Proxy-12-28-2020 - Report - Page 25
COMPETITIVE ANALYSIS OF TOTAL DIRECT COMPENSATION
The following table compares the compensation of the Company’s fiscal 2020 NEOs to those of executives in comparable
positions. This table has been modified from those that appeared in previous CD&As (see notes below the table for details) to
include a broader range of competitive data that aligns more closely with the information used by the Executive Compensation
Committee when determining NEO compensation. The analysis is based upon fiscal 2020 base salary, a pro-forma STI value
reflective of average awards over the last five years for the positions listed, and fiscal 2020 grant date LTI values. The numbers
below, unless otherwise indicated, represent thousands of dollars.
Name & Principal Position
John R. Scannell
Total Cash Compensation (1)
Base Salary
Total Direct Compensation (2)
Moog
Market
Median
Ratio
Moog
Market
Median
Ratio
Moog
Market
Median
Ratio
$982
$1,039
95%
$1,385
$2,098
66%
$2,885
$5,426
53%
$464
$569
82%
$640
$989
65%
$1,140
$1,932
59%
$486
$528
92%
$670
$752
89%
$970
$1,136
85%
$451
$528
85%
$623
$752
83%
$923
$1,136
81%
$459
$528
87%
$633
$752
84%
$933
$1,136
82%
Chief Executive Officer;
Chairman of the Board; and Director
Jennifer Walter
Vice President;
Chief Financial Officer
Mark J. Trabert
Vice President;
President, Aircraft Controls
Maureen M. Athoe
Vice President;
President, Space and Defense
Patrick J. Roche
Vice President;
President, Industrial Systems
Donald Fishback is not shown above as he retired as Chief Financial Officer in fiscal year 2020.
(1) The Total Cash Compensation (TCC) column shows the fiscal year base salary plus a pro-forma STI. The STI amount
included in this column equals the rolling five (5) year average STI percentage of base salary applicable to the NEO’s
current position times the fiscal year base salary. The STI includes cash and stock that would be paid under the STI plan
for purposes of the executive compensation competitive analysis. The stock portion of fiscal 2020 STI is disclosed within
the Stock Awards column of the Summary Compensation Table, reported on page 26.
(2) The Total Direct Compensation (TDC) column includes the LTI grant date fair market value of SARs and PSUs awarded
in fiscal 2020. The overall TDC figure is the TCC plus the LTI.
Revised Compensation Analysis Table
The table above has been updated to align more closely to the data used by the Executive Compensation Committee of
the Board. The main differences from the table published previously are:
•
•
•
•
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The CEO and CFO market data for base salary, TCC and TDC is a 50/50 mix of Moog’s peer group and data from the
Korn Ferry 2020 General Market Executive Compensation Report. For the other NEOs, it is drawn from the Korn Ferry
survey data only. Prior year tables used just Moog’s peer group. This revised approach widens the number of companies
used for comparative purposes, thereby reducing the impact that individual changes within the peer group may have.
Where peer group data is used it has been taken on a like-for-like basis. The CEO and CFO are matched to equivalent
peer company roles. For the Korn Ferry survey, like-for-like data is used with equivalent roles (CEO, CFO, Division Head).
The survey data also uses Korn Ferry proprietary job evaluation system scores as a further means of ensuring the
comparisons are accurate.
Rather than comparing the value of the individual elements of compensation to market, the cumulative position is shown,
so that the competitiveness of each element can be seen as they are combined.
The STI included in the Total Cash Compensation assessment is a pro-forma value that reflects a rolling 5 year average
percentage of base salary based upon the NEOs current position, rather than a single year’s actual paid value. This
provides a more consistent picture of the impact of STI.
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