Big Lots 2013 Annual Report Download - page 69

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(7) We purchase tickets to entertainment and sporting venues for the primary purpose of allowing employees to
use such tickets in furtherance of our business. Because we incur no incremental cost if a named executive
officer uses such tickets for purposes other than our business, such tickets are not included in the amounts
included in this column.
(8) As a percentage of their total compensation in fiscal 2013, fiscal 2012 and fiscal 2011, the salary and non-
equity incentive plan compensation (i.e., annual incentive awards earned under the 2006 Bonus Plan) for each
executive was as follows:
Fiscal 2013 Fiscal 2012 Fiscal 2011
Name
Salary
(%)
Non-Equity
Incentive Plan
Compensation
(%)
Salary
(%)
Non-Equity
Incentive Plan
Compensation
(%)
Salary
(%)
Non-Equity
Incentive Plan
Compensation
(%)
Mr. Campisi 12.7 — — — — —
Mr. Johnson 18.9 — 17.4 — — —
Ms. Bachmann 20.9 — 23.6 — 22.3 —
Mr. Cooper 21.9 — 23.3 — 22.3 —
Mr. Rodriguez 32.3 — — — — —
Mr. Fishman 30.6 — 11.8 — 11.7 —
Mr. Haubiel 6.9 — 20.5 — 19.1 —
Mr. Martin 19.9 23.9 — 26.3 —
(9) Mr. Campisi and Mr. Rodriguez were not named executive officers in fiscal 2012 or fiscal 2011. and
Mr. Johnson was not a named executive officer in fiscal 2011.
(10) Mr. Campisi assumed the position of CEO and President on May 3, 2013.
(11) Mr. Fishman served as our CEO and President until May 3, 2013 and as Chairman until May 30, 2013.
(12) Mr. Haubiel served as our Executive Vice President, Chief Administration Officer, Legal and Real Estate,
General Counsel and Corporate Secretary until June 17, 2013.
(13) Mr. Martin served as our Executive Vice President, Chief Merchandising Officer until November 25, 2013.
Bonus and Equity Plans
The amounts reported in the Summary Compensation Table above include amounts earned under the 2006 Bonus
Plan, the 2005 LTIP and the 2012 LTIP. Below is a description of the material terms of each plan and the awards
made under those plans to our named executive officers, as reflected in the Grants of Plan-Based Awards in Fiscal
2013 table that follows.
Big Lots 2006 Bonus Plan
The 2006 Bonus Plan provides for cash compensation, which is intended to qualify as “qualified performance-
based compensation” under Section 162(m) of the IRC, to be paid annually when we meet or exceed pre-established
minimum corporate performance amounts under one or more financial measures approved by the Compensation
Committee and other outside directors at the start of the fiscal year. Whether we will achieve the minimum
corporate performance amounts is substantially uncertain at the time the corporate performance amounts and
financial measures are established. No right to a minimum annual incentive award exists, and the Compensation
Committee has the discretion to cancel or decrease an annual incentive award (but may not increase an annual
incentive award for a covered employee (as that term is used within Section 162(m) of the IRC) calculated under the
2006 Bonus Plan. Any payments made with respect to a fiscal year are made in the first quarter of the following
fiscal year. The annual incentive awards that may be earned under the 2006 Bonus Plan range from the floor to the
maximum annual incentive award payout percentages, and include all amounts in between. The smallest target and
maximum annual incentive award payout percentages that may be set annually for our named executive officers
are set forth in their respective employment agreements. The threshold annual incentive award payout percentage
is pre-established annually by the Compensation Committee and the other outside directors and has historically