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(c)InteractionwithProfitSharingProgramandIndividualPerformanceMeasure.IfthereisnopayoutundertheProfitSharing
Programfor2016,(i)noamountwillbepaidwithrespecttoFinancialPerformancetoanyParticipantregardlessofwhetherDeltameetsor
exceedsthatperformancemeasureand(ii)forgeneralmanagerlevel(grade11)Participantsandabove,theactualMIPAward,ifany,willnot
exceedsuchParticipant’sTargetMIPAward(asdefinedbelow).Inaddition,ifaParticipant’sperformanceundertheIndividualPerformance
Measure(applicabletoParticipantswhoarenotofficers)isnotsatisfactory,noamountwillbepaidwithrespecttoFinancialPerformance,
OperationalPerformanceand/orRevenuePerformancetosuchParticipantregardlessofwhetherDeltameetsorexceedsthoseperformance
measures.
(d)TargetMIPAwards.TheTargetMIPAwardforeachParticipantwillbeexpressedasapercentageoftheParticipant’sAnnual
BaseSalary(the“TargetMIPAward”)asdeterminedbytheCommitteeandwillbecommunicatedtoParticipantsinsuchmannerasthe
Committeedeems appropriate. SubjecttoSection8below,“AnnualBaseSalary”meanstheParticipant’s2016 annualbase salary asin
effectonDecember31,2016.
5.WeightingofPerformanceMeasures.SubjecttoSection8below,apercentageofeachParticipant’sTargetMIPAwardisallocatedto
one or more of Financial Performance, Operational Performance, Revenue Performance, Leadership Effectiveness Performance and/or
IndividualPerformancebasedontheParticipant’semploymentlevel,asfollows:
PerformanceMeasuresandWeightings
Employment
Level
%ofTargetMIPAward
allocatedto
Financial
Performance
%ofTargetMIPAward
allocatedto
Operational
Performance
%ofTargetMIPAward
AllocatedtoRevenue
Performance
%ofTargetMIPAward
allocatedto
LeadershipEffectiveness
Performance
%ofTargetMIPAward
allocatedto
Individual
Performance
CEO 50% 25% 25% 0% 0%
President 50% 25% 25% 0% 0%
EVP 50% 25% 25% 0% 0%
CIOandSVP–Supply
ChainManagement
50% 25% 25% 0% 0%
SVP 50% 25% 15% 10% 0%
VP 50% 25% 15% 10% 0%
ManagingDirector
(Grade13)
35% 15% 10% 0% 40%
Director(Grade12) 35% 15% 10% 0% 40%
GeneralManager
(Grade11)
25% 15% 10% 0% 50%
Grade10 0% 0% 0% 0% 100%
Grade8 0% 0% 0% 0% 100%
6.ThePerformanceMeasures—Threshold,TargetandMaximumPayoutLevels.TheTargetMIPAward,andtheamountspaidin
connection with target levels of Financial, Operational, Revenue, Leadership Effectiveness and Individual Performance, are based on the
achievementofthetargetperformancelevelwithrespecttoeachapplicableperformancemeasure(exceptthatFinancial Performance also
requiresapayoutundertheProfitSharingProgramfor2016).AParticipant’sactualMIPAwardmaybegreaterorlessthanthetargetamount
based on whether performance under one or more of the performance measures applicable to the Participant exceeds or is below target
performance,subjecttoSection4(c)above.Thisisexplainedinmoredetailbelow.
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