Page 526 - Bruce Ellig - The Complete Guide to Executive Compensation (2007)
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512               The Complete Guide to Executive Compensation


                                    Compound             Number
                                    Increase in          of Units
                                 Shareholder Value

                                    20% or more         2,000,000
                                        19               1,900,000
                                        18               1,800,000
                                        17               1,700,000
                                        16               1,600,000
                                        15               1,500,000
                                        14               1,400,000
                                        13               1,300,000
                                        12               1,200,000
                                        11               1,100,000
                                        10               1,000,000
                                         9                750,000
                                         8                500,000
                                         7                250,000
                                      6 or less                0

            Table 8-89. Number of units set by performance
            may be appropriate using one of the option pricing models. If settlement is in cash, then
            variable accounting will apply.
            Variable Number of Units and Variable Price per Unit. This variation is illustrated in
            Table 8-90.
               Thus, if the compound increase in shareholder value was 17 percent and the compound
            increase in ROE was 14 percent, the recipient would receive 1,700,000 units valued at $1.40
            each, or $2,380,000.
               Conversely, a performance-share plan could be converted into a performance-unit plan,
            using the number of shares in Table 8-54 (again valued at $100 a share). The result is seen in
            Table 8-91.
               Because performance-share-plan costs have two variables (level of performance
            achieved and price of stock at time of payout), the performance-unit plan quickly followed
            the performance-share plan in the early 1970s, following the issuance of APB 25.
            Performance-unit plans only have one variable—performance. Price of company stock is
            not a factor. Under FAS 123R this is a liability award with fair value accrued over the
            period of the plan and finalized on settlement date.
            Performance-Percentage Plans. Another variation is the  performance-percentage plan.
            Here, rather than express the payout in cash or in units, the payout is typically expressed as
            a percentage of salary, although it could be of salary-plus-annual-incentive. An example is
            illustrated in Table 8-92.
               Barring a desire to change the relationship of the long-term plan to salary (or salary-plus-
            annual-incentives if included in the formula), there is no need to change the percentages
            annually. When salary is increased, the long-term payout will bear a constant relationship.
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