Board Compensation Committee Report
Executive comp committee-ready summary. Pulls from filing inventory, peer group, percentile analysis, prevalence studies, and the audit trail.
Generate the comp-committee-ready summary that ties together filing sources, peer rationale, executive positioning, prevalence findings, and governance flags.
Validated extractions + locked core peer group + finalized incentive plan design from upstream pages.
Multi-section PDF-ready report with cover letter, methodology, data caveats, peer group rationale, executive positioning, and recommended actions.
The report renders client-ready content only when every upstream value is Validated. Items in 'Needs review' are surfaced as caveats with explicit reviewer requests.
Add the partner-signed cover letter before circulation. The comp committee chair typically wants three things on page one: peer rationale, CEO positioning, and recommended actions.
Review the audit trail at the bottom, validate any remaining Needs-review extractions, then export.
- DEF 14ADefinitive Proxy Statement — FY2024 — filed 2025-04-15 · 0001140361-25-002701
- DEF 14ADefinitive Proxy Statement — FY2023 — filed 2024-04-19 · 0001140361-24-002612
- 8-KItem 5.02 — Departure / Election of Officers (CFO Hire) — filed 2026-02-20 · 0001140361-26-001214
The core peer group comprises 15 specialty retailers in the $5B–$9B revenue band with broadly similar geographic footprint and business model. Reference peers — 5 companies — sit above or below the scale band or in adjacent industries, and provide context but do not drive aggregate percentiles.
| Pay element | Client | Peer P25 | Peer P50 | Peer P75 | Client %ile |
|---|---|---|---|---|---|
| CEO Base Salary | $1,250K | $1,100K | $1,180K | $1,320K | P58 |
| CEO Target STI | $1,875K | $1,500K | $1,700K | $2,000K | P64 |
| CEO Actual STI Payout | $2,100K | $1,400K | $1,750K | $2,150K | P71 |
| CEO Target LTI (grant value) | $8,400K | $6,200K | $7,400K | $9,200K | P66 |
| CEO Total Direct Compensation | $11,750K | $9,300K | $10,700K | $12,900K | P60 |
| CFO Base Salary | $720K | $640K | $700K | $780K | P58 |
| CFO Target LTI (grant value) | $3,400K | $2,400K | $2,900K | $3,500K | P72 |
| CFO Total Direct Compensation | $5,620K | $4,100K | $4,900K | $5,700K | P74 |
- 1Increase LTI mix toward peer median (PSU weighting from 50% → 55%); offsets cash-heavy total.
- 2Add 1-3 individual / strategic STI metrics (peer prevalence 80%); club deck or HR partnership outcomes.
- 3Re-tier governance forums to align with double-trigger CIC market practice.
- 4Resolve the f-1 / f-3 amendment discrepancy on director comp before circulating the final report.
- Sample includes 15 core peers. Reference peers excluded from aggregates by default.
- FY2025 DEF 14A amendment (f-3) changed director compensation only; Summary Compensation Table unchanged.
- CFO Priya Shah's FY2025 figures include a $1.5M sign-on bonus and $2.2M make-whole award. Strip these before computing run-rate comparisons.
- Pay-versus-performance disclosure is required by SEC Item 402(v); validation by consultant before final circulation is recommended.
| Field | Value | Source filing | FY | Amendment | Confidence | Reviewer |
|---|---|---|---|---|---|---|
| Alex Morgan (CEO) · Base Salary | $1,250,000 | DEF 14A · 2026-04-18 | FY2025 | Original | 97% | Alex Morgan |
| Alex Morgan (CEO) · Stock Awards | $8,400,000 | DEF 14A · 2026-04-18 | FY2025 | Original | 89% | — |
| Alex Morgan (CEO) · Non-Equity Incentive Plan Compensation | $2,100,000 | DEF 14A · 2026-04-18 | FY2025 | Original | 94% | Alex Morgan |
| Priya Shah (CFO) · Base Salary | $720,000 | DEF 14A · 2026-04-18 | FY2025 | Original | 96% | Alex Morgan |
| Priya Shah (CFO) · Sign-on Cash Bonus | $1,500,000 | 8-K · 2026-02-20 | FY2025 | Amended | 91% | Alex Morgan |