BELDEN INC
For the period ended May 23, 2024. Filed Apr 9, 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.
May 23, 2024 · Filed Apr 9, 2024
Contents
Elements
B. Elements
Below is an illustration of Belden’s compensation program. Individual compensation packages and the mix of base salary, annual cash incentive opportunity and long-term equity incentive compensation for each NEO vary depending upon the executive’s level of responsibilities, potential, performance and tenure with the Company. Each of the elements shown below is designed for a specific purpose, with the overall goal of achieving a high and sustainable level of Company and individual performance. The percentage of total compensation that is performance-based and therefore at risk generally increases as an officer’s level of responsibilities increases.
| ▪Objective: Supports retention and achievement of Company’s total stockholder return and free cash flow objectives; at risk if performance is below certain thresholds▪Represents 50% of target long-term incentive opportunity▪2023 PSUs may or may not result in the delivery of Belden shares in 2026 based on Company performance from 2023-2025, and 2022-2025 in the case of Stretch Achievement Share Awards▪2022 PSUs have the potential to be enhanced if Company achieves $7.50 or more of EPS by 2025 | ||
| Performance Stock Units (“PSUs”) | ||
| Stock Appreciation Rights (“SARs”) | ||
| ▪Objective: Rewards for the Company’s stock price appreciation▪Represents 25% of target long-term incentive opportunity▪Vests equally over three years and has 10-year term▪Has no value when market price is below the grant date price | ||
| Long-Term Incentive Compensation | ||
|---|---|---|
| Restricted Stock Units (“RSUs”) | ||
| ▪Objective: Supports retention and aligning stockholder and executive incentives▪Represents 25% of target long-term incentive opportunity▪Cliff vest three years after grant date | ||
| Annual Cash Incentive Plan (“ACIP”) Opportunity | ||
| ▪Objective: Rewards achievement of the Company’s performance targets and individual performance; zeros out if performance is below certain thresholds▪Based on target ACIP amount, which is a percentage of base salary▪If earned, paid annually following the computation and release of year-end financial results | ||
| Annual Cash Compensation | ||
| Base Salary | ||
| ▪Objective: Compensates individuals based on job type and level within the Company▪Eligible for merit-based increases in connection with annual performance review | ||
Additionally, the Company provides competitive retirement and benefit programs to our NEOs on the same basis as other employees and limited perquisites as described under Compensation Policies and Other Considerations.
The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.