Overall, the same principles that govern the compensation of all our salaried employees apply to the compensation of our executive officers. Within this framework, we observe the following principles:
- Retain and hire top-caliber executives: Executive officers should have base salaries and employee benefits that are market competitive and that permit us to hire and retain high-caliber individuals at all levels;
- Pay for performance: A significant portion of the annual compensation of our executive officers should vary with annual business performance and each individual’s contribution to that performance;
- Reward long-term growth and profitability: Executive officers should be rewarded for achieving long-term results;
- Tie compensation to business performance: A significant portion of our executive officers’ compensation should be tied to measures of performance of our businesses;
- Align compensation with shareholder interests: The interests of our executive officers should be linked with those of our shareholders through the risks and rewards of the ownership of our Common Stock; and
- Reinforce succession planning process: The overall compensation program for our executive officers should reinforce our robust succession planning process.
*SOURCE: PRUDENTIAL FINANCIAL, INC. 2018 PROXY STATEMENT