Axis Executive Bonus Plan Examined

By John Honovich, Published Feb 23, 2021, 09:00am EST

Axis executives have a bonus plan that pays them a maximum of 388% of their annual salary for performance concluding at the end of this year.

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Inside this note, we examine what the plan is, the incentives the plan provides and how this impacts Axis's go-to-market today and in the future.

*** ****, ******** ** Canon, **** **** ********** up ** ***% ** their ****** ****** *** financial *********** **** * 4-year ****** **** **** to **** ****** ** revenue *** ****** ******,** **************:

*** *** ******* ** participate ** *** ******* may, ******** **** (*) certain *********** ******** ***** met ****** *** ****** 1 ******* **** – 31 ******** **** (*** “four-year ******”), (**) **/*** is ******** ** * group ******* ********** (**, under ******* *************, ****** the ******** **) *** four-year ****** *** (***) he/she ** ***** ******** by **** *******, *** has *** ******** *** given ****** ** ***********, at ***date ** ******* ** ***** ****, receive a long-term remuneration (bonus) ********* ** * ******* *** ******* ** *** ****** ******. The performance criteria are based on revenue growth in local currencies and earnings before interests and taxes (“EBIT”) at group level – revenue growth 12-18 percent and EBIT 6-12 percent. Maximum bonus is paid where revenue growth is equal to or exceeds 18 percent at the same time as EBIT is equal to or exceeds 12 percent all four years [emphasis added]

**** ******** *** ********* statement ** **** ***** the **** *** *** likelihood **** ****** ***** plans ***** *** ** made ******:

*********** *** (****-**** *********) program **** ****/****. *** program ** ***** **** a *********** ** ******* growth *** ************* ** explained ** *** **** annual ******. *********, ** new *** ******* ** decided. ** *********** **** competitiveness *** * ********** product ***********, *** ****-**** positioning ******** ***** **** ****-**** growth *** *************. ** do ******* **** *** remuneration ******** *** ****-**** competitive *********. ****** **** that ***** ** *** no ****** * ******** listed *******, ******** *********** about ************ ** *** more ******* **** ******.

Axis ************

***** ***** *** ************** ***** ****,**** ***** ****, *********** ***** ****, ** ** **** debated *** **** *** much ************ ****** *** each *******, ********* ** examined ** *** *********** "********* ***********" ******* Axis, ********, *** ***************.

*******, **** ********* ***** plan ** * ***** and ******** ********* ** how **** ** *** independently ** *** ***** surveillance ********.

Axis / ********* ***** ********

** **********, **** ***** explain *** ******* ***** conflict ******* **** *** Milestone, ** **** ********* to ****** *** *** offerings, **** ************'* *** ******* *** / ***.

**** **** ** *********** to *** **, ***** this ****, ******* ***** changes *** ********** *** Axis *** ***** ********** executives.

Hit ******* *****

** ******* *** **** 388% *****, **** *****:

******* ****** ** ***** to ** ******* ** percent ** *** **** time ** **** ** equal ** ** ******* 12 ******* *** **** years

***** **** ** ****** issues ****** **********, ** estimate **** **** ****** was **** **** *** 2020, ****** ** *** pandemic.

**** *** ******* **** growing ***** ****, ** they **** **** ** least **** ** *** bonus.

Incentive ******* ***** ** ******** ******

******* *** ****** ********** are ****** ******* *** large ******* ********* ********** but *** **** ** that *** ****** ** changing.

** ****/****, **** **** plan *** **********, *** video ************ ****** *** dealing **** * **** to *** ******, ***** the ********** ********** *** not ******** *** ***** was ********, *** ** Hikvision.

***, ** ****, *** race ** *** ****** is ****, *** ********* has *** *** **********, but *** ***** ************ market *** ******* ** increasingly ******* ** ***** analytics *** *****, * areas ***** **** ********** ** ****** ******.

*** **** *** **** is **** ** *** take ***** ** ******** short-term ***********, *** *** benefit ** *****'* *****-**** numbers *** *** *** executive's ***** ****, *** leave **** ***** *** in *** **** **** to *******.

*******

**** *** ******** ** compete **** ********* *** neither *** **** * strong ***** ******** *** both ********* **** ***** generate ******* *** ***** to ****, ****** ** their ****** ******** ***** over * *******. *** risk, ******, ** **** this **** ***** ***** entrants ** ***** ** stronger, ************-***** **********, **** eventually ******* *** ***** group ************ ********* ***** in *** *****.

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