American Home Shield 2011 Annual Report Download - page 138

Table of Contents
Darden Restaurants, Inc.
Dick's Sporting Goods, Inc.
The Dun & Bradstreet
Corporation
Dunkin' Brands Group, Inc.
Elizabeth Arden, Inc.
Energizer Holdings, Inc.
Equifax Inc.
Essilor of America, Inc.
The Estée Lauder
Companies Inc.
Fiserv, Inc.
Flowserve Corporation
Furniture Brands
International, Inc.
Hallmark Cards, Inc.
Hanesbrands Inc.
Harland Clarke Holdings
Corp.
Hasbro, Inc.
Henkel Corporation
Herbalife Ltd.
IMS Health Incorporated
Iron Mountain Incorporated
Jarden Corporation
Kohler Co.
L'Oreal USA, Inc.
Leggett & Platt, Incorporated
Lennox International Inc.
Luxottica Group S.p.A.
Masco Corporation
Mattel, Inc.
Mead Johnson Nutrition
Company
Mohawk Industries, Inc.
Newell Rubbermaid Inc.
The Nielsen Company
Nu Skin Enterprises, Inc.
OfficeMax Incorporated
The Pantry, Inc.
PetSmart, Inc.
PVH Corp.
Pier 1 Imports, Inc.
Pitney Bowes Inc.
RadioShack Corporation
Ross Stores, Inc.
S.C. Johnson & Son, Inc.
The Scotts Miracle-Gro
Company
The Sherwin-Williams
Company
Sodexho Marriott
Services, Inc.
Solo Cup Company
Steelcase Inc.
Tiffany & Co.
The Timberland Company
Tupperware Brands
Corporation
Unisys Corporation
UTI Worldwide Inc.
V.F. Corporation
Williams-Sonoma, Inc.
In determining 2011 executive compensation, we relied on the Peer Group data provided by Aon Hewitt in 2011 and adjusted it to mirror general market
merit increases, as identified in market salary increase surveys sponsored by compensation consulting organizations. We then evaluated base pay and annual
bonuses for our executives as discussed below. Differences in total compensation generally reflect the tenure, relevant experience, expertise and performance
of the individual executive officer within his role.
Base Salary
Base salaries for executive officers are reviewed annually by the Board during our merit review process at the beginning of each year. To determine base
salaries for executive officers, we first review market data and target base salaries at the market median of the Peer Group. The base salary for each NEO is
then determined by adjusting the amount according to the NEO's experience relative to industry peers, time in his position, individual performance, future
potential and leadership qualities. In 2011, when a detailed review was performed, the base salary of Mr. Spainhour was at 95 percent of the median of the
Peer Group, the base salary for Mr. Steve Martin in the position of CFO was below the median of the Peer Group, the base salary for Mr. Brackett as the
President of Terminix was also below the median of the Peer Group and the base salary for Mr. David Martin as our Controller was within competitive ranges
of the median of the Peer Group. Base salaries were increased for each NEO who was an employee in April 2011 based on the Board's assessment of the
individual's contribution to the sustained success of the Company (except for Mr. Mullany whose salary was set in February 2011 as part of his hiring). The
Board may also review and adjust base salaries in situations where an individual takes on additional duties, such as Mr. Brackett leading both the TruGreen
and Terminix businesses for a significant period in 2011. The salary increases for these NEOs in 2011 ranged from 2.0 percent to 35.9 percent. Base salaries
for the newly hired CEO, CFO and business unit presidents were set at levels that were competitive with market segment salaries and recognized the skills
and experience of each officer.
The following table sets forth information regarding the 2011 base salaries for our NEOs.
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