DECKERS OUTDOOR CORP
For the period ended Mar 31, 2024. Filed Jul 23, 2024.
View on SEC.govAbout this filing
What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
Mar 31, 2024 · Filed Jul 23, 2024
DECK$86.71-1.2%Stored close · as of Nov 6, 2026
Contents
Compensation Program Philosophy
When establishing our executive compensation program each year, the Committee is generally guided by the following four principles that it believes align closely with our compensation objectives:
| PAY-FOR-PERFORMANCE | ALIGN INTERESTS WITH STOCKHOLDERS |
|---|---|
| • Offer a significant portion of the compensation opportunity made available to our executives based on the achievement of pre-determined performance objectives.• Ensure performance-based compensation is directly tied to the achievement of Company financial, operational and strategic goals that the Committee believes are important for our short-term and long-term success. | • Align the interests of our executives with those of our stockholders by tying a significant portion of the compensation opportunity to financial and operational performance that the Committee believes will result in the creation of long-term stockholder value.• Ensure that a significant portion of the compensation opportunity is directly tied to total and relative stockholder return. |
| REWARD ACHIEVEMENT | ATTRACT AND RETAIN EXECUTIVES |
| • Offer meaningful and appropriate incentives for achieving both short-term and long-term Company financial and operational goals that have been established by the Committee, and which are directly tied to and designed to further the achievement of the Company's strategic objectives.• Ensure that the financial and operational goals are appropriate for each executive given their respective titles, scope of responsibilities, and ability to impact results. | • Attract key executives with the background and experience necessary to lead our Company and provide us the best opportunity to achieve our business and strategic objectives. • Retain our key executives by offering compensation that is attractive and competitive in the marketplace, taking into consideration the competition for key executives and peer group pay practices. |
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