- Track your favorite companies
- Receive email alerts for new filings
- Personalized dashboard of news and more
- Access all data and search results
Content analysis
?Positive | ||
Negative | ||
Uncertain | ||
Constraining | ||
Legalese | ||
Litigous | ||
Readability |
H.S. freshman Avg
|
- 10-K Annual report
- 3 Articles of Incorporation and By-laws
- 4 Instruments Defining the Rights of Security Holders
- 10 Material Contracts
- 10.79 Compensation Committee of the Board of Directors
- 10.80 Form of Premium Share Unit Certificate, As Amended.
- 10.81 Form of Premium Share Deferral Election Form
- 10.82 Navistar Inter. Corp. Amended and Restated Executive Stock Ownership Program
- 10.83 Navistar Inter. Corp. Non-employee Directors' Deferred Fee Plan
- 10.84 Navistar Inter. Corp. 2004 Performance Incentive Plan, As Amended.
- 10.85 Compensation Committee and Board of Directors Approval
- 10.86 First Amend. to the Navistar, Inc. Supplemental Retirement Accumulation Plan
- 12 Computation of Ratio of Earnings to Fixed Charges
- 21 Subsidiaries of the Registrant
- 23 Consent of Independent Registered Public Accounting Firm
- 24 Power of Attorney
- 31.1 CEO Certification Pursuant to Section 302
- 31.2 CFO Certification Pursuant to Section 302
- 32.1 CEO Certification Pursuant to Section 906
- 32.2 CFO Certification Pursuant to Section 906
- 99.1 Additional Financial Information (Unaudited)
EXHIBIT 10.79
Fiscal Year 2009 Annual Incentive Plan Criteria
The Annual Incentive Plan rewards performance based upon consolidated, business unit and individual results. The named executive officers are assigned the following Target Award Percentage of their base salary for fiscal year 2009 Annual Incentive Awards:
Level | Target Award Percentage | |
CEO | 110% | |
13 | 95% | |
12 | 75% | |
11 | 65% |
Awards are based upon the consolidated results of the Company and/or the individual’s business unit results. The weighting factors for corporate and business unit performance for named executive officers is as follows:
Level | Corporate / Business Unit Weight | |
CEO and Level 13 | 100% / 0% | |
11-12 | 80% / 20% |
The payout multiple of a participant’s Target Award Percentage, depending upon whether threshold, target, distinguished or super-distinguished performance is achieved is as follows:
Payout Multiple of Target Award Percentage | ||
Threshold | 25% | |
Target | 100% | |
Distinguished | 150% | |
Super-Distinguished | 200% |
The consolidated results of the Company shall be measured based upon a pro forma return on equity (“ROE”) calculation. ROE shall be calculated as consolidated net income divided by consolidated pro forma equity.
E-13