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Post by brentie on Mar 30, 2022 8:11:26 GMT -5
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Post by liane on Mar 30, 2022 8:19:23 GMT -5
Was hoping it would be in person  |
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Post by uvula on Mar 30, 2022 9:25:49 GMT -5
No question that the official HQ is in Danbury. Is MC still in California?
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Post by awesomo on Mar 30, 2022 10:43:19 GMT -5
Compensation Performance 2021
1. Tyvaso (35% Weight): 85%
2. Afrezza (35% Weight): 100%
3. Pipeline (20% Weight): 100%
4. Financial (10% Weight): 200%
Total: 115%
Once again, laughable results, gotta love the extra credit they get for selling off assets like Danbury. 100% Afrezza results? Really....
Oh, and Mike's compensation increased from $3.56M to $4.03M, an increase of 13.2%.
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Post by lennymnkd on Mar 30, 2022 11:21:56 GMT -5
It’s not mikes 13% that gets me !
At the end of the day I think it will be
Well worth it. ( it’s my capital gains tax
I just got the figure for, that I invested
With already taxed dollars .GO MIKE ..
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Post by sportsrancho on Mar 30, 2022 11:37:34 GMT -5
No question that the official HQ is in Danbury. Is MC still in California? Of course he is and he’s not going anywhere, they are hiring people for Westlake. Go on LinkedIn and check it out. Not sure why it’s virtual because we expected to be going to the meeting this year in Westlake. |
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Post by sayhey24 on Mar 30, 2022 18:54:06 GMT -5
I guess they didn't want us to see what's going on in Danbury for UTHR until they have an approved product.
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Post by cretin11 on Mar 30, 2022 20:42:43 GMT -5
Compensation Performance 20211. Tyvaso (35% Weight): 85% 2. Afrezza (35% Weight): 100% 3. Pipeline (20% Weight): 100% 4. Financial (10% Weight): 200% Total: 115%Once again, laughable results, gotta love the extra credit they get for selling off assets like Danbury. 100% Afrezza results? Really.... Oh, and Mike's compensation increased from $3.56M to $4.03M, an increase of 13.2%. Is this serious? I’ve only read the first 20 pages, haven’t seen these “grades” yet. What a grading curve, if true. |
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Post by awesomo on Mar 31, 2022 1:10:40 GMT -5
Compensation Performance 20211. Tyvaso (35% Weight): 85% 2. Afrezza (35% Weight): 100% 3. Pipeline (20% Weight): 100% 4. Financial (10% Weight): 200% Total: 115%Once again, laughable results, gotta love the extra credit they get for selling off assets like Danbury. 100% Afrezza results? Really.... Oh, and Mike's compensation increased from $3.56M to $4.03M, an increase of 13.2%. Is this serious? I’ve only read the first 20 pages, haven’t seen these “grades” yet. What a grading curve, if true. Page 30 for the grades, page 33 for the total compensation for executives. Somehow our Chief People Officer gets a 28% raise. |
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Post by cretin11 on Mar 31, 2022 6:05:17 GMT -5
Yes, there it is in black and white, thanks. And reading the section “Short-Term Incentive Plan” on page 29 is enlightening too. So much can be said about this, but the most jaw dropping score has got to be the 100% grade for Afrezza.
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Post by prcgorman2 on Mar 31, 2022 6:24:47 GMT -5
You thought it should be higher?
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Post by hellodolly on Mar 31, 2022 7:12:18 GMT -5
Compensation Performance 20211. Tyvaso (35% Weight): 85% 2. Afrezza (35% Weight): 100% 3. Pipeline (20% Weight): 100% 4. Financial (10% Weight): 200% Total: 115%Once again, laughable results, gotta love the extra credit they get for selling off assets like Danbury. 100% Afrezza results? Really.... Oh, and Mike's compensation increased from $3.56M to $4.03M, an increase of 13.2%. 35+35+20+10=100. I'm lost on your 115% weighted value. If I did the math correct on Afrezza, the way to calculate that is 100% (target value) X .35% weight = 35.00% towards the available new compensation. So, Afrezza hit 100% of their metrics established by the compensation committee, but is only weighted at 35%...therefore 35% of the performance increase will come from Afrezza. I'm also curious why Afrezza is equal in weighted value to Tyvaso, since only Afrezza is FDA approved. I bet the 85% achievement was because the FDA has not yet approved Tyvaso otherwise, that would be 100%, too. What I've never believed in (might be the business culture I worked in) was any metric that allows you to achieve over 100%. It looks like their financial metrics allow for more than 100% by taking a peak at the "financial" category. If "X" = $150M and as a team we achieved 300M, that should not mean you get 200% increase because you achieved 2X. But then again, if "Financials" only account for 10% of the total score, it's not a deal breaker at the end of the day. It carries the lowest weight, but should be weighted higher...at least as high as the pipleline. I'll check on page 30 and more for the nuts and bolts of the plan. |
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Post by cretin11 on Mar 31, 2022 8:47:51 GMT -5
Compensation Performance 20211. Tyvaso (35% Weight): 85% 2. Afrezza (35% Weight): 100% 3. Pipeline (20% Weight): 100% 4. Financial (10% Weight): 200% Total: 115%Once again, laughable results, gotta love the extra credit they get for selling off assets like Danbury. 100% Afrezza results? Really.... Oh, and Mike's compensation increased from $3.56M to $4.03M, an increase of 13.2%. 35+35+20+10=100. I'm lost on your 115% weighted value. If I did the math correct on Afrezza, the way to calculate that is 100% (target value) X .35% weight = 35.00% towards the available new compensation. So, Afrezza hit 100% of their metrics established by the compensation committee, but is only weighted at 35%...therefore 35% of the performance increase will come from Afrezza. I'm also curious why Afrezza is equal in weighted value to Tyvaso, since only Afrezza is FDA approved. I bet the 85% achievement was because the FDA has not yet approved Tyvaso otherwise, that would be 100%, too. What I've never believed in (might be the business culture I worked in) was any metric that allows you to achieve over 100%. It looks like their financial metrics allow for more than 100% by taking a peak at the "financial" category. If "X" = $150M and as a team we achieved 300M, that should not mean you get 200% increase because you achieved 2X. But then again, if "Financials" only account for 10% of the total score, it's not a deal breaker at the end of the day. It carries the lowest weight, but should be weighted higher...at least as high as the pipleline. I'll check on page 30 and more for the nuts and bolts of the plan. Definitely worth a closer look at page 29 et seq. To be precise about the 115% (and it isn’t awesomo’s weighted value, it’s the Comp Committee’s), the math actually comes to 114.75 so they decided to round it up to 115%. Totally agree with your take on the notion of a metric allowing over 100%. When you read how that was actually justified, you’ll probably feel even more strongly about that. |
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