Staples 2014 Annual Report Download - page 41

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EXECUTIVE COMPENSATION AND COMPENSATION DISCUSSION AND ANALYSIS
www.staplesannualmeeting.com STAPLES 37
Plan Design & Components of Executive Compensation
Following the overhaul of our compensation program that
began in 2013 and continued in 2014, our program today is
substantially simplified and highly performance-based.
The principal elements of our executive compensation program
now comprise just three basic elements: (1) base salary,
(2) annual performance-based cash incentive, and (3) long-
term stock incentives composed of 100% performance shares.
Fixed 11%
CEO
Variable 89%
Fixed 19%
Other NEOs
Variable 81%
CEO Target Opportunity Mix
Base
Salary
11%
Elements of
Compensation
Fixed vs.
Performance Based
Short-Term vs.
Long-Term
Cash vs. Equity
Fixed
11%
Short-Term
28%
Cash
28%
Annual
Incentives
17%
Long-Term Incentives
72%
Performance Based
89%
Long-Term
72%
Equity
72%
NEO Average (excluding CEO)
Target Opportunity Mix
Base
Salary
19%
Elements of
Compensation
Fixed vs.
Performance Based
Short-Term vs.
Long-Term
Cash vs. Equity
Fixed
19%
Short-Term
36%
Cash
36%
Annual
Incentives
17%
Long-Term Incentives
64%
Performance Based
81%
Long-Term
64%
Equity
64%