Staples 2012 Annual Report Download - page 36

Download and view the complete annual report

Please find page 36 of the 2012 Staples annual report below. You can navigate through the pages in the report by either clicking on the pages listed below, or by using the keyword search tool below to find specific information within the annual report.

Page out of 166

  • 1
  • 2
  • 3
  • 4
  • 5
  • 6
  • 7
  • 8
  • 9
  • 10
  • 11
  • 12
  • 13
  • 14
  • 15
  • 16
  • 17
  • 18
  • 19
  • 20
  • 21
  • 22
  • 23
  • 24
  • 25
  • 26
  • 27
  • 28
  • 29
  • 30
  • 31
  • 32
  • 33
  • 34
  • 35
  • 36
  • 37
  • 38
  • 39
  • 40
  • 41
  • 42
  • 43
  • 44
  • 45
  • 46
  • 47
  • 48
  • 49
  • 50
  • 51
  • 52
  • 53
  • 54
  • 55
  • 56
  • 57
  • 58
  • 59
  • 60
  • 61
  • 62
  • 63
  • 64
  • 65
  • 66
  • 67
  • 68
  • 69
  • 70
  • 71
  • 72
  • 73
  • 74
  • 75
  • 76
  • 77
  • 78
  • 79
  • 80
  • 81
  • 82
  • 83
  • 84
  • 85
  • 86
  • 87
  • 88
  • 89
  • 90
  • 91
  • 92
  • 93
  • 94
  • 95
  • 96
  • 97
  • 98
  • 99
  • 100
  • 101
  • 102
  • 103
  • 104
  • 105
  • 106
  • 107
  • 108
  • 109
  • 110
  • 111
  • 112
  • 113
  • 114
  • 115
  • 116
  • 117
  • 118
  • 119
  • 120
  • 121
  • 122
  • 123
  • 124
  • 125
  • 126
  • 127
  • 128
  • 129
  • 130
  • 131
  • 132
  • 133
  • 134
  • 135
  • 136
  • 137
  • 138
  • 139
  • 140
  • 141
  • 142
  • 143
  • 144
  • 145
  • 146
  • 147
  • 148
  • 149
  • 150
  • 151
  • 152
  • 153
  • 154
  • 155
  • 156
  • 157
  • 158
  • 159
  • 160
  • 161
  • 162
  • 163
  • 164
  • 165
  • 166

27
(1) For the above table, realizable TDC is the sum of base salary, annual cash bonus paid and the realizable value of equity, which is the
sum of the market value on October 31, 2012 (the date of the analysis) of restricted stock grants awarded over the relevant period and
the value of stock options awarded over the relevant period as determined by subtracting the grant price from the closing price of $11.52
on October 31, 2012.
(2) Includes the impact of special equity awards.
Our executive compensation program is aligned with long term performance.
As part of the Committee's annual compensation review, the Committee assessed whether our compensation program was
aligned with our performance relative to our peer group. The Committee analyzed our NEOs' compensation against our overall
performance on both a one year and three year basis. In addition to the one year 2011 data and the three year 2009 - 2011 proxy
data, the Committee also considered 2012 year to date performance at the time of the review. While the Committee believes
financial performance should be the most significant driver of compensation, other factors that drive long term value for stockholders
are also taken into account by the Committee, including achievement of operational, strategic, and qualitative objectives.