Big Lots 2013 Annual Report Download - page 48

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The bar graph below compares the total compensation, as reported in the Summary Compensation Table, of
Mr. Campisi in fiscal 2013 and Mr. Fishman in each of fiscal 2012 and fiscal 2011.
Compensation Awarded to CEO
$14,000,000
$12,000,000
$10,000,000
$8,000,000
$6,000,000
$4,000,000
$2,000,000
$0
$11,924,662 $12,319,766
$5,363,229
Mr. Fishman 2011 Mr. Fishman 2012 Mr. Campisi 2013
Pay-for-Performance
Aligning executive compensation with corporate and individual performance is a key principle of our executive
compensation philosophy. We believe our executive compensation program effectively implements this principle by
tying the value of bonus opportunities and equity awards under the program to our financial performance and/or
the price of our common shares.
The metrics we currently use to evaluate the performance of our named executive officers are our operating profit,
earnings per share and return on invested capital (“ROIC”). We believe that our operating profit is an important
financial measure as it reflects our efforts to increase revenue and control our expenses. Additionally, the value of
the performance-linked incentive compensation that we award in the form of equity is significantly impacted by
the price of our common shares and our earnings per share.
The pay-for-performance chart that follows presents for each of fiscal 2011, fiscal 2012 and fiscal 2013: (1) our total
shareholder return (“TSR”) indexed to our fiscal 2010 year end stock price of $31.82; (2) our earnings per common
share – diluted from continuing operations; (3) our operating profit; (4) the total compensation of our CEO as
reported in our Summary Compensation Table (for Mr. Fishman in fiscal 2011 and 2012 and Mr. Campisi in fiscal
2013); and (5) the total compensation realized by Mr. Fishman in fiscal 2011 and 2012 and Mr. Campisi in fiscal
2013 (“CEO Realized Compensation”) in each such fiscal year.
The CEO Realized Compensation for each fiscal year presented in the pay-for-performance chart is equal to the
sum of: (1) the base salary earned by our CEO during the fiscal year; (2) the bonus earned by our CEO in the fiscal
year under the award granted to him pursuant to the 2006 Bonus Plan for such fiscal year (as reported in the “Non-
Equity Incentive Plan Compensation” column of our Summary Compensation Table for the fiscal year); and (3) if
the restricted stock award granted to our CEO pursuant to the 2005 LTIP and 2012 LTIP for such fiscal year vested
as a result of our performance during the year, the aggregate market price of the common shares underlying the
restricted stock award on the vesting date (as reported in the “Stock Awards–Value Realized on Vesting” column of
the Option Exercises and Stock Vested table for the subsequent fiscal year). The Committee believes total realized
compensation is a more useful measure for comparing pay and performance than the information reported in the
Summary Compensation Table because total realized compensation increases or decreases depending on our actual
results and fluctuations in the price of our common shares. For example, while Mr. Fishman’s fiscal 2012 Summary
Compensation Table compensation was $12,319,766, Mr. Fishman’s total realized compensation in fiscal 2012 was
actually $1,453,846, based on our financial performance and share price as his fiscal 2012 restricted stock award
did not vest and was forfeited.