Attached files
FY2021
EXECUTIVE ANNUAL INCENTIVE PLAN
PLAN DOCUMENT
CONFIDENTIAL
MAY 1, 2020
CONTENTS
Section |
Subject
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Page
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I. |
Definitions
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2
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II. |
Plan Objectives
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3
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III. |
Eligibility
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3
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IV. |
Performance Measurement
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3
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V.
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Performance Evaluation
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4
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VI. |
Payouts
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4
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VII. |
Administration and Other Matters
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5
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1
I. DEFINITIONS
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Following are definitions for words and phrases used in this document. Unless the context clearly indicates otherwise, these words and
phrases are considered to be defined terms and appear in this document in italicized print:
base salary A
participant's annualized base salary as
of July 1, 2020 (excluding any temporary pay reductions), or the date of hire or promotion into the plan, if later, adjusted for any amount of
time the participant may not be in the plan
for reasons of hire, death, disability, retirement and/or termination.
business criteria An indicator of financial performance, chosen from the business criteria listed in Section 4(b)(ii) of the shareholder plan. The following business criteria are used in this plan:
operating
income (corporate) Net revenue less cost of sales, amortization of intangibles and operating and administrative expenses, calculated consistently with the Company’s adjusted results reported publicly
revenue
(corporate) Gross annual revenue, net of provision for returns, cancellations, etc., in a manner consistent with amounts reported for the
Company’s segment and total results
business unit
A business or subsidiary of the Company.
Company John
Wiley & Sons, Inc.
Executive
Compensation and Development Committee (Committee) The committee of the Company's Board of Directors responsible for the review and
approval of executive compensation.
financial goal
A targeted level of attainment of a given business criteria. For this plan year, financial goals will be set semi-annually.
financial results Actual
achievement of Company financial goals for
the plan year and the business financial results derived therefrom.
funding The
percentage of financial results against
financial goals deemed achieved for the Company, relative to the performance levels set, used to determine the aggregate amount available for annual incentives to be allocated to participants
under the plan.
objectives Assignment of strategic and
measurable goals and objectives for each participant for the plan year, made by the President & CEO, and in the case of the President &
CEO, the Committee. For participants who lead a business unit, objectives include achievement
of business unit financial goals.
participant
An employee of the Company selected to participate in the plan.
payout Actual gross dollar amount paid to a participant
under the plan, if any, based on achievement of objectives
within the context of business funding.
performance levels
threshold
The minimum acceptable level of achievement of a financial goal in order to earn a payout, expressed as a percentage of target ( e.g., 95% of target).
target Achievement of the assigned financial goal-100%.
outstanding Superior achievement of a financial goal, earning
the maximum payout, expressed as a percentage of
target (e.g., 105% of target).
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personal performance
modifier The assessment of each participant’s objectives for the plan year, made by the President & CEO, and in the case of the President & CEO, the Committee, expressed as a percentage between 0 and 200%. For participants who lead a business unit, the personal performance modifier will be based 75% on achievement of financial goals for the plan year.
plan This FY
2021 Executive Annual Incentive Plan.
plan year The
twelve-month period from May 1, 2020 to April 30, 2021, or a portion of this period, at the discretion of the Committee.
shareholder plan
The Company’s 2014 Executive Annual Incentive Plan.
target incentive
amount The amount that a participant is eligible to receive if financial goals are achieved at the target performance level and objectives are at 100%.
target incentive
percent The percent applied to the participant's base salary to determine the target incentive amount for this plan.
II. PLAN OBJECTIVES
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The plan is intended to provide the officers and
other key colleagues of the Company and of its subsidiaries, affiliates and certain joint venture companies, upon whose judgement, initiative and
efforts the Company depends for its growth and for the profitable conduct of its business, with additional incentive to promote the success of
the Company.
III. ELIGIBILITY
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A participant is selected by the President & CEO
and recommended for participation to the Committee, which has sole discretion for determining eligibility, from among those colleagues in key
management positions deemed able to make the most significant contributions to the growth and profitability of the Company. The President and
CEO of the Company is a participant.
Designation of a participant eligible to receive an incentive hereunder for a particular plan year shall not require designation of such participant eligible to receive a payout in
any subsequent plan year.
IV. PERFORMANCE MEASUREMENT
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The plan uses two categories for performance
measurement: Company financial performance and personal performance.
A.
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Financial Performance
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1. |
The CEO recommends and the Committee adopts, in its sole
discretion, financial goals and performance
levels for the Company to be used in the plan year.
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2. |
Each financial goal is assigned a weight, such that the sum of
the weights of all financial goals equals 100%.
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3
B.
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Personal Performance
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1.
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Each participant’s objectives are determined
at the beginning of the plan year by the participant and the President & CEO. The President & CEO’s objectives are determined by the President &
CEO and the Committee.
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2.
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Objectives may be revised during the plan year, as appropriate.
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V. PERFORMANCE EVALUATION
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A. |
Financial Performance
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1.
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Actual financial results achieved by the Company will be determined at the end of the plan year, by comparing financial results with previously set financial goals.
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2.
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In determining the attainment of financial results,
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a.
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the impact of foreign exchange gains or losses will be excluded.
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b.
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the impact of any of the events (1) through (9) listed in Section 4(b)(ii) of the shareholder plan will be excluded from the financial results of any affected business unit.
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3.
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Funding
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a.
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Funding under the plan is determined on a continuum, as follows:
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1.
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For performance below the threshold level,
the funding is zero.
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2.
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For performance at the threshold level, the
funding is 50%.
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3.
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For performance between the threshold and target levels, the funding is
between 50% and 100%, determined on a pro-rata basis.
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4.
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For performance at the target level, the funding is 100%.
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5.
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For performance between the target and outstanding levels, the funding is
between 100% and 150%, determined on a pro-rata basis.
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6.
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For performance at or above the outstanding level, the funding is
150%.
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b.
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In the case where the Company misses threshold performance for one or both financial
goals, but achieves 80% of the Company’s full-year operating income target, a minimum funding of 50% will be available for payout under the plan.
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B.
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Personal Performance
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1.
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At the end of the plan year, each participant’s
performance will be measured by achievement of his/her objectives, with a personal performance modifier in the range of 0-200%. This assessment will be made by the President & CEO, and in the case of the President & CEO, by the Committee. The personal performance modifier is
multiplied by the funding to determine payout under the plan.
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2.
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The Committee approves payouts made to all participants
under the plan.
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VI. PAYOUTS
A.
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Payouts will be made within 90 days after
the end of the plan year.
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B.
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In the event of a participant's death,
disability, retirement or leave of absence prior to the payout for the plan year, the payout, if any, will be determined by the Committee. Any such payout will be calculated as noted in
Section V.
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C.
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A participant must be actively employed by
the Company on the date of payout without having given notice or having been given notice of termination to be eligible for a payout for the plan year.
Exceptions to this provision shall be made with the approval of the Committee, in its sole discretion.
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D.
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A participant who is hired or promoted into
an eligible position during the plan year may receive a prorated payout as determined by the Committee, in its sole discretion.
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VII. ADMINISTRATION AND OTHER MATTERS
A.
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The plan will be administered by the Committee, which shall have authority in its sole discretion to interpret and administer this plan, including, without limitation, all questions regarding eligibility and status of any participant, and no participant shall have any right to receive a payout or payment of any kind
whatsoever, except as determined by the Committee hereunder.
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B.
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The Company will have no obligation to
reserve or otherwise fund in advance any amount which may become payable under the plan.
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C.
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In the event that the Company is required
to file a restatement of its financial results due to fraud, gross negligence or intentional misconduct by one or more employees, and/or material non-compliance with Securities laws, the Company will require reimbursement of any annual incentive compensation awarded to all participants
in the amount by which such compensation exceeded any lower payment that would have been made based on the restated financial results,
for the fiscal year in which the restatement was required, to the full extent required or permitted by law.
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If a participant is directly
responsible for or involved in fraud, gross negligence or intentional misconduct that causes the Company to file a restatement of its financial
results, the Company will require reimbursement of all annual incentive compensation awarded to such participant, for the fiscal year in which the restatement was required, to the full extent required or permitted by law.
The action permitted to be taken by the Company
under this section (C) is in addition to, and not in lieu of, any and all other rights of the Company and/or the Committee under applicable law and shall apply notwithstanding anything to the contrary in this plan.
D.
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This plan may not be modified or amended
except with the approval of the Committee, in accordance with the provisions of the shareholder plan.
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E.
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In the event of a conflict between the provisions of this plan and the provisions of the shareholder plan, the provisions of the shareholder plan shall apply.
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F.
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In the event that any provision of this plan
shall be considered illegal or invalid for any reason, such illegality and invalidity shall not affect the remaining provisions of the plan,
but shall be fully severable, and the plan shall be construed and enforced as if such illegal or invalid provision had never been
contained therein.
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