bonus, the Committee considered the named executive officer’s
target bonus amount and made its final determination of the appropriate award at, above or below the
target bonus amount, considering all of the factors as described above, and in consultation with its
independent compensation consultant. While the review is comprehensive, it is not solely formulaic.
In each individual named executive officer’s case there were multiple levels of review of the
proposed 2013 bonus award. For the Chief Executive Officer, the Committee and its independent
compensation consultant reviewed the proposed bonus award. For the other named executive officers,
AbbVie’s Chief Executive Officer, the Committee and its independent compensation consultant
reviewed the proposed awards.
Actual bonuses generally were above the target based on a comprehensive review of individual and
corporate performance by the Committee and its independent compensation consultant.
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