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Jazz Pharmaceuticals Compensation Paper

473 Words2 Pages

Following the table 2, there is the compensation information of Jazz Pharmaceuticals, Inc. in the period from January 18, 2012 to December 31, 2014. There are individual information of executive officers in each year, which consist of salary, bonus, stock awards, option awards, non-equity incentive plan compensation and all other compensation. The compensation committee uses pay-for-performance philosophy for incentive the executive officers that lead to benefits to company and shareholders. Because of the company believes that this programme would have efficiency from looking up the peer group companies and the same industry company. It focus on compensation, short and long-term components, cash and equity, and fixed and contingent payments. …show more content…

Firstly, base salary, the base salaries of executive officers are set by the compensation committee, except, the Chief Executive Officer, which is set by the board of directors. The factor in rates of salaries bases on responsibilities, performance in each person and salary of competitors and cash compensation information. Because in the industry has lots of competitors company, but Jazz Pharmaceuticals has the executive officers that make the company succession in short-term and long-term. So that, the individual experience also has based on base salaries. Secondly, performance bonus awards, the bonus pool sets by the compensation committee, which paid the bonus at the end of year and allocate to each individual executive officers. It defines from the company succession in achieving the objectives of the firm in various factors such as market data, percentage of base salary, and total cash compensation. The Chief Executive Officer is set the bonus by the board of director, which is the same with base salary. The CEO thinks of the executive officer to should receive the bonus, except himself by recommending the compensation committee. In order that the company pay the bonus to follow the proper working period of employment because the company does not guarantee bonuses in each executive officer. Finally, long-term equity

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