Acxiom Corporation Leadership Team Compensation Plan Fiscal Year 2001
The objective of the Leadership Team compensation plan is to implement a pay plan that reflects the leader's
responsibility, provide compensation that is both equitable and competitive, and which will:
Align the leader's interests with shareholder/investor's interest.
Motivate leaders to achieve the highest level of performance.
Retain key leaders by linking leadership team compensation to company performance.
Attract the best leaders through competitive, growth-oriented plans.
Enable sharing of growth & success between associates, leaders and shareholders.
ELIGIBILITY OF PARTICPANTS
For purposes of the Leadership Team Compensation Plan, eligible associates will include Division leaders, Group
leaders, Business Unit leaders, Sales leaders, Business Development leaders, Industry Application Development
leaders, Finance and Accounting leaders, Organizational Development leaders, Legal leaders and Corporate
COMPONENTS AND PLAN STRUCTURE
The components of the Leadership Team Compensation Plan are as follows:
Base salary (not at risk)
Base salary (at risk)
Long-term incentive (stock options) Retention/Recruiting Bonus (Special Situations Only)
Exhibit 1 of this document reflects the above components for the 5 levels of the Leadership Team Compensation
Plan. In addition, it reflects the Business Development / Sales Leadership Plan.
Each level of the plan has the following:
Base salary based on comparable market salary for the equivalent position.
Plan structure reflects percentages for each plan component to total compensation as well as number of years for
which options are granted under the long-term incentive component of the plan.
Each leader is slotted into one of the five levels based on experience, scope of responsibility and past
performance. The individual to whom the leader reports is responsible for managing his/her respective slotting.