The Compensation Committee firmly believes in pay-for-performance. Over 90% of Mr. Igers target annual total direct compensation (and approximately 80% of the target total direct compensation of other named executive officers) depends on the Companys financial results and the performance of Disney stock.
Base salary is the only fixed element of Mr. Igers compensation. Substantially all other annual compensation breaks into two performance-based categories:
A performance-based annual cash bonus opportunity that is:
(a) 70% dependent on achievement of performance against four financial
measures (segment operating income, diluted EPS, after-tax free cash flow and return on invested capital), all of which the Committee believes drive long-term shareholder value creation; and
(b) 30% dependent on the Compensation Committees assessment of individual contributions toward achievement of pre-defined qualitative goals tied to the Companys strategic priorities.
An annual equity award, which for the Chief Executive Officer is comprised of 50% options and 50% performance-based units. The realized option value depends on the performance of Disney stock and the realized performance-unit value depends on three-year achievement of relative TSR and EPS performance.