NSTAR (NST, Financial) filed Amended Annual Report for the period ended 2010-12-31.
Nstar has a market cap of $4.74 billion; its shares were traded at around $45.77 with a P/E ratio of 18.3 and P/S ratio of 1.6. The dividend yield of Nstar stocks is 3.8%. Nstar had an annual average earning growth of 3.5% over the past 10 years.
Performance Assessment Process. The Committee established several corporate performance goals in January 2010, based on the Operating Plan approved by the Board of Trustees. These included goals with quantitative targets and others that do not lend themselves to specific metrics, but which relate to critical initiatives which were seen by the Committee to be of significant importance. Performance goals related to earnings per share, credit ratings, operating performance results, customer service quality and safety include quantifiable targets. The goals related to regulatory, environmental and energy supply matters are not as quantitative, and are set by the Committee based on its judgment of how well the Company and the executive should perform. All of the goals for 2010 are described below. At the end of the year, management prepared a comprehensive review of the Companys performance for the year. Based on that analysis, the Chief Executive Officer recommended to the Committee payouts for each executive based on the Companys overall corporate performance and achievement of the performance goals, along with his assessment of the executives individual and team performance. In making incentive awards, the Committee did not use pre-determined or quantifiable formulas based on the degree of achievement of performance metrics. The Committee uses its discretion to consider many factors, including the difficulty of achieving such goals and the executives individual contribution to their successful achievement. The Committee also may exercise discretion in making an award absent the attainment of a performance goal, as many of the goals are interdependent and are considered both individually and in relation to each other. The Committee established Annual Incentive Plan target award levels for each executive in January 2010 based on the benchmarked group and market data described above. The target award levels are expressed as a percentage of each Named Executive Officers base salary. For each of the Named Executive Officers in 2010, target award levels ranged from 45% to 100% of base salary. Depending on individual performance, awards may be made within a range of 0% to 200% of target. The maximum award is 200% of base salary. The Chief Executive Officers annual target award level was set at 100% of base pay for 2010.
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Nstar has a market cap of $4.74 billion; its shares were traded at around $45.77 with a P/E ratio of 18.3 and P/S ratio of 1.6. The dividend yield of Nstar stocks is 3.8%. Nstar had an annual average earning growth of 3.5% over the past 10 years.
Highlight of Business Operations:
Elements of Compensation. Total direct compensation is delivered primarily through a combination of three elements: base salary, annual cash incentive awards and long term equity-based incentive awards. Compensation is also provided through certain retirement, perquisite, severance, and health and welfare benefit programs. The Committee believes that a significant portion of total compensation should be incentive-based, and therefore the Companys incentive and share-based plans have been designed to provide for targeted levels of approximately 80% of Mr. Mays total compensation and approximately 60% to 70% of total compensation for the other Named Executive Officers.Performance Assessment Process. The Committee established several corporate performance goals in January 2010, based on the Operating Plan approved by the Board of Trustees. These included goals with quantitative targets and others that do not lend themselves to specific metrics, but which relate to critical initiatives which were seen by the Committee to be of significant importance. Performance goals related to earnings per share, credit ratings, operating performance results, customer service quality and safety include quantifiable targets. The goals related to regulatory, environmental and energy supply matters are not as quantitative, and are set by the Committee based on its judgment of how well the Company and the executive should perform. All of the goals for 2010 are described below. At the end of the year, management prepared a comprehensive review of the Companys performance for the year. Based on that analysis, the Chief Executive Officer recommended to the Committee payouts for each executive based on the Companys overall corporate performance and achievement of the performance goals, along with his assessment of the executives individual and team performance. In making incentive awards, the Committee did not use pre-determined or quantifiable formulas based on the degree of achievement of performance metrics. The Committee uses its discretion to consider many factors, including the difficulty of achieving such goals and the executives individual contribution to their successful achievement. The Committee also may exercise discretion in making an award absent the attainment of a performance goal, as many of the goals are interdependent and are considered both individually and in relation to each other. The Committee established Annual Incentive Plan target award levels for each executive in January 2010 based on the benchmarked group and market data described above. The target award levels are expressed as a percentage of each Named Executive Officers base salary. For each of the Named Executive Officers in 2010, target award levels ranged from 45% to 100% of base salary. Depending on individual performance, awards may be made within a range of 0% to 200% of target. The maximum award is 200% of base salary. The Chief Executive Officers annual target award level was set at 100% of base pay for 2010.
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