Staples 2014 Annual Report Download - page 38

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34 STAPLES Notice of Annual Meeting of Stockholders
i EXECUTIVE COMPENSATION AND
COMPENSATION DISCUSSION AND ANALYSIS
This Compensation Discussion and Analysis (“CD&A”) describes the principles that guide our compensation program, its design,
the process used to evaluate performance in the context of executive pay decisions, and performance goals and results for each
named executive officer.
Our Named Executive Officers (“NEOs”) for fiscal year 2014 were:
NEO Title in 2014
Years in Position
At End of 2014
Years at Staples
At End of 2014
Ronald L. Sargent Chairman & CEO 13 126
Christine T. Komola Executive Vice President and CFO 3 218
Joseph G. Doody Vice Chairman 1 316
Demos Parneros President North American Stores & Online (“NAS&O”) 13 427
John Wilson President Staples Europe 2 2 5
1 Chief Executive Officer since 2002 and Chairman since 2005
2 Chief Financial Officer since 2012 and Executive Vice President since 2013
3 Vice Chairman since 2014, President North American Commercial from 2013-2014 and President North American Delivery since 2002
4 President NAS&O since 2013 and President U.S. Stores since 2002
5 President Staples Europe since 2012 and Chief Financial Officer and EVP Finance Strategy from 1992-1996.
CD&A HIGHLIGHTS
PERFORMANCE OVERVIEW 35
SHAREHOLDER OUTREACH & RESPONSE TO 2014
SAY-ON-PAY VOTE 36
PLAN DESIGN & COMPONENTS OF
EXECUTIVE COMPENSATION 37
I EXECUTIVE SUMMARY
Guiding Principle of Our Compensation Program
The Staples Compensation Committee (the “Committee”)
believes that executive compensation should be tightly
linked to performance and the creation of long-term value for
our shareholders.
Based on this principle, as well as consultation with
shareholders, 100% of our near-term and long-term
incentive programs now are tied to objective, quantifiable,
and rigorous performance metrics. With the transition of our
senior executive incentive compensation program to 100%
performance shares now complete, we believe our program
going forward is simple and consistent with best practices in
compensation design.