Executive Compensation
Additionally, equity awards for shares of our common stock serve as a key component of our executive compensation program. For 2020, we granted (i) PRSUs (which
become eligible to vest only if the threshold performance is achieved) to our Chief Executive Officer and (ii) RSUs (which provide certain value to recipients and limit dilution to our stockholders) to our other Named Executive Officers. In the
future, we may introduce other forms of equity awards, as we deem appropriate, into our executive compensation program to offer our Named Executive Officers additional types of long-term incentive compensation that further the objective of aligning
the recipients interests with those of our stockholders.
Finally, we offer executives standard health and welfare benefits that are generally available to our
other employees, including medical, dental, vision, flexible spending accounts, life insurance and 401(k) plans.
We have not adopted any formal policies or
guidelines for allocating compensation between current and long-term compensation or between cash and non-cash compensation, although we use competitive market data to understand the competitive market
framework for pay mix. Within this overall framework, our compensation committee reviews each component of executive compensation separately and also takes into consideration the value of each Named Executive Officers compensation package as a
whole and its relative value in comparison to our other Named Executive Officers.
Our compensation committee evaluates our compensation philosophy and executive
compensation program as circumstances require, and reviews executive compensation annually. As part of this review, we expect that our compensation committee will apply our philosophy and the objectives outlined above, together with consideration
for the levels of compensation that we would be willing to pay to ensure that our executive compensation remains competitive and that we meet our retention objectives, as well as the cost to us if we were required to find a replacement for a key
executive officer.
COMPENSATION-SETTING PROCESS
Role of our Compensation Committee
Compensation decisions for our executives are made by our compensation committee. Currently, our compensation committee is responsible for reviewing, evaluating and
approving the compensation arrangements, plans, policies, and practices for our Named Executive Officers and overseeing and administering our cash-based and equity-based compensation plans.
Each fiscal year, our compensation committee, after consulting with our management team and its compensation consultant, establishes our corporate performance objectives
and makes decisions with respect to any base salary adjustment, and approves the corporate performance objectives and target annual cash incentive compensation opportunities and equity awards for our executive officers, including our Named Executive
Officers, for the upcoming fiscal year. With respect to (i) our cash incentive compensation plan, (ii) the performance-based equity grant to our Chief Executive Officer in 2020, and (iii) the performance-based equity to all of our
Named Executive Officers in 2021, our compensation committee determines the applicable goals for each corporate performance objective used for the applicable year.
Our compensation committee reviews our executive compensation program from time to time, including any incentive compensation plans, to determine whether they are
appropriate, properly coordinated, and achieve their intended purposes, and to make any modifications to existing plans and arrangements or to adopt new plans or arrangements.
Role of Management
In carrying out its
responsibilities, our compensation committee works with members of our management team, including our Chief Executive Officer and our Vice President, Global Human Resources. Typically, our management team (together with our compensation consultant)
assists our compensation committee in the execution of its responsibilities by providing information on corporate and individual performance, market data, and managements perspective and recommendations on compensation matters.
Typically, except with respect to her own compensation, our Chief Executive Officer will make recommendations to our compensation committee regarding compensation
matters, including the compensation of our executive officers. Our Chief Executive Officer also participates in meetings of our compensation committee, except with respect to discussions involving her own compensation in which case she leaves the
meeting.