•
A significant portion of cash compensation is at risk.
The Compensation Committee structures cash
compensation such that a significant proportion of our CEO’s, COO’s and other NEO’s cash
compensation is at risk; and
•
More of total compensation is long-term equity.
The Compensation Committee adjusted the total pay
mix for our CEO and other NEOs such that more of their compensation is in the form of long-term
equity compensation.
An annual review of our total pay mix helps Isis compete for and retain talent in the competitive
marketplace and maintain compensation equity and balance among positions with similar responsibilities. The
target pay mix for our NEOs is a result of the compensation targets which emphasize long-term compensation
versus short-term compensation. Actual salary levels, annual PerformanceMBO awards and long-term incentive
awards will vary based on an individual’s responsibilities, tenure in a particular position, experience, individual
performance and company performance.
The following chart illustrates the portions of actual total direct compensation for the named executive
officers that are composed of base salary, annual PerformanceMBO and long-term equity ($ shown in
thousands) for 2013 and 2014:
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