Mercury General Corporation

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Pay for Performance Our executive compensation program is designed to motivate, engage, and retain a talented leadership team and to appropriately reward them for their contributions to our business. Our performance framework consists of mercury earnings on the Internet combination of financial performance measures that provide a balance between short-term results and drivers of long-term value.

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We provide our executive officers with three primary elements of pay: base salary; a cash bonus opportunity; and long-term equity incentive compensation. The following charts show the pay mix for our CEO and our other named executive officers who were employed by us at the end of fiscal The foregoing percentages were calculated using the salary, annual cash bonuses, and the grant date fair value of equity awards as reported for fiscal in the Summary Compensation and Grants of Plan-Based Awards Tables below.

For fiscalall other compensation for our non-CEO named executive officers in the pie chart above excludes the relocation costs paid by us for Mr.

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Ruppert's relocation to our headquarters in Andover, MA. Our fiscal executive bonus plan was split into two halves, with specific financial performance targets addressing the first half and the second half of the fiscal year.

We used two semi-annual performance periods with two different performance targets in order to align our cash incentive program with our strategic operating plan "SOP" review and midyear SOP update. We determined the potential total size of the annual cash incentive bonuses at the beginning of the fiscal year as well as set the first half financial performance target, and then set the second half and full year performance target in connection with our midyear SOP update.

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Potential over-achievement awards were based on exceeding the sum of the two half-year corporate financial performance objectives. No over-achievement awards were earned for fiscal Mercury earnings on the Internet achieved This performance resulted in a bonus payout of Our fiscal executive bonus program utilized organic performance results and excluded the contribution from Themis Computer, which we acquired in February For the time-based vesting half of the fiscal annual awards, one-third vests on each of the first three anniversaries of the grant date.

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  • These figures are adjusted for non-recurring items.

For the performance-based vesting half of the fiscal annual awards, the awards vest based on relative performance to our peer group for the three-year period ending June 30, The target value for the fiscal annual restricted stock awards was the median of a market composite, with upside potential if we outperformed our peer group on the relative performance metrics discussed above.

For fiscalwe also granted a special acquisition integration incentive restricted stock award for our Chief Executive Officer, Chief Operating Officer, and Chief Financial Officer.

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This acquisition integration grant is designed to create incentives for the rapid and successful integration of our recently acquired businesses leading to accelerated revenue growth. The specific objective was to achieve profitable pro forma revenue growth, within the first year, that was in excess of the average historical growth and profitability rates of companies in the primary market sector defense in which we operate, and in excess of the historical pro forma combined growth rate of our business with the acquired businesses.

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Vesting for this integration incentive award only began for pro forma revenue growth in excess of 7. Achievement of this growth rate also means that we were successful in substantially increasing the growth rate of the acquired businesses.

These goals specifically related to the integration of our recently acquired businesses, with a focus on driving revenue growth without sacrificing profitability. In Februarywe appointed Michael D. In connection with the assumption of his new responsibilities, Mr.

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