Vistaprint 2015 Annual Report Download - page 138
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26
EXECUTIVE COMPENSATION
Compensation Discussion and Analysis
Executive Overview
Our success depends on our ability to attract and retain top talent in a competitive marketplace, and to motivate
that talent to achieve outstanding performance. In determining the compensation of our executive officers, our
Compensation Committee begins with an analysis of the competitiveness of our executive compensation program
and, as a starting point, seeks to pay our executives total compensation (including base salary, annual cash
incentive, and long-term incentive awards) at the 75th percentile of our peer group for extraordinary performance by
Cimpress. The Compensation Committee then applies its own discretion to take into account any other factors it
may deem relevant in any given fiscal year, such as general economic conditions, the internal equity of
compensation among our executives, each executive’s experience and role, and individual performance. The
Committee does not assign specific weights to particular factors but considers them together in determining
compensation.
Pay for performance. The total compensation package for our executive officers is weighted heavily toward
compensation based on Cimpress' operating and share price performance. Cimpress performed well in our fiscal
year ended June 30, 2015, and accordingly our executive officers earned above-market compensation for the year.
Below are some highlights of our performance over the last three fiscal years.
* Please see the non-GAAP reconciliations at the end of this proxy statement
The components of our executive officers' compensation that are at risk based on Cimpress' performance are the
annual and long-term cash incentives and equity compensation. Our annual and long-term cash incentive programs
are dependent on Cimpress' revenue and earnings per share performance, while our equity incentive programs are
dependent on the performance of our share price. Attainment of the annual and long-term cash incentives are
based on financial goals that the Compensation Committee believes are highly challenging, but achievable. The
charts below show the breakdown of the fiscal 2015 compensation of Robert Keane, our Chief Executive Officer, by
type, length, and form: