American Home Shield 2008 Annual Report Download - page 141
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Table of Contents
2008 ABP Weighting
Participant
Organizational
Weighting
Performance
Weighting
Threshold Required
(% of target
performance)
Threshold
Scale = Payout
(% of target bonus)
Target
Maximum
J. Patrick Spainhour 100% ServiceMaster 60% ServiceMaster EBITDA EBITDA 89% 34% 100% None
Steven J. Martin 20% ServiceMaster Revenue Revenue 94% 64% 100% None
Greerson G. McMullen 20% ServiceMaster Cash Flow Cash Flow 89% 34% 100% None
Thomas G. Brackett 25% ServiceMaster 60% ServiceMaster EBITDA EBITDA 89% 34% 100% None
20% ServiceMaster Revenue Revenue 94% 64% 100% None
20% ServiceMaster Cash Flow Cash Flow 89% 34% 100% None
75% Terminix 60% Terminix EBITDA
EBITDA 97%
82%
100%
None
20% Terminix Revenue Revenue 95% 70% 100% None
20% Terminix Cash Flow Cash Flow 84% 4% 100% None
Michael M. Isakson 25% ServiceMaster 60% ServiceMaster EBITDA EBITDA 89% 34% 100% None
20% ServiceMaster Revenue Revenue 94% 64% 100% None
20% ServiceMaster Cash Flow Cash Flow 89% 34% 100% None
75% SVMClean 60% SVMClean EBITDA
EBITDA 90%
40%
100%
None
20% SVMClean Revenue Revenue 93% 58% 100% None
20% SVMClean Cash Flow Cash Flow 98% 88% 100% None
Performance targets are established by the Board at the beginning of each year and are based on expected performance in accordance with the Company's
and, where applicable, the business unit's budget for the year. In the event the Company and, where applicable, the business unit achieve the performance
targets, payout under the Annual Bonus Plan would be 100% of a specified percentage of the executive's base salary. In the event the Company and, where
applicable, the business unit do not achieve the performance targets, a lesser bonus may be earned if the Company and, where applicable, the business unit
meet or exceed the threshold amounts for the performance targets, which are equal to the previous year's results achieved for each performance measure. In
the event the Company exceeds the performance targets, the amount of the bonus will increase accordingly.
The payout scale from threshold to target is a 6:1 ratio—for every one percent of achievement beyond threshold performance levels, the plan pays out six
additional percentage points. The payout scale above target is a 4:1 ratio—for every one percent of achievement above target, the plan pays out an additional
four percentage points. There is no maximum payout under the Annual Bonus Plan on the theory that we pay for performance and our executives should
receive additional compensation when we exceed our performance goals.
137