Big Lots 2010 Annual Report Download - page 45

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- 29 -
• Mr. Cooper:
(i) Fiscal 2009 SG&A expense performance;
(ii) Fiscal 2009 cash flow performance;
(iii) Development and implementation of our annual corporate operating plan and our long-range
strategic plan;
(iv) Executive leadership support for effective cash deployment and investor relations; and
(v) Management’s interface with the Audit Committee.
• Ms. Bachmann:
(i) Contribution through the merchandise planning and allocation departments toward improving our
fiscal 2009 inventory turnover rate by approximately 2.8% above our fiscal 2008 results;
(ii) Successful implementation of enhancements and upgrades to current information technology
infrastructure supporting our business needs; and
(iii) Continued the multi-year implementation of the SAP for Retail information technology system
that will replace our core merchandising and financial systems, including the successful
implementation of SAP Financials.
• Mr. Martin:
(i) Contribution through the merchandising department toward improving our fiscal 2009 inventory
turnover rate by approximately 2.8% above our fiscal 2008 results;
(ii) Improved initial mark-up of merchandise by approximately 0.4% above our fiscal 2009 corporate
operating plan; and
(iii) Improved gross margin dollars by approximately $61.9 million above our fiscal 2008 results.
• Mr. Haubiel:
(i) Fiscal 2009 net store openings of 22 – 17 above our fiscal 2009 goal and 36 above our fiscal 2008
results;
(ii) Successful restructuring of the real estate administration function;
(iii) Executive leadership support for the effective and efficient management of legal affairs and the
development of risk-weighted solutions to complex business and legal issues; and
(iv) Management’s interface with the Nominating / Corporate Governance Committee and the
Compensation Committee.
See the “Comparative Compensation Data” section of this CD&A for more information regarding the impact that
the competitive market has on our executive compensation program.
Role of Management
As discussed in this CD&A, our CEO plays a significant role in determining executive compensation. Additionally,
our CEO and the Committee consult with management from our human resources, finance and legal departments
regarding the design and administration of our compensation programs, plans and awards for executives and
directors. These members of management provide the Committee and CEO with advice regarding the competitive
nature of existing and proposed compensation programs and the impact of accounting rules, laws and regulations
on existing and proposed compensation programs. Management from our human resources, finance and legal
departments may also act pursuant to delegated authority to fulfill various functions in administering our employee
benefit and compensation plans. Such delegation is permitted by the Committee’s charter and our compensation
plans. Those groups to whom the Committee has delegated certain responsibilities are each required to periodically
report their activities to the Committee.