Big Lots 2013 Annual Report Download - page 45

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- 33 -
EXECUTIVE COMPENSATION
Compensation Committee Report
The Compensation Committee reviewed and discussed the following Compensation Discussion and Analysis
(“CD&A”) with management and, based on such review and discussion, the Compensation Committee
recommended to the Board that the CD&A be included in this Proxy Statement and our Annual Report on
Form 10-K for fiscal 2013 (“Form 10-K”).
Members of the Compensation Committee
Russell Solt, Chair
Jeffrey P. Berger
Peter J. Hayes
James R. Tener
Dennis B. Tishkoff
Compensation Discussion and Analysis
Overview of Our Executive Compensation Program
Executive Summary
This CD&A describes our executive compensation program for fiscal 2013 and certain elements of our executive
compensation program for fiscal 2014 and explains how the Board and the Compensation Committee of the Board
(which we refer to as the “Committee” in this CD&A) made its compensation decisions for our named executive
officers, who, for fiscal 2013, were:
• Mr. Campisi, our CEO and President;
• Mr. Johnson, our Executive Vice President, Chief Financial Officer;
• Ms. Bachmann, our Executive Vice President, Chief Operating Officer;
• Mr. Cooper, our Executive Vice President and President, Big Lots Canada, Inc.;
• Mr. Rodriguez, our Senior Vice President, Distribution and Transportation Services;
• Mr. Fishman, our former Chairman, CEO and President;
• Mr. Haubiel, our former Executive Vice President, Chief Administrative Officer, General Counsel and
Corporate Secretary; and
• Mr. Martin, our former Executive Vice President, Chief Merchandising Officer.
Mr. Fishman’s employment with us terminated on May 3, 2013. Mr. Haubiel’s employment with us terminated on
June 17, 2013. Mr. Martin’s employment with us terminated on January 3, 2014.
Our executive compensation program is designed to:
• attract and retain executives by paying them compensation that is competitive with the compensation
paid by the companies in our comparator groups;
• motivate our executives to contribute to our long-term success;
• reward our executives for corporate and individual performance; and
• align the interests of our executives and shareholders through performance-linked compensation.
Our financial performance in fiscal 2013 did not meet our expectations. As a result of such performance and
the emphasis that our executive compensation program places on performance-linked compensation, the actual
compensation realized by our named executive officers in fiscal 2013 was significantly lower than the total
potential compensation awarded to our named executive officers for fiscal 2013. For example, we did not achieve
the operating profit required for our named executive officers to earn annual incentive awards for fiscal 2013 under
the 2006 Bonus Plan and, as a result, our named executive officers did not receive annual incentive awards for
fiscal 2013.