American Home Shield 2009 Annual Report Download - page 149

Table of Contents
Peer Group
ACCO Brands Corporation DSW Inc. Mattel Inc.
Affinion Group, Inc. The Dun & Bradstreet Corporation Merrill Corporation
Alberto-Culver Company Eddie Bauer, Inc. Newell Rubbermaid Inc.
Alticor Inc. Energizer Holdings, Inc. The Nielsen Company
Andersen Corporation Equifax Inc. The Pantry, Inc.
AnnTaylor Stores Corporation Essilor of America Papa John's International, Inc.
Automatic Data Processing, Inc. FedEx Kinko's Office and Print Petco Animal Supplies, Inc.
AutoZone, Inc. Center, Inc. PetSmart, Inc.
Big Lots, Inc. The Finish Line, Inc. Phillips-Van Heusen Corporation
Blockbuster Inc. Fiserv, Inc. Pier 1 Imports, Inc.
Brinker International, Inc. General Parts International, Inc. Pitney Bowes, Inc.
Broadridge Financial Hanesbrands, Inc. Recreational Equipment Inc.
Solutions, Inc. Hasbro, Inc. Ross Stores, Inc.
Brown Shoe Company, Inc. Henkel of America, Inc. S.C. Johnson & Son, Inc.
Ceridian Corporation IMS Health Incorporated Shaw Industries, Inc.
Chico's FAS, Inc. Interpublic Group of Sodexho, Inc.
Church & Dwight Company, Inc. Companies Inc. Solo Cup Company
The Clorox Company Kohler Company The Timberland Company
Collective Brands, Inc. (Formerly L'Oreal USA, Inc. Toyota Motor Sales U.S.A., Inc.
Payless Shoesource) Leggett & Platt Inc. Tupperware Brands Corporation
Corporate Express, Inc. Lennox International Inc. Unisys Corporation
Crate and Barrel LG Electronics USA VF Corporation
Deloitte & Touche LLP LVMH Moet Hennessy Louis
Deluxe Corporation Vuitton SA
In determining 2009 executive compensation, we relied on the Peer Group data provided by Hewitt in 2008 and adjusted it to mirror general market merit
increases. We then evaluated base pay and annual bonuses for our executives as discussed below. Differences in total compensation generally reflect the
tenure, relevant experience and expertise of the individual Named Executive Officers within their roles. Given the deterioration in global economic conditions
during 2008, the Board chose to continue using the 2008 data to help make its pay decisions for 2009.
Base Salary
Base salaries for executive officers are reviewed annually by the Board during the Company's merit review process in February. To determine base
salaries for executive officers, the Company first reviews market data and targets base salaries at the market median of the Peer Group. Base salary for each
Named Executive Officer is then determined by adjusting the target amount according to the Named Executive Officer's experience relative to industry peers,
time in his or her position, individual performance, future potential and leadership qualities. In 2009, when a detailed review was performed, the base salary of
our Chief Executive Officer was 102 percent of the median of the Peer Group. The base salaries for all other Named Executive Officers were also within
acceptable ranges from the median of the Peer Group. Given the poor economic conditions at the beginning of 2009, the Board concluded there would be no
increases in base salaries for 2009.
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