First Data 2012 Annual Report Download - page 138

• Implemented new service models and standardized project flows that improved customer satisfaction, which will help
FDC consistently deliver to its customers going forward.
• Introduced new innovative tools and products to improve customer offerings, increase customer penetration, generate
new revenue opportunities and drive speed to revenue.
• Successfully renewed contracts with several customers on a global scale; key new deals and client signings in North
America and International Regions.
• Improved operations globally and stabilized infrastructure in EMEA.
• Continued progress with employee engagement, pay for performance culture and a greatly expanded emphasis on
talent development.
The Committee awarded each executive 85% of their individual incentive target for the 2012 year paid in March 2013.
D
etermination of 2013 Targets
When establishing executive officer target award levels under the SEIP, the Committee considers multiple factors including:
peer group practices, each executive’ s base salary level and the scope and responsibilities of each executive’ s position. For 2013, the
Committee concluded that the annual cash incentive targets for FDC’ s executive officers met all FDC compensation objectives and
should remain unchanged from 2012 levels on a percentage of base pay basis. Incentive targets for 2013 each named executive officer
are as follows:
Equity
The equity compensation program is intended to align long-term compensation opportunities with the interests of beneficial
shareholders of the Company. Specifically, the purpose of the 2007 Equity Plan is to promote FDC’ s long-term financial interests and
growth by:
• attracting and retaining executives with the experience and abilities required to make a substantial contribution to the
success of the Company;
• rewarding executives for long-term commitment and the creation of value over the long term;
• motivating executives by means of growth-related incentives tied to achievement of long range goals; and
• aligning the interests of the Company’ s executives with those of the Company’ s majority beneficial shareholders.
137
2012 SEIP
Target
SEIP Funding
Percent
2012 SEIP
Payout
Jonathan J. Judge $2,250,000 85% $1,912,500
Edward A. Labry III $ 1,250,000 85% $ 1,062,500
John Elkins $781,250 85% $664,063
Ray E. Winborne $ 600,000 85% $ 510,000
Kevin Kern $575,000 85% $488,750
2013 SEIP Target
as a % of Base Pay
2013 SEIP
Target in $
Edward A. Labry III 125% $1,250,000
John Elkins 125% $ 937,500
Ray E. Winborne 100% $675,000