Foot Locker 2005 Annual Report Download - page 111

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value of the Company’s matching contribution under the 401(k) Plan made to the named
executive’s account in shares of Common Stock. The shares of Common Stock for the matching
contributions for 2005, 2004, and 2003 were valued at $23.40, $26.93, and $23.45 per share,
respectively. This column also includes the severance payment for Mr. Hartman, which is payable
in June 2006, under the terms of his severance agreement described on Page 26.
Employer Matching
Life Insurance Contribution Under Severance
Name Year Premium 401(k) Plan Payment
M. D. Serra ...................................... 2005 $ -0- $2,100 $ —
2004 -0- 1,738 —
2003 -0- 2,000 —
R. T. Mina ....................................... 2005 4,287 2,100 —
2004 3,225 1,738 —
2003 2,998 -0- —
G. M. Bahler ..................................... 2005 3,075 2,100 —
2004 2,130 1,738 —
2003 2,049 2,000 —
L. J. Petrucci ..................................... 2005 2,852 2,100 —
2004 1,963 -0- —
2003 1,883 -0- —
B. L. Hartman ................................... 2005 7,137 -0- 650,500
2004 5,628 1,738 —
2003 5,817 2,000 —
Long-Term Incentive Plan — Awards in Last Fiscal Year(a)
Performance Estimated Future Payouts Under
Number of Period Non-Stock Price-Based Plan
Shares, Units Until
Name or Other Rights(#) Payout Threshold($) Target($) Maximum($)
M. D. Serra ..................... 1,500,000 2005-2007 337,500 1,350,000 2,700,000
R. T. Mina...................... 800,000 2005-2007 180,000 720,000 1,440,000
G. M. Bahler ................... 494,700 2005-2007 111,308 445,230 890,460
J. L. Berk ....................... 453,100 2005-2007 101,948 407,790 815,580
L. J. Petrucci ................... 442,100 2005-2007 99,473 397,890 795,780
B. L. Hartman .................. 650,500 2005-2007 N/A N/A N/A
(a) The named executive officers, excluding B. L. Hartman, participate in the Long-Term Incentive
Compensation Plan (the “Long-Term Plan’’). Mr. Hartman participated in the Long-Term Plan
while he was a senior officer of the Company. Individual target awards under the Long-Term Plan
are expressed as a percentage of the participant’s Annual Base Salary. In 2005 the Compensation
and Management Resources Committee approved awards to the participants for the Performance
Period of 2005–2007. The amounts shown in the table above under the column headed “Number of
Shares, Units or Other Rights’’ represent the annual rate of base salary for 2005 for each of the
named executive officers. The amounts shown in the columns headed “Threshold,’’ “Target,’’ and
“Maximum’’ represent 22.5 percent, 90 percent and 180 percent, respectively, of each of the named
executive officers’ annual base salary rate in the first year of the Performance Period and represent
the amount that would be paid to the participant at the end of the applicable Performance Period if
the Company achieves the established goals. Mr. Hartman is not eligible for any payment under the
Long-Term Plan since his employment terminated before the end of this Performance Period.
The principal features of the Long-Term Plan are described beginning on Page 36.
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