Eli Lilly 2015 Annual Report Download - page 159

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P43
Name Award Grant Date2
Compensation
Committee
Action Date
Estimated Future Payouts
Under Non-Equity
Incentive Plan Awards1
Estimated Future
Payouts Under Equity
Incentive Plan Awards
All Other
Stock or
Option
Awards:
Number
of
Shares of
Stock,
Options,
or Units
Grant Date
Fair Value
of Equity
Awards
Threshold
($)
Target
($)
Maximum
($)
Threshold
(# shares)
Target
(# shares)
Maximum
(# shares)
Dr. Lechleiter __ __ $56,250 $2,250,000 $4,500,000
2015-2016 PA 3/30/2015 33/28/2015 35,542 71,083 106,625 $6,350,000
2015-2017 SVA 2/2/2015 41/26/2015 45,015 112,537 157,552 $5,000,000
0
Mr. Rice __ __ $23,517 $940,680 $1,881,360
2015-2016 PA 3/30/2015 33/28/2015 13,506 27,012 40,518 $2,413,000
2015-2017 SVA 2/2/2015 41/26/2015 17,106 42,764 59,870 $1,900,000
0
Dr. Lundberg __ __ $22,677 $907,070 $1,814,139
2015-2016 PA 3/30/2015 33/28/2015 12,084 24,168 36,252 $2,159,000
2015-2017 SVA 2/2/2015 41/26/2015 15,305 38,262 53,567 $1,700,000
0
Mr. Harrington __ __ $14,703 $588,125 $1,176,250
2015-2016 PA 3/30/2015 33/28/2015 8,175 16,349 24,524 $1,460,500
2015-2017 SVA 2/2/2015 41/26/2015 10,353 25,883 36,236 $1,150,000
0
Mr. Conterno __ __ $13,231 $529,239 $1,058,479
2015-2016 PA 3/30/2015 33/28/2015 7,109 14,217 21,326 $1,270,000
2015-2017 SVA 2/2/2015 41/26/2015 9,003 22,507 31,510 $1,000,000
0
1 These columns show the threshold, target, and maximum payouts for performance under the bonus plan.
Bonus payouts range from 0 to 200 percent of target. The bonus payment for 2015 performance was 161
percent of target, and is included in the “Summary Compensation Table” in the column titled “Non-Equity
Incentive Plan Compensation.”
2 To assure grant timing is not manipulated for employee gain, the annual grant date is established in advance
by the Compensation Committee. Equity awards to new hires and other off-cycle grants are effective on the
first trading day of the following month.
3 This row shows the range of payouts for 2015-2016 PA grants. This PA will pay out in January 2017, with
payouts ranging from 0 to 150 percent of target. The grant-date fair value of the PA reflects the probable
payout outcome anticipated at the time of grant, which was greater than the target value.
4 This row shows the range of payouts for 2015-2017 SVA grants. This SVA will pay out in January 2018, with
payouts ranging from 0 to 140 percent of target. We measure the fair value of the SVA on the grant date using
a Monte Carlo simulation model.
To receive a payout under the PA or the SVA, a participant must remain employed with the company through
the end of the relevant performance period (except in the case of death, disability, retirement, or reallocation).
No dividends accrue on either PAs or SVAs during the performance period. Non-preferential dividends accrue
during the earned PA’s one-year restriction period (following the two-year performance period) and are paid
upon vesting.