Exchange Act of 1934 (Amendment No. )
We are pleased to invite you to the 2017 annual meeting of the shareholders of Applied Industrial Technologies, Inc. The meeting will be at our
headquarters, 1 Applied Plaza, East 36th Street and Euclid Avenue, Cleveland, Ohio, 44115 on Tuesday, October 24, 2017, at 10:00 a.m. Eastern Time. The meeting will be held for the following purposes:
Shareholders of record at the close of business on August 25, 2017, are entitled to vote at the meeting. The transfer books will not be closed. A
list of shareholders as of the record date will be available for examination at the meeting.
The attached proxy statement describes the business of
the meeting and provides information about our corporate governance.
Fred D. Bauer
ITEM 1 ELECTION OF DIRECTORS
Applieds Code of Regulations divides our Board into three classes. The directors in each class are elected for three-year terms so that the term
of one class expires at each annual meeting. At the 2017 annual meeting, the shareholders will elect directors for a three-year term expiring in 2020 or until their successors have been elected and qualified. Pursuant to Ohio law, the properly
nominated candidates receiving the greatest number of votes will be elected.
The Corporate Governance Committee recommended, and the Board
nominated, three incumbents for election as directors: Robert J. Pagano, Jr., Neil A. Schrimsher, and Peter C. Wallace. Messrs. Schrimsher and Wallace were most recently elected at the 2014 annual meeting. Mr. Pagano was elected by the Board in
August 2017. Their terms expire this year and the Board renominated them following the Corporate Governance Committees review and evaluation of their performance. Directors serving for terms expiring in 2018 and 2019 will continue in office.
The proxies named on the proxy card accompanying the materials sent to shareholders of record intend to vote for the three nominees unless authority
is withheld. If a nominee becomes unavailable to serve, the proxies will have authority to vote for any other person or persons who may be properly nominated and/or to reduce the number of directors. We are not aware of an existing circumstance that
would cause a nominee to be unavailable to serve.
The Board of Directors recommends you vote FOR the director nominees.
Below is background information about the nominees and the continuing directors.
Unless otherwise stated, the individuals have held the positions
indicated for at least the last five years.
We also include a summary of reasons our Board concluded that the respective director or nominee should serve as a director, in light of our business and governance structure. The summaries are not
comprehensive, but describe the primary experiences, attributes, and skills that the Board believes qualify the individuals to continue as directors. In addition to the qualifications referred to below, we believe each individual has a reputation
for integrity, honesty, and high ethical standards, and has demonstrated strong business judgment.
Nominees for Election as Directors with Terms
Expiring in 2020
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Robert J. Pagano, Jr.
Director since August 2017
Business Experience.
Mr. Pagano, age 54, has served as Chief Executive Officer and President of Watts Water Technologies,
Inc. (NYSE: WTS) since May 2014. Watts Water Technologies, Inc. is a global supplier of products and solutions that manage and conserve the flow of fluids and energy into, through, and out of buildings in the residential and commercial markets. He
also served as interim Chief Financial Officer from October 2014 to April 2015. Mr. Pagano previously was Senior Vice President of ITT Corporation and President, ITT Industrial Process from 2009 to May 2014. ITT Corporation is a diversified
manufacturer of highly engineered critical components and customized technology solutions for the energy, transportation, and industrial markets. Mr. Pagano began his career with an international public accounting firm and he is a Certified
Public Accountant.
Other Directorship in Previous
5 Years.
Watts Water Technologies, Inc. (since 2014)
Qualifications.
Mr. Pagano brings to Applieds Board his broad management experience as a sitting chief executive officer
and director of a NYSE-listed global manufacturing company. In addition, his career includes extensive leadership and operations experience, working with distributors to serve industrial markets throughout the world, as well as a strong background
in finance and accounting.
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Neil A. Schrimsher
Director since 2011, member of Executive Committee
Business Experience.
Mr. Schrimsher, age 53, joined Applied as our Chief Executive Officer in 2011 and was also elected
President in August 2013. Before joining Applied, Mr. Schrimsher was Executive Vice President of Cooper Industries plc (formerly NYSE: CBE), a global electrical products manufacturer, where he led Coopers Electrical Products Group and
headed numerous domestic and international growth initiatives. Prior to that, he was President of Cooper Lighting, Inc.
Other Directorship in Previous 5 Years.
Patterson Companies, Inc. (NASDAQ: PDCO; since 2014)
Qualifications.
As the only Applied executive to serve on
the Board, Mr. Schrimsher contributes a deep understanding of the companys businesses, markets, and competitive landscape. From his prior employment, Mr. Schrimsher has brought to Applied and its Board broad leadership experience, including
management of worldwide operations, distribution management, strategic planning and analysis, manufacturing, engineering, supply chain management, and sourcing.
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Peter C. Wallace
Director since 2005, Board Chairman since October 2014, member of Executive Organization & Compensation and Executive Committees
Business Experience.
Mr. Wallace, age 63, most recently
was Chief Executive Officer of Gardner Denver, Inc. from June 2014 until retiring in December 2015. Gardner Denver is a privately owned worldwide manufacturer of highly engineered products, including compressors, liquid ring pumps, and blowers for
various industrial, medical, environmental, transportation, and process applications, pumps used in the petroleum and industrial market segments, and other fluid transfer equipment. Prior to joining Gardner Denver, Mr. Wallace was President and
Chief Executive Officer, and a director, of Robbins & Myers, Inc. (formerly NYSE: RBN), from 2004 until it was acquired in February 2013 by National Oilwell Varco, Inc. Robbins & Myers was a leading designer, manufacturer, and marketer of
highly engineered, application-critical equipment and systems for energy, chemical, pharmaceutical, and industrial markets worldwide.
Other Directorships in Previous 5 Years.
Curtiss-Wright Corporation (NYSE: CW; since 2016), Rogers Corporation (NYSE:
ROG), Robbins & Myers, Inc. (until 2013), Parker Drilling Company (NYSE: PKD; from 2013 to 2014)
Qualifications.
Mr. Wallace has a wide and varied background as a senior executive in global industrial equipment
manufacturing. He brings to the Board the perspective of someone familiar with all facets of worldwide business operations, including the experience of leading a NYSE-listed company. Mr. Wallaces career includes positions with global
responsibilities for equipment manufacturers with product lines that Applied (and others) represented as a distributor in the fluid power and power transmission component fields. In those roles, he developed significant knowledge about
Applieds industry, including the dynamics of the relationships between industrial product manufacturers and their distributors. These experiences and knowledge, along with his service on other NYSE-listed company boards, enhance
Mr. Wallaces contributions and value to our Board.
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Continuing Directors with Terms Expiring in 2018
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Peter A. Dorsman
Director since 2002, member of Executive Organization & Compensation and Executive Committees
Business Experience.
Mr. Dorsman, age 62, retired from
NCR Corporation (NYSE: NCR) in April 2014. NCR is a global technology company providing assisted and self-service solutions and comprehensive support services that address the needs of retail, financial, hospitality, technology, and
telecommunication organizations throughout the world. As Executive Vice President, Services since 2012, Mr. Dorsman led NCR Services, a leading global provider of outsourced and managed service offerings. He was also responsible for customer
experience, continuous improvement, and quality throughout NCR, serving as Chief Quality Officer during this period. Prior to then, he served as NCRs Executive Vice President, Industry Solutions Group and Global Operations, and as Senior Vice
President, Global Operations.
Other Directorship in Previous
5 Years.
HD Supply Holdings, Inc. (NASDAQ: HDS; since March 2017)
Qualifications.
Mr. Dorsman has broad experience in marketing, sales, strategy, and operations. At NCR, a $6 billion dollar company, he led 11,000 service professionals serving customers in over
90 countries. He also led NCRs efforts to provide consistent, world-class service delivery, products, and solutions. With his diverse background and expertise, he contributes insights about many aspects of our business operations and
initiatives.
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Vincent K. Petrella
Director since 2012, member of Audit, Executive Organization & Compensation, and Executive
Committees
Business Experience.
Mr. Petrella, age 57,
is Executive Vice President, Chief Financial Officer and Treasurer of Lincoln Electric Holdings, Inc. (NASDAQ: LECO). Lincoln Electric engages in the design, manufacture, and sale of welding, cutting, and brazing products worldwide.
Qualifications.
As one of Lincoln Electrics top
executives, Mr. Petrella has helped lead the companys global expansion over the last decade. His leadership and operating experience, and his knowledge of industrial distribution in North America and abroad, make him a key contributor to
discussions about Applieds strategy. In addition, Mr. Petrellas finance and accounting background (before joining Lincoln Electric he was a Certified Public Accountant with an international public accounting firm) and his service as
Chief Financial Officer for a multi-billion dollar public company make him a valued member of the Board and chairman of the Audit Committee.
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Dr. Jerry Sue Thornton
Director since 1994, member of Corporate Governance Committee
Business Experience
. Dr. Thornton, age 70, retired
in June 2013 after serving as President of Cuyahoga Community College, the largest multi-campus community college in Ohio, for more than 20 years. Upon her retirement, Cuyahoga Community College honored her with the title of President Emeritus.
Other Directorships in Previous 5 Years
. Barnes
& Noble Education, Inc. (NYSE: BNED; since 2015), FirstEnergy Corp. (NYSE: FE; since 2015), RPM, Inc. (NYSE: RPM), American Greetings Corporation (formerly NYSE: AM; until 2013)
Qualifications
. Dr. Thornton is a preeminent
educator with significant experience in career training. Our workforce is our most important resource, and her background and skills help the Board monitor Applieds efforts to maximize our associates potential. Having served as Cuyahoga
Community Colleges longtime President, overseeing a budget of over $330 million, she also contributes broad management skills to Applieds Board. In addition, Dr. Thornton has extensive service as a director of other NYSE-listed
companies, including participation on numerous key board committees.
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Continuing Directors with Terms Expiring in 2019
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L. Thomas Hiltz
Director since 1981, member of Audit and Corporate Governance Committees
Business Experience.
Mr. Hiltz, age 71, is an attorney in Covington, Kentucky and is one of five trustees of the H.C.S.
Foundation, a charitable trust which has sole voting and dispositive power with respect to 300,000 shares (as of June 30, 2017) of Applied stock.
Qualifications.
Mr. Hiltzs background as a practicing lawyer and fiduciary includes diverse experience with business
transactions, including mergers and acquisitions, and board governance. In addition to service as a director of Great American Financial Resources, Inc., a public company prior to its acquisition by American Financial Group, Inc., he has served as a
director of numerous private companies, some with significant minority shareholder bases, and led those boards in overseeing large corporate transactions.
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Edith Kelly-Green
Director since 2002, member of Corporate Governance and Executive Committees
Business Experience.
Until retiring in 2003, Ms.
Kelly-Green, age 64, was Vice President and Chief Sourcing Officer of FedEx Express, the worlds largest express transportation company and a subsidiary of FedEx Corporation (NYSE: FDX).
Qualifications.
Ms. Kelly-Green has significant
procurement and logistics experience from her service with FedEx Express, where she was successful in designing and enhancing the companys extensive internal supply chain processes. Because Applied is a distributor, the processes of buying,
inventorying, and transporting products are critical to our business. In addition, her career began in the field of accounting as a Certified Public Accountant with an international public accounting firm and she served as Vice President-Internal
Audit with FedEx Corporation. Ms. Kelly-Greens skills and background in these areas make her well-suited for our company and Board.
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Dan P. Komnenovich
Director since 2012, member of Audit and Corporate Governance Committees
Business Experience.
Until his retirement in August 2013,
Mr. Komnenovich, age 65, was President and Chief Executive Officer of Aviall, Inc., a wholly owned subsidiary of The Boeing Company (NYSE: BA). Aviall is one of the worlds largest providers of new aviation parts and related aftermarket
operations. It also provides maintenance for aviation batteries, wheels, and brakes, as well as hose assembly, kitting, and paint-mixing services, and offers a complete set of supply chain and logistics services, including order processing, stocking
and fulfillment, automated inventory management, and reverse logistics to OEMs and customers.
Qualifications.
Mr. Komnenovich led a global multi-billion dollar distribution company which grew significantly during his service as a senior executive. He brings to our Board extensive experience with
distribution sales, marketing, operations, supply chain management, and logistics. Earlier in his career, Mr. Komnenovich was a Certified Public Accountant and served in finance and accounting roles with various companies.
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Joe A. Raver
Director since August 2017
Business Experience.
Mr. Raver, age 51, has served as President and Chief Executive Officer of Hillenbrand, Inc. (NYSE: HI)
since September 2013. Before then, he served as President of Hillenbrands Process Equipment Group beginning in 2011 and, prior to that, his career included service in various other leadership and operational roles with Hillenbrand, including
as President of Batesville Casket Company. Hillenbrand is a diversified industrial company with multiple brands that serve a range of industries across the globe. The companys Process Equipment Group provides compounding, extrusion and
material handling; size reduction; screening and separating, and flow control products and services for a range of manufacturing and other industrial processes.
Other Directorship in Previous 5 Years.
Hillenbrand, Inc. (since 2013)
Qualifications.
Mr. Raver brings to Applieds Board
his broad management experience as a sitting chief executive officer and director of a NYSE-listed global manufacturing company serving industrial markets worldwide. In addition, his career includes extensive leadership and operations experience in
diverse business settings.
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CORPORATE GOVERNANCE
Corporate Governance Documents
Applieds Internet address is
www.applied.com
. The following corporate governance documents are available free of charge via hyperlink from
the websites investor relations area:
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Code of Business Ethics,
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Board of Directors Governance Principles and Practices,
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Director Independence Standards, and
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Charters for the Audit, Corporate Governance, and Executive Organization & Compensation Committees of our Board.
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Director Independence
Under the
NYSE corporate governance listing standards, a majority of Applieds directors must satisfy the NYSE criteria for independence. In addition to having to satisfy stated minimum requirements, no director qualifies under the standards unless the
Board affirmatively determines the director has no material relationship with Applied. In assessing a relationships materiality, the Board has adopted categorical standards, which may be found via hyperlink from our websites investor
relations area.
The Board has determined that all directors other than Mr. Schrimsher, our President & Chief Executive Officer, meet
these independence standards.
Director Attendance at Meetings
During the fiscal year ended June 30, 2017, the Board held five meetings. Each incumbent director attended at least 75% of the total number of
meetings of the Board and the committees on which he or she served.
Applied expects directors to attend the annual meeting of shareholders, just as
they are expected to attend Board meetings. All the directors attended last years annual meeting.
Meetings of Non-Management
Directors
At the Boards regular meetings, the non-management directors meet in executive sessions without management. Mr. Wallace,
the Boards independent Chairman, calls and presides at the sessions. On the independent directors behalf, the Chairman provides feedback to management from the sessions, collaborates with management in developing Board meeting schedules
and agendas, and performs other duties as determined by the Board or the Corporate Governance Committee.
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Board Leadership Structure
The Board periodically evaluates its leadership structure under circumstances existing at the time. In 2011, the Board concluded it would be in the best
interests of Applied and its shareholders to separate the positions of Chairman and Chief Executive Officer (CEO) and to have an independent director serve as Chairman. Mr. Wallace currently serves as Chairman.
The Board believes its current leadership structure best serves the Boards oversight of management, the Boards carrying out of its
responsibilities on the shareholders behalf, and Applieds overall corporate governance. The Board also believes the separation of the roles allows the CEO to focus his efforts on operating and managing the company.
Committees
The Boards Audit,
Corporate Governance, and Executive Organization & Compensation Committees are composed solely of independent directors, as defined in NYSE listing standards and Applieds categorical standards, and, in the case of the Audit Committee,
under federal securities laws.
The committee members names and number of meetings held in fiscal 2017 follow:
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Audit
Committee
(4 meetings)
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Corporate
Governance
Committee
(5 meetings)
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Executive Organization &
Compensation Committee
(5 meetings)
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Vincent K. Petrella, Chair
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Edith Kelly-Green, Chair
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Peter A. Dorsman, Chair
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L. Thomas Hiltz
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L. Thomas Hiltz
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Vincent K. Petrella
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Dan P. Komnenovich
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Dan P. Komnenovich
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Peter C. Wallace
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Dr. Jerry Sue Thornton
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Messrs. Pagano and Raver joined the Board in August 2017 and have not yet been appointed to committees.
We describe the committees below. Their charters, posted via hyperlink from the investor relations area of Applieds website, contain more detailed
descriptions. The Board also has a standing Executive Committee which, during intervals between Board meetings and subject to the Boards control and direction, possesses and may exercise the Boards powers. The Executive Committee, whose
members include the Chairman, the CEO, and the committee chairs, did not meet in fiscal 2017.
Audit Committee.
The Audit Committee
assists the Board in fulfilling its oversight responsibility with respect to the integrity of Applieds accounting, auditing, and reporting processes. The committee appoints, determines the compensation of, evaluates, and oversees the work of
the independent auditor, reviews the auditors independence, and approves non-audit work to be performed by the auditor. The committee also reviews, with management and the auditor, annual and quarterly financial statements, the scope of the
independent and internal audit programs, audit results, and the adequacy of Applieds internal accounting and financial controls.
The Board has
determined that each Audit Committee member is independent for purposes of section 10A of the Securities Exchange Act of 1934 and that Messrs. Petrella and Komnenovich are audit committee financial experts, as defined in
Item 407(d)(5) of Securities and Exchange Commission (SEC) Regulation S-K.
The Audit Committees report is on
pages 47-48 of this proxy statement.
Corporate Governance Committee.
The Corporate Governance Committee assists the Board by
reviewing and evaluating potential director nominees, Board and CEO performance, Board governance, director compensation, compliance with laws, public policy matters, and other issues. The committee also administers long-term incentive awards to
directors under the 2015 Long-Term Performance Plan.
Executive Organization & Compensation Committee.
The Executive
Organization & Compensation Committee monitors and oversees Applieds management succession planning and leadership development processes, nominates candidates for the slate of officers to be elected by the Board, and reviews,
evaluates, and approves executive officers compensation and
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benefits. The committee also administers incentive awards to executives under the 2015 Long-Term Performance Plan, including the annual Management Incentive Plan. Pay Governance LLC serves as the
committees independent executive compensation consultant.
In approving executive officers compensation and benefits, the committee bases
its decisions on a number of considerations, including the following: the committees own reasoned judgment; peer group and market survey information; recommendations provided by the independent consultant; and recommendations from
Applieds CEO as to the other executive officers compensation and benefits.
For more information on the committee, please read, beginning
on page 14, the Compensation Discussion and Analysis portion of this proxy statement.
Boards Role in Risk
Oversight
Risk is inherent in every enterprise, and Applied faces many risks of varying size and intensity. While management is responsible for
day-to-day management of those risks, the Board, as a whole and through its committees, oversees and monitors risk management. In this role, the Board is responsible for determining that the risk management processes designed and implemented by
management are adequate and functioning as designed.
The Board believes that robust communication with management is essential for risk management
oversight. Senior management attends quarterly Board meetings and responds to directors questions or concerns about risk management and other matters. At these meetings, management regularly presents to the Board on strategic matters involving
our operations, and the directors and management engage in dialogue about the companys strategies, challenges, risks, and opportunities. Each year, management reports more broadly on the companys enterprise risk management process. The
non-management directors also meet regularly in executive session without management to discuss a variety of topics, including risk.
While the Board
is ultimately responsible for risk oversight, the committees assist the Board in the areas described below, with each committee chair presenting reports to the Board regarding the committees deliberations and actions.
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The Audit Committee assists with respect to risk management in the areas of financial reporting, internal controls, and compliance with legal and regulatory requirements.
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The Executive Organization & Compensation Committee assists with respect to management of risks related to executive succession and arising from our executive compensation policies and programs.
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The Corporate Governance Committee assists with respect to management of risks associated with Board organization and membership, and other corporate governance matters, as well as company culture and ethical
compliance.
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We have assessed the risks arising from Applieds compensation policies and practices for employees, including the
executive officers. The findings were reviewed with the Executive Organization & Compensation Committee. Based on the assessment, we believe our compensation policies and practices do not encourage excessive risk-taking and are not
reasonably likely to have a material adverse effect on Applied.
Communications with Board of Directors
Shareholders and other interested parties may communicate with a director by writing to that individual c/o Applieds Secretary at 1 Applied
Plaza, Cleveland, Ohio 44115. In addition, they may contact the non-management directors or key Board committees by e-mail, anonymously if desired, through a form located in the investor relations area of Applieds website at
www.applied.com
. The Board has instructed Applieds Secretary to review these communications and to exercise judgment not to forward correspondence such as routine business inquiries and complaints, business solicitations, and frivolous
communications; the Secretary delivers summary reports on the nature of all of the communications to the Audit Committee and the Corporate Governance Committee.
Director Nominations
In
identifying and evaluating director candidates, the Corporate Governance Committee first considers Applieds developing needs and desired characteristics of a new director, as determined from time to time by the committee. The committee then
considers various candidate attributes, including the following: business, strategic, and financial skills;
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independence, integrity, and time availability; diversity of gender, race, and other personal characteristics; and overall experience in the context of the Boards needs. From time to time,
the committee engages a professional search firm, to which it pays a fee, to assist in identifying and evaluating potential nominees; most recently, such a firm assisted the committee with the selection of Messrs. Pagano and Raver.
The committee will also consider qualified director candidates recommended by shareholders. Shareholders can submit recommendations by writing to
Applieds Secretary at 1 Applied Plaza, Cleveland, Ohio 44115. For consideration by the committee in the annual director nominating process, shareholders must submit recommendations at least 120 days prior to the anniversary of the date on
which our proxy statement was released to shareholders in connection with the previous years annual meeting. Shareholders must include appropriate detail regarding the shareholders identity and the candidates business,
professional, and educational background, diversity considerations, and independence. The committee does not intend to evaluate candidates proposed by shareholders differently than other candidates.
Transactions with Related Persons
Applieds Code of Business Ethics expresses the principle that situations presenting a conflict of interest must be avoided. In furtherance of this
principle, the Board has adopted a written policy, administered by the Corporate Governance Committee, for the review and approval, or ratification, of transactions with related persons.
The related party transaction policy applies to a proposed transaction in which Applied is a participant, the aggregate amount involved exceeds $50,000
in a fiscal year, and a director, executive officer or significant shareholder, or an immediate family member of such a person, has a direct or indirect material interest. The policy provides that the Corporate Governance Committee will consider,
among other things, whether the transaction is on terms no less favorable than those provided to unaffiliated third parties under similar circumstances, and the extent of the related persons interest. No director may participate in discussion
or approval of a transaction for which he or she is a related person.
In 2015, the Board designated Warren E. Hoffner, our Vice President-General
Manager, Fluid Power, as an executive officer. Mr. Hoffner joined Applied in 1996 when we acquired a distribution business owned by him and his father. Two related party lease arrangements have survived from the acquisition and been renewed
from time to time: (1) we lease a building from a company owned 50% by Mr. Hoffners father (who retired at the time of the acquisition) at a current rental rate of $154,176 per year, with a term expiring in 2019; and (2) we
lease a second building from Mr. Hoffners father at a current rental rate of $127,879 per year, with a term expiring in 2019. Applied management, using a third-party broker, negotiates the rental rates and other lease terms and we
consider them to be market competitive. Following a review, the Corporate Governance Committee ratified the lease transactions.
EXECUTIVE COMPENSATION
Compensation Discussion and Analysis
Introduction
This Compensation Discussion and Analysis
section provides details about the compensation program for Applieds executive officers. It describes the companys compensation philosophy and objectives, roles and responsibilities in making compensation decisions, the components of
compensation, and the reasons for compensation adjustments, incentive payments, and long-term incentive grants made in fiscal year 2017. It focuses in particular on arrangements for the following executive officers (the named executive
officers or NEOs):
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Name
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Position
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Neil A. Schrimsher
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President & Chief Executive Officer (CEO)
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Mark O. Eisele
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Vice President-Chief Financial Officer & Treasurer (CFO)*
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Fred D. Bauer
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Vice President-General Counsel & Secretary
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Todd A. Barlett
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Vice President-Acquisitions and Global Business Development
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Kurt W. Loring
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Vice President-Chief Human Resources Officer
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*
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Mr. Eisele retired in August 2017 but served as CFO for the full fiscal year 2017.
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This discussion
and analysis should be read in conjunction with the Summary Compensation Table on page 28 and the additional tables and narrative disclosure that follow it.
Unless otherwise noted, references to years in the Executive Compensation section of this proxy statement mean Applieds fiscal years
ended on June 30.
2017 Compensation Program Highlights
The Boards Executive Organization & Compensation Committee (the Committee) seeks to align overall compensation with
performance in order to maximize Applieds long-term shareholder return. With this objective, and maintaining consistent practices from year to year, the Committee took the following actions in 2017 relative to the primary pay elements:
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Base salary and annual incentive pay
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After considering competitive market data and subjective factors, the Committee approved small adjustments to three NEOs base salaries, with
Mr. Schrimsher earning a 3% increase. The NEOs annual incentive target percentages were held at the same levels as in 2016.
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Long-term incentives
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Emphasizing performance in Applieds incentive plans, the Committee awarded approximately half of each executive officers targeted long-term incentive value in
performance shares, tied to key company performance metrics. Stock-settled stock appreciation rights (SARs) and restricted stock units (RSUs) each represented about one-quarter of the targeted long-term incentive value.
Accordingly, all long-term incentive awards were equity-based. The Committee approved adjustments to the NEOs annual long-term incentive target values ranging from 0% to +6.8%.
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These actions maintained the NEOs total compensation at levels approximating market medians, consistent with Applieds pay philosophy.
Company performance strengthened in 2017, with improved sales and continued operational discipline producing above-plan bottom-line results:
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2017 Actual (1)
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2017 Goal
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2016 (2)
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Sales
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$2.59 billion
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$2.52 billion
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Net Income
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$133.9 million
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$98.2 million
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$29.6 million
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Earnings Before Interest, Tax, Depreciation, and Amortization
(EBITDA)
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$216.2 million
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$202.3 million
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$196.7 million
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Cash Provided by Operating Activities
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$164.6 million
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$160.0 million
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$161.0 million
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After-Tax Return on Assets (ROA)
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10.2%
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7.5%
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2.2%
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(1)
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2017 Net Income, Cash Provided by Operating Activities, and ROA were favorably impacted by a $22.2 million tax benefit from a worthless stock tax deduction relating to Applieds investment in one of its Canadian
subsidiaries; the benefit was excluded in determining the achievement of performance goals under the NEOs incentive plans.
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(2)
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2016 Net Income and ROA were negatively impacted by a $64.8 million non-cash goodwill impairment charge ($63.8 million after tax) related to our Canadian and Australian operations, and $8.8 million of restructuring
charges primarily related to upstream oil and gas focused operations.
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Applieds 2017 results were above goals that had largely
been set to exceed 2016 performance. As a result, the NEOs earned annual incentive pay at an average of 138.6% of their individual target values. Shares banked for 2017 under the three-year performance share programs, described in detail on pages
22-24, are shown below:
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Performance Shares Program
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Banked Award as % of Target Shares for 2017
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2015-2017
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0%
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2016-2018
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60.4%
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2017-2019
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133.7%
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With gains in our stock price and reinvested dividends, shareholders earned a 33% total return in 2017 (following a 17%
total return in 2016). The company returned $52.9 million of cash to shareholders through dividends and share repurchases during the year.
We
believe that our compensation decisions, as described in this Compensation Discussion and Analysis, reflect a balanced and responsible pay approach. We also value shareholder opinion and, in performing its duties, the Committee considers the outcome
of the annual advisory vote to approve the NEOs compensation. This vote is intended to provide an overall assessment of our executive compensation program rather than to focus on specific compensation items. We are pleased to have earned the
shareholders affirmation last year, with 98% of the shares cast voting in favor.
Compensation Practices Highlights
We regularly review evolving best practices in executive compensation. Below are some of the more significant best practices we have adopted and
practices we avoid:
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What We Do
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What We Dont Do
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☑
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Pay for performance: in 2017, an average of 69% of the targeted primary compensation for the NEOs (78% for our CEO) was tied to performance.
|
|
|
|
☒
|
|
No payment of dividend equivalents on performance shares until earned.
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|
☑
|
|
Committee members meet independence requirements under SEC rules and NYSE listing standards.
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|
☒
|
|
No granting of stock options or SARs with an exercise price less than fair market value at grant.
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|
☑
|
|
The Committee uses an independent compensation consultant.
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|
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|
☒
|
|
No repricing or replacing of underwater stock options or SARs.
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|
☑
|
|
Balanced approach to compensation, combining fixed and variable, short-term and long-term, and cash and equity.
|
|
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☒
|
|
No hedging of Applied stock is permitted.
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☑
|
|
Pay philosophy targets market median compensation among distribution industry companies.
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|
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|
☒
|
|
No payment of guaranteed, above-market, or preferential interest or earnings on deferred compensation.
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|
☑
|
|
Diverse incentive goals without steep payout cliffs. Equity award vesting periods encourage consistent behavior and reward long-term, sustained performance.
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☒
|
|
No excise tax gross-up provisions in change in control agreements entered into after 2011, including our CEOs agreement.
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☑
|
|
Change in control agreements and equity plan include double trigger provisions for cash payment and equity vesting.
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☒
|
|
No change in control agreements other than those with five executive officers.
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☑
|
|
Limited perquisites and other benefits.
|
|
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☒
|
|
No defined benefit pension plan, except for a legacy SERP frozen in 2012.
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☑
|
|
Significant stock ownership guidelines for executive officers and directors.
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☒
|
|
No excessive risk-taking, based on annual compensation risk assessment.
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|
Applied
Industrial Technologies, Inc.
15
Compensation Philosophy and Objectives
Applieds primary goal in compensating our executive officers is maximizing long-term shareholder return. In pursuing this goal, we seek to design
and to maintain a program that will accomplish the following:
|
|
|
Attract and retain qualified and motivated executives by providing compensation that, at target performance, is competitive with a peer group of distribution industry companies,
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|
Incent executives to achieve goals, and to take appropriate risks, consistent with Applieds business strategies, and
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|
Reward executives for results they influence that contribute to long-term shareholder value.
|
Applied is
an industrial distributor in a mature market, with many companies offering the same or substantially similar products and services. In this environment, attracting and retaining talented key employees is critical to success. For this reason, while
we aim to design the executive compensation program to support the successful execution of our strategy, we also examine our programs competitiveness with other distributors programs. In addition, we consider trends and practices outside
the industry to understand best practices and their potential implications for Applied.
Applied believes it is important for executives to focus on
both short-term and long-term performance to maximize shareholder return. Accordingly, we provide annual and long-term incentive plans designed to align executives interests with shareholders.
Roles and Responsibilities
Executive
Organization & Compensation Committee.
The Committee is composed solely of independent directors and is responsible for the executive compensation programs design and implementation. The Committees duties include the
following:
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|
|
Setting compensation components and levels for the CEO and the other executive officers,
|
|
|
|
Overseeing Applieds executive compensation and benefit plans, including approving incentive awards, and
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|
|
|
Approving incentive plan goals that use performance metrics and evaluating performance to determine whether goals have been achieved.
|
The Committee routinely receives tally sheets displaying updated data with respect to material components of each executives compensation and
benefits, and share retention analyses. These help the Committee make decisions with respect to each component in the context of total compensation.
Independent Compensation Consultant.
Pay Governance LLC serves as the Committees independent compensation consultant, assisting the
Committee in the following:
|
|
|
Establishing the executive compensation programs components,
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|
|
|
Analyzing the programs competitiveness as well as alignment with the companys performance,
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|
|
Setting executive officers annual target compensation levels, overall and by pay component, and
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|
Updating the Committee on prevailing market trends, best practices, and regulatory changes affecting Applieds executive compensation program.
|
Pay Governance is engaged by and reports directly to the Committee. The firms representative directly interacts with the Committee chair between
meetings, participates in meetings, and performs assignments as requested. He also communicates with management to obtain information for completing assignments for the Committee, as well as to understand how the program supports the companys
strategic plans and needs. The firm submits its invoices to the Committee chair for approval and payment by Applied.
Except for a director
compensation review project for the Boards Corporate Governance Committee, Pay Governance performed no other work for Applied during the year and received no other compensation from Applied outside its engagement by the Committee. The
Committee concluded, following a review of existing facts and circumstances, including factors specified in the NYSEs listing standards, that Pay Governance and its representative are independent from Applieds management and directors.
Management.
While the Committee is responsible for the programs design and implementation, management assists the Committee in
several ways.
Applied
Industrial Technologies, Inc.
16
Key executives attend portions of Committee meetings at its invitation. They prepare and present analyses
at the Committees request, and regularly report on Applieds performance. Our CEO also reports on the other executive officers individual performance and offers recommendations regarding their pay. The Committee sets the executive
officers pay in executive session without management present.
Management assists the Committees consultant by providing compensation
data and other input and helping the consultant understand Applieds organizational structure, business plans, goals, and performance, and the competitive landscape. Management does not have its own executive compensation consultant.
Executive Compensation Program Overview
Structure.
The compensation program for executive officers includes the following components:
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|
|
Qualified, nonqualified, and welfare plan benefits, and
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|
|
|
Change in control and termination benefits.
|
Base salary, annual incentives, and long-term incentives are
the primary components. The Committee sets base salaries to be competitive with market medians for similar positions in peer distribution companies. Annual incentive pay rewards the achievement of annual earnings and cash flow goals, and
incorporates an assessment of individual performance. Longer-term financial goals (including EBITDA and ROA), stock price appreciation, and executive retention are promoted through long-term incentive awards including performance shares, SARs, and
RSUs. Target annual and long-term incentives aim to reflect market median practices of peers in order to deliver total target compensation in line with the medians of distribution peers. Actual incentive pay depends in large part on how Applied
performs relative to its target performance goals and how its stock price performs in response. As a result, actual compensation from annual and long-term incentives can vary significantly based on the companys financial and stock price
performance.
Applieds compensation practices reflect a pay-for-performance philosophy. A majority of the NEOs compensation is at
risk and tied to company-wide performance. Moreover, incentive pay generally makes up a greater share of the overall opportunity for executives in more senior positions.
Applied also believes programs leading to equity ownership help align executives interests with shareholders. However, the long-term
incentive program is structured to avoid excessive dilution, with annual share utilization approximating 1% of shares outstanding. The Committee periodically reviews share utilization in relation to market practices.
The Committee generally determines each executive officers base salary, annual incentive target compensation (expressed as a percentage of base
salary), and long-term incentive target compensation independently from the other primary components of compensation. Nevertheless, the Committee also reviews data regarding total target cash compensation (salary plus annual incentive target
compensation) and total target compensation (salary plus annual incentive target compensation plus long-term incentive target compensation) and considers the information contextually, with the companys pay philosophy and desired pay position,
when evaluating each component.
The result is a mix among base salary, annual incentive target compensation, and long-term incentive target
compensation, as well as between cash and equity-based incentives, that is competitive with market median practices.
Applied
Industrial Technologies, Inc.
17
The charts below show the percentage allocation of opportunities provided in 2017 to Mr. Schrimsher
and the other NEOs in the forms of base salary, annual incentive target opportunity, and long-term incentive target opportunity (awarded in equity-based instruments).
|
|
|
Neil A. Schrimsher
|
|
Other Officers (Average)
|
Mr. Schrimsher, our CEO, earns higher pay than the other officers, reflecting his role in establishing and achieving
the companys strategic goals, as well as market practices for his role. His overall compensation is, however, weighted more toward incentive pay, particularly long-term incentives. This distinction is appropriate considering his responsibility
and influence over Applieds performance and is typical among companies in the peer group described below.
Competitive Pay Review for
2017.
To help evaluate Applieds executive compensation, the Committee created a peer group of distribution companies, primarily industrial distributors, believing this group reflects the companys principal market for senior
executives. Distributor comparisons provide the Committee insight into executive pay and benefits at companies in similar market environments.
With
assistance from Pay Governance, the Committee selected 20 companies with calendar year 2015 sales ranging from $0.8 billion to $7.5 billion, and median sales of $2.9 billion, compared with Applieds sales of $2.6 billion.
Each peer group company disclosed compensation for top officers in SEC filings. Management did not participate in selecting companies.
The 2017 peer
group (the Peer Group) included the following companies, the same as those in the 2016 peer group:
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|
|
2017 Peer Group
|
AAR Corp.
|
|
KLX Inc.
|
|
Park-Ohio Holdings Corp.
|
A. M. Castle & Co.
|
|
Kaman Corporation
|
|
Patterson Companies, Inc.
|
Airgas, Inc.
|
|
LKQ Corporation
|
|
ScanSource, Inc.
|
Anixter International Inc.
|
|
MRC Global Inc.
|
|
WESCO International, Inc.
|
DXP Enterprises, Inc.
|
|
MSC Industrial Direct Co., Inc.
|
|
Watsco, Inc.
|
Fastenal Company
|
|
NOW Inc.
|
|
Wesco Aircraft Holdings, Inc.
|
H&E Equipment Services, Inc.
|
|
Olympic Steel, Inc.
|
|
|
Pay Governance then prepared a compensation review and assessment, analyzing the competitiveness of the NEOs target
compensation relative to comparable Peer Group data. The study identified Peer Group pay for each position at the 25th, 50
th
, and 75th percentile levels. The 50th percentile is referred
to here as the market median and represents Applieds target pay objective.
Beyond the Peer Group data, Pay Governance presented
other pay data from broad multi-industry surveys, produced by leading compensation consulting firms. The Committee requested this supplemental data as a secondary resource to help confirm the reliability of the Peer Group data.
Pay Governance analyzed base salary, annual incentive target compensation, total cash target compensation (base salary plus annual incentive target
compensation), long-term incentive target compensation, and total direct target compensation (total cash target compensation plus long-term incentive target compensation).
The study also compared Applieds financial performance, over one-, three-, and five-year periods, with the Peer Group companies performance,
considering metrics such as sales growth, EBITDA growth, cash flow growth, EBITDA margin, net income margin, ROA, and total shareholder return. These comparisons assist the Committee in examining how Applieds executive pay aligns with company
performance relative to peers.
Applied
Industrial Technologies, Inc.
18
Using Pay Governances study, the Committee evaluated each primary compensation component. In most
years, including 2017, the Committee seeks to compensate executives near the market median if Applieds performance targets are met. Sustained performance below target levels should result in realized total compensation below market medians,
and performance that exceeds target levels should result in realized total compensation above market medians.
However, market medians and ranges
only represent beginning reference points; the Committee also uses its subjective judgment to adjust targeted compensation to reflect factors such as individual performance and skills, long-term potential, tenure in the position, internal equity,
retention considerations, and the positions importance in Applieds organization.
Components of Compensation
Base Salary.
The Committee observes a general policy that base salaries for executive officers who have been in their positions for at
least three years and are meeting performance expectations should be near the market median for comparable positions. As with all pay components, however, the Committee, using its subjective judgment, sets salaries higher or lower to reward
individual performance and skills and other considerations such as those mentioned above.
In 2017, after considering the Peer Group data, executive
pay trends in the broader market, and the more subjective factors referenced above, the Committee approved small adjustments to three NEOs base salaries, with Mr. Schrimsher earning a 3% increase. The Committees actions maintained
the officers competitive pay positions and reflected a discipline of managing base salaries within the framework of Applieds pay philosophy and competitive data.
Annual Incentives.
With the annual Management Incentive Plan, the Committee seeks to reward the executive officers, in cash, for
achieving fiscal year goals. In general, the Committee seeks to pay total cash compensation near the market median when Applied meets its performance goals, and to pay above (or below) the median when Applied exceeds (or falls short of) its goals.
At the beginning of the fiscal year, after the Board reviews Applieds annual business plan as prepared and presented by management, the
Committee develops objective performance goals and targets for the Management Incentive Plan. The Committee considers the market outlook and the business plan, along with the available opportunities and attendant risks.
In 2017, consistent with historical practice, the Committee established performance goals based on company-wide performance measures. In addition, the
Committee provided that Management Incentive Plan payouts be funded from a maximum aggregate cash bonus pool equal to 2% of EBITDA. EBITDA is calculated from our financial statements by starting with operating income, as shown in the statements of
consolidated income, and adding the following items from the statements of consolidated cash flows: depreciation and amortization of property, amortization of intangibles, amortization of stock option and appreciation rights, and goodwill or
intangibles impairment (if any). Our 2017 EBITDA was $216.2 million.
The Committee then assigned each executive officer a maximum participation
percentage of the bonus pool. The NEOs percentages follow: Mr. Schrimsher, 40.6%; Mr. Eisele, 13.4%; Mr. Bauer, 10.0%; Mr. Barlett, 9.8%; and Mr. Loring, 8.4%.
For 2017, consistent with previous years, the Committee adopted goals to distribute the pool funded by Applieds EBITDA results and tied them to the
following company-wide performance measures, which it considers to be key indicators of shareholder value creation:
|
|
|
Net Income bottom-line profitability; and
|
|
|
|
Cash Provided by Operating Activities a cash-based measure of company performance.
|
Sixty percent
of each executive officers Management Incentive Plan payout was determined based on the level of achievement of Net Income and 20% was determined based on the level of achievement of Cash Provided by Operating Activities, as well as each
executive officers target incentive award value. The Committee sets goals for these performance measures that it believes are attainable, but that require executives to perform at a consistently high level to achieve target award values. The
target and maximum incentive objectives for 2017 are shown in the table below:
|
|
|
|
|
|
|
|
|
Net Income
(weighted 60%)
|
|
Under $83.5
million
|
|
$83.5
million
|
|
$98.2
million
|
|
$117.8
million
|
% of Prorated Portion of Target Award
|
|
0%
|
|
50%
|
|
100%
|
|
200%
|
|
|
|
|
|
|
|
|
|
Cash Provided by Operating
Activities
(weighted 20%)
|
|
Under $136.0
million
|
|
$136.0
million
|
|
$160.0
million
|
|
$200.0
million
|
% of Prorated Portion of Target Award
|
|
0%
|
|
50%
|
|
100%
|
|
200%
|
Applied
Industrial Technologies, Inc.
19
The payouts for these components could have ranged from 0% to 200% of the executive officers target
award values. The Committee established this range, consistent with prior years, after considering Pay Governances report on market practices. Payouts for each performance measure are prorated on a straight-line basis for results falling
between the threshold 50%, 100%, and maximum 200% payout levels.
The Committee assigned an annual incentive target, expressed as a percentage
of salary, to each executive officer. The Committee assigned target percentages for 2017 to approximate market practices, as shown in Pay Governances review. The NEOs target percentages were maintained at the same levels as 2016.
The 2017 targets follow:
|
|
|
|
|
|
|
Name
|
|
Base Salary ($)
|
|
Incentive Target (%)
|
|
Target Award Value ($)
|
N. Schrimsher
|
|
845,000
|
|
105
|
|
887,250
|
M. Eisele
|
|
451,500
|
|
65
|
|
293,475
|
F. Bauer
|
|
398,000
|
|
55
|
|
218,900
|
T. Barlett
|
|
356,000
|
|
60
|
|
213,600
|
K. Loring
|
|
335,000
|
|
55
|
|
184,250
|
Applieds reported 2017 Net Income and Cash Provided by Operating Activities were favorably impacted by a $22.2
million tax benefit from a worthless stock tax deduction relating to Applieds investment in one of its Canadian subsidiaries. Using its discretion, the Committee excluded this benefit from consideration when it evaluated achievement relative
to the plans goals.
Accordingly, as a result of Applieds 2017 performance, the Management Incentive Plan payouts for the Net Income and
Cash Provided by Operating Activities components were as follows:
|
|
|
|
|
Goal
|
|
2017 Achievement ($)
|
|
Payout as % of Prorated
Portion of Target Award
|
Net Income (weighted 60%)
|
|
111.7 million*
|
|
168.7%
|
Cash Provided by Operating Activities
(weighted 20%)
|
|
151.6 million*
|
|
82.5%
|
|
*
|
Reduced to exclude the impact during the year of a $22.2 million tax benefit.
|
The remaining 20%
component of each executive officers plan opportunity was determined based on Applieds EBITDA, the aggregate size of the bonus pool remaining following deductions for the component payouts described above, the participants maximum
portion of the bonus pool, and individual performance. After the Committee determined the dollar value of each participants maximum payout for this remaining component, the Committee could exercise discretion to reduce (but not increase) this
portion of the incentive based on the Committees subjective evaluation of the participants individual performance during 2017, taking into account individual performance relative to strategic objectives.
After evaluating individual performance, the Committee approved the following payouts for this final component: Mr. Schrimsher, $195,195;
Mr. Eisele, $58,695; Mr. Bauer, $43,780; Mr. Barlett, $42,720; and Mr. Loring, $40,535.
Shown below are the NEOs total
2017 Management Incentive Plan payouts:
|
|
|
Name
|
|
Annual Incentive Payout ($)
|
N.
Schrimsher
|
|
1,240,376
|
M.
Eisele
|
|
404,409
|
F.
Bauer
|
|
301,644
|
T.
Barlett
|
|
294,341
|
K.
Loring
|
|
257,582
|
The average NEO payout, as a percentage of the target awards, was 138.6%, reflecting strong performance relative to 2017
goals. Management Incentive Plan payouts in 2016, as a percentage of the target awards, for the same officers averaged 54%.
Long-Term
Incentives.
The Committee made long-term incentive awards to the executive officers under the 2015 Long-Term Performance Plan. The plan seeks to reward executives for achieving long-term goals and authorizes incentive awards
Applied
Industrial Technologies, Inc.
20
in a variety of forms. The Committee typically makes awards annually, near the beginning of the year, after reviewing the previous fiscal years financial results.
As with the other primary compensation components, the Committee sets the awards value after reviewing the independent consultants target
compensation study. In most years, the Committee seeks to provide awards with a targeted value near the market median for equivalent positions, with variation to reward individual performance and skills, as well as to reflect factors such as
long-term potential, responsibility, tenure in the position, internal equity, retention considerations, and the positions importance in Applieds organization.
The Committee uses long-term incentive awards for purposes of motivation, alignment with long-term company goals, and retention. The Committee intends to
pay total long-term compensation near the market median when Applied meets its goals and above when Applied exceeds its goals. If goals are not met, then long-term compensation should fall below the market median.
After considering the Pay Governances study and the subjective factors identified above, the Committee increased Mr. Schrimshers annual
long-term incentive target value by 6.8%. The Committee approved adjustments ranging from 0% to +6.2% for the other NEOs.
Emphasizing operating
performance, the Committee awarded the executives long-term incentive target value using three vehicles, all stock-settled, in the approximate weightings shown:
2017 Long-Term Incentive Awards
The Committee believes this combination appropriately balances the vehicles distinct purposes. Reflecting
Applieds culture, the mix differs from the norm for the Peer Group companies, which tend to place greater emphasis on service-based restricted stock. The awards also reflect the Committees subjective judgment that long-term incentive
earnings should be paid in shares.
In determining numbers of performance shares to be targeted and SARs and RSUs to be awarded, the Committee values
Applieds shares based on data provided by Pay Governance. To reduce the impact of short-term stock price volatility, the valuation methodology uses the average closing share price for 90 calendar days prior to the grant date. The Grants of
Plan-Based Awards table on page 30 shows the threshold, target, and maximum payouts for the performance shares, as well as the number of SARs and RSUs awarded to the NEOs.
The following paragraphs describe the awards made to the executive officers in 2017, as well as performance for the year under outstanding performance
share programs:
|
|
|
Stock Appreciation Rights (25% of Target Long-Term Incentive Value)
|
The Committee and management believe SARs are strong performance-based vehicles, as the awards value depends on Applieds stock price growth;
until Applied performs in a manner that is recognized by the stock market and creates gains for shareholders, SARs have no value to executives. The base stock price is the market closing price on the grant date. SARs have a ten-year term and vest
25% on each of the first four anniversaries of the grant date, subject to continuous employment with Applied, thereby promoting executive retention. In addition, unvested SARs vest on an executive officers retirement, but the remaining term
for all the outstanding SARs is truncated to three years. The impact of other events on SARs and the other incentive vehicles is discussed in Potential Payments upon Termination or Change in Control, beginning on page 35.
Applied
Industrial Technologies, Inc.
21
The Committee intends for SARs to align the interests of management and shareholders in achieving long-term
growth in the value of Applieds stock by using a form of award the value of which is determined primarily by long-term stock price appreciation. The four-year vesting period, ten-year term, and stock-settled nature of the SARs are consistent
with this objective. Moreover, SARs are less dilutive than stock options, further protecting shareholder interests.
|
|
|
Restricted Stock Units (25% of Target Long-Term Incentive Value)
|
RSUs are grants valued in shares of Applied stock, but shares are not issued to executives until the grants vest on the third anniversary of the award
date, assuming continued employment with Applied. The Committee believes cliff vesting for restricted stock is more demanding than typical market practice, but appropriate considering the nature of the award. The RSUs do vest, albeit pro rata, if an
executive retires during the three-year term. Applied pays dividend equivalents on RSUs on a current basis, which rewards management for total returns delivered to shareholders.
The Committee considers RSUs to be a good tool for retaining executives. Because their value will increase or decrease over the three-year vesting period
along with Applieds stock, RSUs also promote efforts to maximize long-term shareholder return.
|
|
|
2017-2019 Performance Shares (50% of Target Long-Term Incentive Value)
|
Performance shares provide incentives to achieve goals over a three-year period. At the beginning of a period, the Committee sets a target number of
shares of Applied stock to be paid to each executive at the end of the period, assuming continued employment. The actual payout is then calculated, relative to the target, based on Applieds achievement of objective performance goals. If an
executive retires during the three years, the performance shares vest on a pro rata basis, tied to the period worked and actual performance during that period.
As a new three-year period begins, the Committee reviews the business plan and market outlook for each year of the period. Then, after also considering
the independent consultants guidance as to market practices, the Committee determines performance measures and goal ranges at which payouts can be earned for each year of the period. The Committee sets goals it believes are attainable without
inappropriate risk-taking, but that still require executives to perform on a sustained basis at a consistently high level to achieve the targeted payout.
Payouts can range from 0% to 200% of the target number of shares. The target payout is 100% of the target number assigned to the executive. The Grants of
Plan-Based Awards table on page 30 shows the threshold, target, and maximum payouts for performance shares awarded in 2017.
Because the payout
is measured in shares, the awards value depends on both the companys operating performance and its stock price, motivating executives throughout the performance period with regard to both.
For the 2017-2019 performance shares, consistent with prior years, the Committee set separate goals for each year of the period, with 75% of an award
tied to Applieds EBITDA and 25% to ROA. ROA is calculated by dividing annual net income by average monthly assets for the year. ROA improvements can be achieved by, among other things, increasing sales and margins, as well as improving working
capital management, all of which are important objectives for industrial distributors.
The Committee considered these metrics to be appropriate
measures of managements impact on operating performance and efficiency over a three-year period. The metrics also balanced the Management Incentive Plans emphasis on bottom-line results and cash flow.
Each participants targeted number of shares for the three-year period is divided into one-third for each year. Shares awarded for achievement
during a particular year are then banked for distribution at the end of the three-year term and do not affect the banking of shares for the other years.
Using individual years performance makes achieving maximum awards for the full three-year period more difficult because results exceeding maximum
goals in any one year do not make up for shortfalls in other years.
Applied
Industrial Technologies, Inc.
22
The goals for the first year of the performance period, 2017, follow:
|
|
|
|
|
|
|
|
|
EBITDA
(weighted 75%)
|
|
Under $161.8
million
|
|
$161.8
million
|
|
$202.3
million
|
|
$252.9
million
|
% of Prorated Portion of Target Share Award for
2017
|
|
0%
|
|
50%
|
|
100%
|
|
200%
|
% Change Compared with 2016 EBITDA
|
|
|
|
(17.7)%
|
|
2.8%
|
|
28.6%
|
|
|
|
|
|
|
|
|
|
ROA
(weighted 25%)
|
|
Under
6.0%
|
|
6.0%
|
|
7.5%
|
|
9.4%
|
% of Prorated Portion of Target Share Award for
2017
|
|
0%
|
|
50%
|
|
100%
|
|
200%
|
% Change Compared with 2016 ROA
|
|
|
|
172%
|
|
241%
|
|
327%
|
% Change Compared with 2016 ROA Prior to Goodwill
Impairment Charge and Restructuring Charges
|
|
|
|
(15.5)%
|
|
5.6%
|
|
32.4%
|
Banked awards could range from 0% to 200% of the executive officers target share award values. The Committee
established this range after considering Pay Governances guidance as to market practices. Awards for each performance measure were to be prorated on a straight-line proportional basis for results between the threshold 50%, 100%, and maximum
200% payout levels.
As a result of 2017 achievements, the participants banked awards, to be distributed in shares of Applied stock following the end
of 2019, as follow:
|
|
|
|
|
2017 Goal
|
|
Achievement
|
|
Banked Award as %
of
Target Performance Shares for 2017
|
EBITDA
(weighted 75%)
|
|
$216.2 million
|
|
127.4%
|
ROA
(weighted 25%)
|
|
8.5%*
|
|
152.6%
|
|
|
|
|
Overall: 133.7%
|
* Reduced to exclude the impact of a $22.2 million tax benefit.
|
|
|
2016-2018 Performance Shares (2017 performance)
|
As described
above, the Committee sets separate goals for each year of a three-year performance share program. So, while 2017 was the first year of the 2017-2019 performance period, it was also the second year of the 2016-2018 performance period and the third
year of the 2015-2017 performance period. For the 2016-2018 program, the 2017 goals, adopted in August 2015, follow:
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
EBITDA
(weighted 75%)
|
|
Under $208.96
million
|
|
|
$208.96
million
|
|
|
$261.20
million
|
|
|
$326.50
million
|
|
% of Prorated
Portion of Target Share Award for 2017
|
|
|
0%
|
|
|
|
50%
|
|
|
|
100%
|
|
|
|
200%
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
ROA
(weighted 25%)
|
|
Under
7.7%
|
|
|
7.7%
|
|
|
9.6%
|
|
|
12.0%
|
|
% of Prorated
Portion of Target Share Award for 2017
|
|
|
0%
|
|
|
|
50%
|
|
|
|
100%
|
|
|
|
200%
|
|
As a result of 2017 achievements, the participants banked awards, to be distributed in shares of Applied stock following
the end of 2018, as follow:
|
|
|
|
|
2017 Goal
|
|
Achievement
|
|
Banked Award as %
of
Target Performance Shares for 2017
|
EBITDA
(weighted 75%)
|
|
$216.2 million
|
|
56.9%
|
ROA
(weighted 25%)
|
|
8.5%*
|
|
71.1%
|
|
|
|
|
Overall: 60.4%
|
* Reduced to exclude the impact of a $22.2 million tax benefit.
The award banked for the programs first year, 2016, as a percentage of target performance shares, was 68.8%.
Applied
Industrial Technologies, Inc.
23
|
|
|
2015-2017 Performance Shares (2017 performance)
|
The goals
for the final year of the 2015-2017 program, adopted in August 2014, follow:
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
EBITDA
(weighted 75%)
|
|
Under $237.28
million
|
|
|
$237.28
million
|
|
|
$296.60
million
|
|
|
$370.75
million
|
|
% of Prorated
Portion of Target Share Award for 2017
|
|
|
0%
|
|
|
|
50%
|
|
|
|
100%
|
|
|
|
200%
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
ROA
(weighted 25%)
|
|
Under
9.0%
|
|
|
9.0%
|
|
|
11.2%
|
|
|
14.0%
|
|
% of Prorated
Portion of Target Share Award for 2017
|
|
|
0%
|
|
|
|
50%
|
|
|
|
100%
|
|
|
|
200%
|
|
With 2017 performance falling short of threshold goals, the participants did not bank awards for 2017. The awards banked
for the first two years of the program, as a percentage of target performance shares, were 81.1% in 2015 and 0% in 2016.
Qualified,
Nonqualified, and Welfare Plan Benefits.
Through the plans described below, we seek to provide benefits comparable to those available at Peer Group and other similarly sized companies. The Committee, with its independent
consultants assistance, reviews executive-level benefits periodically and compares them with market survey information, considering executives positions and years of service.
Applied maintains a defined
contribution plan with a section 401(k) feature (the Retirement Savings Plan, or RSP) for eligible U.S. employees, including the NEOs.
|
|
|
Key Executive Restoration Plan and other nonqualified deferred compensation plans
|
The Committee believes that providing competitive supplemental retirement benefits is important for executive recruitment and retention. Statutory limits
exist, however, on the value of benefits executives can receive under the companys qualified savings plan.
Accordingly, in 2012 the Committee
adopted the Key Executive Restoration Plan (the KERP), an unfunded, nonqualified deferred compensation plan. To participate in the KERP, an executive must be designated by the Committee or the Board. Applied credits a bookkeeping account
for each participant with an amount equal to (i) 6.25% (unless the Committee or the Board specifies a different percentage) of the participants base salary and annual actual cash incentive pay for the calendar year, minus (ii) the
amount of company contributions credited to the participant under the RSP. Account balances are deemed invested in mutual funds selected by the participant from a menu of diverse investment options. In this way, participants take responsibility for
funding their own retirement benefits. Further, because of the use of incentive pay in the KERP formula, company contributions are tied in part to Applieds annual performance results.
To be eligible for KERP account credits, participants must be employed on the last day of a year or have retired, died, or become disabled during the
year. Unless otherwise determined by the Committee or the Board, credits to a participants account vest based on years of service with Applied, 25% per year. In addition, a participant will be 100% vested in the event of attainment of age
65, death, disability, or certain separations from service within one year after a change in control (as defined in the KERP).
The Committee has
designated each NEO as a KERP participant. The Committee set the account credit percentage for Mr. Schrimsher at 10%. His account fully vested when he reached five years of service in October 2016.
Applied also maintains plans that permit highly compensated U.S. employees to defer receiving portions of base salary and cash incentive awards and to
accumulate nonqualified savings. Applied does not contribute to these plans and participants are not provided above-market or guaranteed returns. We describe the plans, along with the KERP, more fully in Nonqualified Deferred
Compensation, at page 32.
|
|
|
Supplemental Executive Retirement Benefits Plan
|
Applied
maintains the Supplemental Executive Retirement Benefits Plan (the SERP), a nonqualified defined benefit plan that was frozen in 2012, for executive officers previously designated as participants by the Committee.
Applied
Industrial Technologies, Inc.
24
Messrs. Barlett and Bauer, the only remaining active participants, have historical benefits accrued, which
are described in Pension Plans, beginning at page 34. Mr. Eisele, who retired in August 2017, also participated.
Applied maintains a health care plan as well as
life and disability insurance plans for U.S. employees. Executive officers may also participate in executive life and disability insurance programs.
Applied provides continuation health care coverage, at the active employee premium rate, to executive officers who retire after reaching age 55,
with at least ten years of service, for the 18-month period under the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA). In addition, when the retiree attains age 65, Applied provides Medicare supplement coverage
through a third-party policy. Individuals first elected as executive officers after 2012 are not eligible for these benefits.
Perquisites and
Other Personal Benefits.
Applied does not offer perquisites such as company automobiles or allowances, financial planning and tax services, or country clubs to the NEOs.
Applied provides executive officers five weeks annual vacation per calendar year; other employees get five weeks when they reach 25 years of
service. Unused vacation time is forfeited at the end of each calendar year.
Change in Control and Termination Benefits.
Upon his
hire, Applied and Mr. Schrimsher entered into a CEO-level severance agreement providing termination benefits as described in Potential Payments upon Termination or Change in Control, on page 36. Applied does not have employment
contracts with the other NEOs, nor does it have an executive severance policy. The Committee retains discretion to determine severance benefits, if any, to be offered to the other NEOs if the company terminates their employment, other than in the
circumstance of a change in control.
The companys only change in control agreements are with five executive officers. These arrangements are
designed to retain executives and to promote management continuity if an actual or threatened change in control occurs. The Board approved the agreements primarily because it believes that the executives continued attention and dedication to
their duties under the adverse circumstances attendant to a change or potential change in control are ultimately in the best interests of Applied and its shareholders.
The agreements provide severance benefits if an executives employment is terminated by the officer for Good Reason or by Applied
Without Cause (each as defined in the agreements), if the termination occurs within two years (three years under older agreements entered into with Messrs. Barlett and Bauer) after a change in control. These double trigger
arrangements are believed to be consistent with typical market practices. The executive, in turn, must not compete with Applied for three years following termination (one year for Messrs. Barlett and Bauer). Change in control agreements entered into
after 2011, including those with Messrs. Schrimsher and Loring, do not provide for a gross-up for excise taxes. We describe the agreements more fully on pages 37-38 of this proxy statement.
Stock Ownership and Retention Guidelines
The Committee
believes executives should accumulate meaningful equity stakes in Applied to align their economic interests with shareholders interests, thereby promoting the objective of increasing shareholder value. Accordingly, we have adopted stock
ownership guidelines, requiring that executive officers not dispose of stock unless their owned shares market value equals or exceeds the following annual base salary multiples immediately after the disposition:
|
|
|
Position
|
|
Stock Ownership Guideline
|
Chief Executive Officer
|
|
5x base salary
|
Other Executive Officers
|
|
3x base salary
|
Owned shares, per the guidelines, include those owned outright, those owned beneficially in Applieds
Retirement Savings Plan and other deferred compensation plans, and RSUs, but do not include SARs or performance shares.
The guidelines are not
mandatory in the sense that they do not require an executive immediately to acquire shares if his or her ownership is below the applicable guideline.
Until the guideline is achieved, executives must retain net shares received from exercising SARs or the vesting of RSUs or performance shares. Net
shares are the shares that remain after shares are sold or netted to pay withholding taxes.
Applied
Industrial Technologies, Inc.
25
At June 30, 2017, the value of the NEOs holdings (determined as described above) and their
guidelines are shown below:
|
|
|
|
|
Name
|
|
Value of Applied Stock Holdings
($)
|
|
Stock Ownership Guideline ($)
|
N. Schrimsher
|
|
5,904,941
|
|
4,225,000
|
M. Eisele
|
|
10,819,436
|
|
1,354,500
|
F. Bauer
|
|
5,321,822
|
|
1,194,000
|
T. Barlett
|
|
1,971,266
|
|
1,068,000
|
K. Loring
(hired in July 2014)
|
|
544,087
|
|
1,005,000
|
The Committee monitors compliance with the guidelines, interprets them, and must approve exceptions. The Committee
also periodically reviews the guidelines and compares them with market data reported by the independent consultant and others.
Consistent with the
objectives of the stock ownership guidelines, the company prohibits its insiders from engaging in:
|
|
|
Short sales of Applieds stock;
|
|
|
|
Market transactions in puts, calls, warrants, or other derivative securities based on Applied stock; and
|
|
|
|
Certain hedging or monetization transactions, such as prepaid variable forward contracts, equity swaps, collars, and exchange funds.
|
Clawback Provisions
Because incentive awards are intended to
motivate executives to act in Applieds best interests, the Committee includes provisions in award terms to claw back compensation under certain circumstances:
|
|
|
The Committee may terminate or rescind an award and, if applicable, require an executive to repay cash or shares (and dividends, distributions, and dividend equivalents paid thereon) issued pursuant to the award within
the previous 12 months (and proceeds thereof), if the Committee determines that, during the executives employment with Applied or during the period ending 12 months following separation from service, the executive competed with Applied or in
certain other circumstances engaged in acts inimical to Applieds interests.
|
|
|
|
The Committee may require an executive to repay cash or shares (and dividends, distributions, and dividend equivalents paid thereon) issued pursuant to an award within the previous 36 months (and proceeds thereof)
if (i) Applied restates its historical consolidated financial statements and (ii) the Committee determines that (x) the restatement is a result of the executives, or another executive officers, willful misconduct that is
unethical or illegal, and (y) the executives earnings pursuant to the award were based on materially inaccurate financial statements or materially inaccurate performance metrics that were invalidated by the restatement.
|
Tax Deductibility and Regulatory Considerations
Internal
Revenue Code (the Code) section 162(m) limits the amount of compensation a publicly held corporation may deduct as a business expense for federal income tax purposes. The limit, which applies to the CEO and the three other most
highly compensated executive officers (excluding the CFO), is $1 million per individual per year, subject to certain exceptions. The law provides an exception for performance-based compensation.
In general, the Committee seeks to preserve the tax deductibility of compensation without compromising the Committees flexibility in designing an
effective, competitive compensation program. Applied has intended for most awards under executive incentive programs to qualify as performance-based compensation.
In making long-term incentive grants, the Committee considers executive retention to be one of the key objectives. Accordingly, the Committee uses RSUs
as one of three award vehicles, although RSUs represent only about one-quarter of the target long-term incentive value. RSUs do not qualify as performance-based compensation, but the Committee believes that drawback is outweighed by their beneficial
impact on executive retention.
Applied
Industrial Technologies, Inc.
26
Conclusion
The
Committee reviews all components of Applieds executive compensation program. When making a decision regarding any component of an executive officers compensation, the Committee takes into consideration the other components.
The Committee believes that the executive officers compensation is appropriate and that the programs components are consistent with market
standards. The program takes into account Applieds performance compared to the Peer Group, and appropriately aligns executive compensation with Applieds annual and long-term financial results and to long-term financial return to
shareholders. The Committee believes the foregoing philosophy is consistent with Applieds culture and objectives and will continue to serve as a reasonable basis for administering Applieds total compensation program for the foreseeable
future.
Applied
Industrial Technologies, Inc.
27
Summary Compensation Table Fiscal Years 2017, 2016, and 2015
The following table summarizes information, for the years ended June 30, 2017, 2016, and 2015, regarding the compensation of Applieds
CEO, CFO, and the three other most highly compensated executive officers at June 30, 2017. Mr. Eisele retired in August 2017 but served as CFO for the full fiscal year 2017.
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Name and Principal
Position
|
|
Year
|
|
|
Salary
($)
|
|
|
Stock
Awards
($) (1)
|
|
|
Option
Awards
($)
(1)
|
|
|
Non-Equity
Incentive Plan
Compensation
($) (2)
|
|
Change in
Pension
Value and
Nonqualified
Deferred
Compensation
Earnings
($) (3)
|
|
All Other
Compensation
($) (4)
|
|
Total
($)
|
|
Neil A. Schrimsher
President &
Chief Executive Officer
|
|
|
2017
|
|
|
|
845,000
|
|
|
|
1,597,463
|
|
|
|
619,894
|
|
|
1,240,376
|
|
0
|
|
166,076
|
|
|
4,468,809
|
|
|
|
2016
|
|
|
|
820,000
|
|
|
|
1,408,932
|
|
|
|
446,926
|
|
|
516,600
|
|
0
|
|
162,481
|
|
|
3,354,939
|
|
|
|
2015
|
|
|
|
820,000
|
|
|
|
1,465,692
|
|
|
|
356,636
|
|
|
651,572
|
|
0
|
|
154,802
|
|
|
3,448,702
|
|
Mark O. Eisele
Retired Vice President
Chief Financial Officer &
Treasurer
|
|
|
2017
|
|
|
|
451,500
|
|
|
|
350,187
|
|
|
|
135,844
|
|
|
404,409
|
|
85,974
|
|
47,812
|
|
|
1,475,726
|
|
|
|
2016
|
|
|
|
451,500
|
|
|
|
332,198
|
|
|
|
104,834
|
|
|
146,738
|
|
79,915
|
|
46,582
|
|
|
1,161,767
|
|
|
|
2015
|
|
|
|
451,500
|
|
|
|
395,739
|
|
|
|
96,054
|
|
|
233,195
|
|
393,682
|
|
45,692
|
|
|
1,615,862
|
|
Fred D. Bauer
Vice President
General Counsel &
Secretary
|
|
|
2017
|
|
|
|
398,000
|
|
|
|
292,615
|
|
|
|
113,490
|
|
|
301,644
|
|
0
|
|
49,077
|
|
|
1,154,826
|
|
|
|
2016
|
|
|
|
398,000
|
|
|
|
263,462
|
|
|
|
82,764
|
|
|
120,395
|
|
227,128
|
|
41,448
|
|
|
1,133,197
|
|
|
|
2015
|
|
|
|
388,000
|
|
|
|
288,256
|
|
|
|
69,425
|
|
|
163,402
|
|
174,094
|
|
43,902
|
|
|
1,127,079
|
|
Todd A. Barlett
Vice President
Acquisitions and Global
Business Development
|
|
|
2017
|
|
|
|
356,000
|
|
|
|
273,435
|
|
|
|
105,752
|
|
|
294,341
|
|
65,432
|
|
39,756
|
|
|
1,134,716
|
|
|
|
2016
|
|
|
|
346,000
|
|
|
|
252,006
|
|
|
|
79,316
|
|
|
103,800
|
|
19,603
|
|
34,907
|
|
|
835,632
|
|
|
|
2015
|
|
|
|
336,000
|
|
|
|
254,063
|
|
|
|
61,817
|
|
|
146,842
|
|
230,050
|
|
33,955
|
|
|
1,062,727
|
|
Kurt W. Loring
Vice President
Chief Human Resources
Officer
|
|
|
2017
|
|
|
|
335,000
|
|
|
|
268,648
|
|
|
|
104,032
|
|
|
257,582
|
|
0
|
|
31,981
|
|
|
997,243
|
|
|
|
2016
|
|
|
|
325,000
|
|
|
|
240,550
|
|
|
|
75,867
|
|
|
98,313
|
|
0
|
|
28,172
|
|
|
767,902
|
|
|
|
2015
|
|
|
|
293,308
|
|
|
|
469,839
|
|
|
|
284,358
|
|
|
135,479
|
|
0
|
|
11,675
|
|
|
1,194,659
|
|
|
(1)
|
Amounts represent the aggregate grant date fair value of awards computed in accordance with FASB ASC Topic 718, excluding the effect of estimated forfeitures. The assumptions used to determine the awards grant
date fair values are described in the notes to Applieds consolidated financial statements, included in our annual reports on Form 10-K for those years. The 2017 awards are described in the Compensation Discussion and Analysis at
pages 21-23 and the Grants of Plan-Based Awards table at page 30. The amounts reported for 2017 in the Stock Awards column are totals of the following:
|
|
|
|
|
|
|
|
|
|
|
|
Name
|
|
RSUs ($)
|
|
|
|
|
Performance Shares ($)
|
|
|
N. Schrimsher
|
|
|
510,814
|
|
|
|
|
1,086,649
|
|
|
M. Eisele
|
|
|
110,837
|
|
|
|
|
239,350
|
|
|
F. Bauer
|
|
|
91,561
|
|
|
|
|
201,054
|
|
|
T. Barlett
|
|
|
86,742
|
|
|
|
|
186,693
|
|
|
K. Loring
|
|
|
86,742
|
|
|
|
|
181,906
|
|
|
Performance shares grant date fair values assume performance at the target achievement level. If instead it was
assumed that the highest level of performance would be achieved, then the grant date fair values would be twice the amounts reported for the performance shares.
|
(2)
|
Amounts shown reflect Management Incentive Plan earnings.
|
|
(3)
|
Messrs. Barlett, Bauer, and Eisele participated in the Supplemental Executive Retirement Benefits Plan, a nonqualified defined benefit plan that was frozen in 2012. The amounts in this column reflect increases in the
estimated actuarial present values of their historical accrued benefits. Mr. Barlett is fully vested in his benefits and Mr. Bauer is partially vested; Mr. Eisele was fully vested at the time of his retirement.
|
The 2017 figure is the difference between the number shown in the Pension Benefits table on page 35 for 2017 year-end and the same item
calculated for July 1, 2016. See the notes to that table for information regarding how estimated amounts were calculated. In 2017 the present value of Mr. Bauers benefit decreased by $71,487 but, pursuant to SEC rule, the change in
value is shown as $0.
Applied
Industrial Technologies, Inc.
28
In 2012, the Committee stopped the accrual of additional plan benefits by virtue of years of service and
compensation levels. Accordingly, the values in this column relate to changes in the discount rate and the components of the three-segment interest rate structure, as well as to mortality factor adjustments, as described below.
The SERP uses interest rates and mortality tables imposed on tax-qualified pension plans by Code section 417(e). Values for 2017 reflect a 2.75%
discount rate and a three-segment interest rate structure in effect for January 2017, with 2.00% for the first five years, 3.91% for the next 15 years, and 4.66% thereafter.
Values for 2016 reflect a 2.25% discount rate and a three-segment interest rate structure in effect for January 2016, with 1.78% for the first five years,
4.08% for the next 15 years, and 5.02% thereafter. Values for 2015 reflect a 3.00% discount rate and a three-segment interest rate structure in effect for January 2015, with 1.33% for the first five years, 3.46% for the next 15 years, and
4.40% thereafter.
In addition, in each successive year, the mortality table reflected adjustments pursuant to Code section 417(e). Present
values were determined assuming no probability of termination, retirement, death, or disability before normal retirement age (age 65).
|
(4)
|
Amounts in this column for 2017 are totals of the following:
|
|
|
|
Retirement Savings Plan (section 401(k) plan) matching contributions,
|
|
|
|
Company contributions for executive life insurance, for a $300,000 benefit, and
|
|
|
|
Estimated values of perquisites and other personal benefits.
|
Amounts relating to the following
perquisites and other personal benefits provided to NEOs are included: the annual expense related to post-retirement health care coverage; and company contributions for officer-level accident insurance benefits. No perquisite or personal benefit
exceeded the greater of $25,000 or 10% of the total amount of perquisites and personal benefits in 2017, except that the annual expense incurred relating to Mr. Schrimshers post-retirement health care coverage was $26,500.
The following table itemizes All Other Compensation for 2017:
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Name
|
|
Retirement Savings
Plan Contributions ($)
|
|
Key Executive
Restoration Plan
Account Credits ($)
|
|
Life Insurance
Benefits ($)
|
|
Perquisites and Other
Personal Benefits ($)
|
N. Schrimsher
|
|
7,995
|
|
130,945
|
|
579
|
|
26,557
|
M. Eisele
|
|
8,247
|
|
33,415
|
|
1,393
|
|
4,757
|
F. Bauer
|
|
8,659
|
|
28,425
|
|
536
|
|
11,457
|
T. Barlett
|
|
9,048
|
|
24,433
|
|
1,718
|
|
4,557
|
K. Loring
|
|
8,760
|
|
22,771
|
|
393
|
|
57
|
Applied
Industrial Technologies, Inc.
29
Grants of Plan-Based AwardsFiscal Year 2017
In 2017, the Executive Organization & Compensation Committee provided the following incentive opportunities and grants under the 2015 Long-Term
Performance Plan to the NEOs:
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Name
|
|
Grant Date
|
|
Estimated Future Payouts
Under
Non-Equity Incentive
Plan Awards (1)
|
|
|
Estimated Future Payouts
Under Equity Incentive Plan
Awards (2)
|
|
|
All
Other
Stock
Awards:
Number
of
Units
(#) (3)
|
|
|
All Other
Option
Awards:
Number of
Securities
Underlying
Options (#)
|
|
|
Base
Price of
Option
Awards
($/Share)
(4)
|
|
|
Grant
Date Fair
Value of
Stock and
Option
Awards ($)
|
|
|
|
Threshold
($)
|
|
|
Target
($)
|
|
|
Maximum
($)
|
|
|
Threshold
(#)
|
|
|
Target
(#)
|
|
|
Maximum
(#)
|
|
|
|
|
|
N. Schrimsher
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
10,600
|
|
|
|
|
|
|
|
|
|
|
|
510,814
|
|
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
72,100
|
|
|
|
48.19
|
|
|
|
619,894
|
|
|
|
8/11/2016
(Performance
Shares)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
11,350
|
|
|
|
22,700
|
|
|
|
45,400
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
8/11/2016
(Management
Incentive Plan)
|
|
|
443,625
|
|
|
|
887,250
|
|
|
|
1,774,500
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
M. Eisele
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,300
|
|
|
|
|
|
|
|
|
|
|
|
110,837
|
|
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
15,800
|
|
|
|
48.19
|
|
|
|
135,844
|
|
|
|
8/11/2016
(Performance
Shares)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,500
|
|
|
|
5,000
|
|
|
|
10,000
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
8/11/2016
(Management
Incentive Plan)
|
|
|
146,738
|
|
|
|
293,475
|
|
|
|
586,950
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
F. Bauer
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,900
|
|
|
|
|
|
|
|
|
|
|
|
91,561
|
|
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
13,200
|
|
|
|
48.19
|
|
|
|
113,490
|
|
|
|
8/11/2016
(Performance
Shares)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,100
|
|
|
|
4,200
|
|
|
|
8,400
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
8/11/2016
(Management
Incentive Plan)
|
|
|
109,450
|
|
|
|
218,900
|
|
|
|
437,800
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
T. Barlett
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,800
|
|
|
|
|
|
|
|
|
|
|
|
86,742
|
|
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
12,300
|
|
|
|
48.19
|
|
|
|
105,752
|
|
|
|
8/11/2016
(Performance
Shares)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,950
|
|
|
|
3,900
|
|
|
|
7,800
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
8/11/2016
(Management
Incentive Plan)
|
|
|
106,800
|
|
|
|
213,600
|
|
|
|
427,200
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
K. Loring
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,800
|
|
|
|
|
|
|
|
|
|
|
|
86,742
|
|
|
|
8/11/2016
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
12,100
|
|
|
|
48.19
|
|
|
|
104,032
|
|
|
|
8/11/2016
(Performance
Shares)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,900
|
|
|
|
3,800
|
|
|
|
7,600
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
8/11/2016
(Management
Incentive Plan)
|
|
|
92,125
|
|
|
|
184,250
|
|
|
|
368,500
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
(1)
|
The 2017 Management Incentive Plan is described in the Compensation Discussion and Analysis at pages 19-20. Payouts under the plan are shown in the column marked Non-Equity Incentive Plan Compensation in the
Summary Compensation Table.
|
(2)
|
The 2017-2019 performance shares program is described in the Compensation Discussion and Analysis at pages 22-23.
|
(3)
|
RSUs are described in the Compensation Discussion and Analysis at page 22.
|
(4)
|
SARs are described in the Compensation Discussion and Analysis at pages 21-22. Their base price is our stocks closing price on the NYSE on the grant date.
|
Applied
Industrial Technologies, Inc.
30
Outstanding Equity Awards at Fiscal 2017 Year-End
The following table presents information regarding the NEOs outstanding SARs, RSUs, and performance shares at June 30, 2017.
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Name
|
|
Option Awards
|
|
Stock Awards
|
|
Number of
Securities
Underlying
Unexercised
Options
(#) Exercisable
|
|
Number of
Securities
Underlying
Unexercised
Options
(#) Unexercisable
|
|
Option
Exercise
Price
($/Share)
|
|
Option
Expiration
Date
|
|
Number of
Units of
Stock That
Have
Not
Vested (#)
|
|
Market
Value
of Units of
Stock That
Have
Not
Vested ($)
|
|
Equity Incentive
Plan Awards:
Number of
Unearned Shares
That Have
Not
Vested (#)
|
|
Equity Incentive
Plan Awards:
Market or Payout
Value of
Unearned Shares
That Have
Not
Vested ($)
|
N. Schrimsher
|
|
|
|
27,600
|
|
|
|
|
0
|
|
|
|
|
32.30
|
|
|
|
|
10/25/2021
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
60,000
|
|
|
|
|
0
|
|
|
|
|
32.30
|
|
|
|
|
10/25/2021
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
34,400
|
|
|
|
|
0
|
|
|
|
|
41.29
|
|
|
|
|
8/9/2022
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
26,250
|
|
|
|
|
8,750
|
(1)
|
|
|
|
50.74
|
|
|
|
|
8/13/2023
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
18,750
|
|
|
|
|
18,750
|
(2)
|
|
|
|
49.04
|
|
|
|
|
8/12/2024
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
16,200
|
|
|
|
|
48,600
|
(3)
|
|
|
|
38.36
|
|
|
|
|
8/11/2025
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
0
|
|
|
|
|
72,100
|
(4)
|
|
|
|
48.19
|
|
|
|
|
8/11/2026
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
9,600
|
(5)
|
|
|
|
566,880
|
|
|
|
|
5,515
|
(6)
|
|
|
|
325,661
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
11,700
|
(7)
|
|
|
|
690,885
|
|
|
|
|
19,250
|
(8)
|
|
|
|
1,136,713
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
10,600
|
(9)
|
|
|
|
625,930
|
|
|
|
|
25,250
|
(10)
|
|
|
|
1,491,013
|
|
M. Eisele (11)
|
|
|
|
11,500
|
|
|
|
|
0
|
|
|
|
|
41.29
|
|
|
|
|
8/9/2022
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
7,875
|
|
|
|
|
2,625
|
(1)
|
|
|
|
50.74
|
|
|
|
|
8/13/2023
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
5,050
|
|
|
|
|
5,050
|
(2)
|
|
|
|
49.04
|
|
|
|
|
8/12/2024
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
3,800
|
|
|
|
|
11,400
|
(3)
|
|
|
|
38.36
|
|
|
|
|
8/11/2025
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
0
|
|
|
|
|
15,800
|
(4)
|
|
|
|
48.19
|
|
|
|
|
8/11/2026
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,600
|
(5)
|
|
|
|
153,530
|
|
|
|
|
1,487
|
(6)
|
|
|
|
87,807
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,800
|
(7)
|
|
|
|
165,340
|
|
|
|
|
4,507
|
(8)
|
|
|
|
266,138
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,300
|
(9)
|
|
|
|
135,815
|
|
|
|
|
5,562
|
(10)
|
|
|
|
328,436
|
|
F. Bauer
|
|
|
|
8,800
|
|
|
|
|
0
|
|
|
|
|
26.96
|
|
|
|
|
8/9/2021
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
8,400
|
|
|
|
|
0
|
|
|
|
|
41.29
|
|
|
|
|
8/9/2022
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
5,700
|
|
|
|
|
1,900
|
(1)
|
|
|
|
50.74
|
|
|
|
|
8/13/2023
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
3,650
|
|
|
|
|
3,650
|
(2)
|
|
|
|
49.04
|
|
|
|
|
8/12/2024
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
3,000
|
|
|
|
|
9,000
|
(3)
|
|
|
|
38.36
|
|
|
|
|
8/11/2025
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
0
|
|
|
|
|
13,200
|
(4)
|
|
|
|
48.19
|
|
|
|
|
8/11/2026
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,900
|
(5)
|
|
|
|
112,195
|
|
|
|
|
1,082
|
(6)
|
|
|
|
63,892
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,200
|
(7)
|
|
|
|
129,910
|
|
|
|
|
3,589
|
(8)
|
|
|
|
211,930
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,900
|
(9)
|
|
|
|
112,195
|
|
|
|
|
4,672
|
(10)
|
|
|
|
275,882
|
|
T. Barlett
|
|
|
|
7,300
|
|
|
|
|
0
|
|
|
|
|
29.27
|
|
|
|
|
9/3/2020
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
6,800
|
|
|
|
|
0
|
|
|
|
|
26.96
|
|
|
|
|
8/9/2021
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
6,600
|
|
|
|
|
0
|
|
|
|
|
41.29
|
|
|
|
|
8/9/2022
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
4,950
|
|
|
|
|
1,650
|
(1)
|
|
|
|
50.74
|
|
|
|
|
8/13/2023
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
3,250
|
|
|
|
|
3,250
|
(2)
|
|
|
|
49.04
|
|
|
|
|
8/12/2024
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,875
|
|
|
|
|
8,625
|
(3)
|
|
|
|
38.36
|
|
|
|
|
8/11/2025
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
0
|
|
|
|
|
12,300
|
(4)
|
|
|
|
48.19
|
|
|
|
|
8/11/2026
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,700
|
(5)
|
|
|
|
100,385
|
|
|
|
|
946
|
(6)
|
|
|
|
55,861
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,100
|
(7)
|
|
|
|
124,005
|
|
|
|
|
3,437
|
(8)
|
|
|
|
202,955
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,800
|
(9)
|
|
|
|
106,290
|
|
|
|
|
4,338
|
(10)
|
|
|
|
256,159
|
|
K. Loring
|
|
|
|
14,950
|
|
|
|
|
14,950
|
(2)
|
|
|
|
49.04
|
|
|
|
|
8/12/2024
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,750
|
|
|
|
|
8,250
|
(3)
|
|
|
|
38.36
|
|
|
|
|
8/11/2025
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
0
|
|
|
|
|
12,100
|
(4)
|
|
|
|
48.19
|
|
|
|
|
8/11/2026
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
3,850
|
(5)
|
|
|
|
227,343
|
|
|
|
|
946
|
(6)
|
|
|
|
55,861
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
2,000
|
(7)
|
|
|
|
118,100
|
|
|
|
|
3,285
|
(8)
|
|
|
|
193,979
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
1,800
|
(9)
|
|
|
|
106,290
|
|
|
|
|
4,227
|
(10)
|
|
|
|
249,604
|
|
Applied
Industrial Technologies, Inc.
31
(1)
|
These SARs vested on August 13, 2017.
|
(2)
|
Half of these SARs vested on August 12, 2017. The remaining SARs vest on August 12, 2018.
|
(3)
|
One third of these SARs vested on August 11, 2017. The remaining SARs vest in equal increments on August 11, 2018 and 2019.
|
(4)
|
One quarter of these SARs vested on August 11, 2017. The remaining SARs vest in equal increments on August 11, 2018, 2019, and 2020.
|
(5)
|
These RSUs vested on August 12, 2017 except, for Mr. Lorings holdings, 2,725 vested on August 12, 2017 and 1,125 vest on August 12, 2018.
|
(6)
|
These awards are the 2015-2017 performance shares described in the Compensation Discussion and Analysis at page 24. The performance period ended on June 30, 2017 and performance for the final year was certified on
August 10, 2017.
|
(7)
|
These RSUs vest on August 11, 2018.
|
(8)
|
These awards are the 2016-2018 performance shares described in the Compensation Discussion and Analysis at page 23. The performance period ends on June 30, 2018. The amounts shown include performance shares banked
for 2016 and 2017, and targeted for 2018.
|
(9)
|
These RSUs vest on August 11, 2019.
|
(10)
|
These awards are the 2017-2019 performance shares described in the Compensation Discussion and Analysis at pages 22-23. The performance period ends on June 30, 2019. The amounts shown include performance
shares banked for 2017 and targeted for 2018 and 2019.
|
(11)
|
Mr. Eisele retired from Applied on August 31, 2017. Pursuant to the award terms, his performance shares and RSUs vested on a prorated basis pegged to the portion of the three-year terms during which he worked
(and company performance, in the case of the performance shares), and his unvested SARs vested in full. All of his SARs expiration dates accelerated to August 31, 2020.
|
Option Exercises and Stock VestedFiscal Year 2017
The following table shows the value realized in 2017 by the NEOs on the exercise of SARs and the vesting of RSUs and banked performance shares.
|
|
|
|
|
|
|
|
|
|
|
Option Awards
|
|
Stock Awards
|
Name
|
|
Number of Shares
Acquired on Exercise (#)
|
|
Value Realized
on Exercise ($)
|
|
Number of Shares
Acquired on Vesting (#)
|
|
Value Realized
on Vesting ($)
|
N.
Schrimsher
|
|
0
|
|
0
|
|
16,328
|
|
747,659
|
M. Eisele
|
|
65,625
|
|
1,633,213
|
|
4,935
|
|
225,974
|
F. Bauer
|
|
36,700
|
|
1,039,143
|
|
3,598
|
|
164,752
|
T. Barlett
|
|
9,300
|
|
369,117
|
|
3,044
|
|
139,385
|
K. Loring
|
|
0
|
|
0
|
|
1,125
|
|
51,514
|
Nonqualified Deferred Compensation
Applied maintains three nonqualified, unfunded defined contribution plans for key employees, including executive officers. Eligibility is limited to
highly compensated or select management employees whose benefits under the Retirement Savings Plan (RSP) are subject to certain Code limitations.
Key Executive Restoration Plan (KERP)
The
KERP is an unfunded, nonqualified deferred compensation plan adopted in 2012. To participate, an executive must be designated by the Committee or the Board. Applied credits a bookkeeping account for each participant with an amount equal to
(i) 6.25% (unless the Committee or the Board specifies a different percentage) of the participants base salary and annual actual cash incentive pay minus (ii) the amount of company contributions credited to the participant under the
RSP for the calendar year.
To be eligible for KERP account credits, participants must elect to make 401(k) contributions under the RSP of either 6%
of compensation or the contribution limit applicable under the Code and must be employed on the last day of a year or have retired, died, or become disabled during the year. Unless otherwise determined by the Committee or the Board, credits to a
participants account vest based on years of service with Applied, 25% per year. In addition, a participant will be 100% vested in the event of attainment of age 65, death, disability, or certain separations from service within one year
after a change in control (as defined in the KERP).
Account balances are deemed invested in mutual funds selected by the participant from a menu of
diverse investment options.
Applied
Industrial Technologies, Inc.
32
The Committee has designated each NEO as a participant. The Committee set the account credit percentage for
Mr. Schrimsher at 10%. His account fully vested when he reached five years of service in October 2016.
Supplemental Defined Contribution Plan
The Supplemental Defined Contribution Plan permits highly compensated employees to defer a portion of their compensation that cannot be deferred under
the RSP due to Code limitations.
Participants are always vested in their Supplemental Defined Contribution Plan deferrals and have a menu of diverse
investment options. Applied does not contribute to the plan.
Participants may receive distributions in a lump sum or in installments, as specified
in the deferral election form. Acceleration of distributions is prohibited and a distribution change must comply with Code section 409A. Other than a date specified in a deferral election form, the plan only permits withdrawals, while employed,
due to an unforeseeable emergency as allowed under section 409A.
Four NEOs have plan accounts. Mr. Schrimsher made deferrals into the plan
in 2017.
Deferred Compensation Plan
The Deferred
Compensation Plan permits executive officers to defer a portion or all of the awards payable under an annual incentive plan or performance shares program. The plans purpose is to promote increased efforts on Applieds behalf through
increased investment in Applied stock.
The plan provides each Management Incentive Plan participant the opportunity to defer payment of his or her
cash award. A participant who makes a deferral may have the amounts deemed invested in Applied stock and/or in a money market fund.
Participants may
receive distributions in a lump sum or in installments, as specified in a deferral election form. Acceleration of distributions is prohibited and a distribution change must comply with Code section 409A. Other than a date specified in a
deferral election form, the plan only permits withdrawals, while employed, due to an unforeseeable emergency under section 409A.
Although no
NEO deferred pay into the Deferred Compensation Plan in 2017, Messrs. Barlett and Eisele have plan accounts due to past deferrals.
Applied
Industrial Technologies, Inc.
33
Nonqualified Deferred Compensation Fiscal Year 2017
The following table presents contributions, earnings, distributions, and balance information for the NEOs Deferred Compensation Plan, Key Executive
Restoration Plan, and Supplemental Defined Contribution Plan accounts for 2017.
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Name and Plan
|
|
Executive
Contributions
in Last FY ($)
|
|
|
Registrant
Contributions
in Last FY ($) (1)
|
|
|
Aggregate
Earnings (Losses)
in Last FY ($)
|
|
|
Aggregate
Withdrawals/
Distributions ($)
|
|
|
Aggregate
Balance at
Last FYE ($)
|
|
N.
Schrimsher
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Key Executive
Restoration Plan
|
|
|
0
|
|
|
|
119,699
|
|
|
|
102,862
|
|
|
|
0
|
|
|
|
802,960
|
|
Supplemental Defined Contribution
Plan
|
|
|
207,632
|
|
|
|
0
|
|
|
|
197,705
|
|
|
|
0
|
|
|
|
1,499,098
|
|
M. Eisele
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Deferred Compensation Plan
|
|
|
0
|
|
|
|
0
|
|
|
|
114,326
|
|
|
|
0
|
|
|
|
456,293
|
|
Key Executive Restoration Plan
|
|
|
0
|
|
|
|
31,377
|
|
|
|
2,645
|
|
|
|
0
|
|
|
|
157,117
|
|
Supplemental Defined Contribution Plan
|
|
|
0
|
|
|
|
0
|
|
|
|
135,278
|
|
|
|
0
|
|
|
|
1,077,657
|
|
F. Bauer
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Key Executive
Restoration Plan
|
|
|
0
|
|
|
|
26,691
|
|
|
|
18,925
|
|
|
|
0
|
|
|
|
144,858
|
|
Supplemental Defined Contribution
Plan
|
|
|
0
|
|
|
|
0
|
|
|
|
27,731
|
|
|
|
0
|
|
|
|
212,755
|
|
T. Barlett
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Deferred Compensation Plan
|
|
|
0
|
|
|
|
0
|
|
|
|
147,827
|
|
|
|
49,958
|
|
|
|
585,001
|
|
Key Executive Restoration Plan
|
|
|
0
|
|
|
|
23,859
|
|
|
|
5,947
|
|
|
|
0
|
|
|
|
101,203
|
|
Supplemental Defined Contribution Plan
|
|
|
0
|
|
|
|
0
|
|
|
|
4,899
|
|
|
|
0
|
|
|
|
315,779
|
|
K. Loring
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Key Executive Restoration Plan
|
|
|
0
|
|
|
|
21,936
|
|
|
|
7,775
|
|
|
|
0
|
|
|
|
64,065
|
|
|
(1)
|
Key Executive Restoration Plan credits are shown net of withholding for certain taxes. The gross amounts are shown as a component of All Other Compensation in note (4) to the Summary Compensation Table
on page 28.
|
Pension Plans
The SERP, a nonqualified defined benefit plan, provides supplemental retirement benefits to designated executive officers. In 2012, the Committee froze
participation in the SERP and stopped the accrual of additional plan benefits (by virtue of years of service and compensation levels) for existing participants. Messrs. Barlett and Bauer are the only remaining active participants. Mr. Eisele
was a participant and retired in August 2017.
The SERPs principal features follow:
Retirement Benefits.
Except as described below, the annual normal retirement benefit, calculated in a single life annuity form, is 45%
of a participants average base salary and annual incentive pay for the highest three calendar years during the last 10 calendar years of service prior to calendar 2012. To receive a normal retirement benefit, a participant must separate from
service at or after age 65, with at least five years service as an executive officer. To receive an early retirement benefit prior to attainment of age 65, a participant must separate from service after reaching age 55 and
completing at least 10 years service with Applied, of which at least five were as an executive officer; each participant has the requisite years of service. Mr. Barlett is eligible for early retirement but Mr. Bauer is 51 years
old and, therefore, not yet eligible.
Normal and early retirement benefits are reduced by 5% for each year that a participants years of
service are less than 20. In addition, early retirement benefits are reduced by 5% for each year that the commencement of benefits precedes age 65.
Disability Benefits.
If a participant with at least five years of service as an executive officer becomes disabled, as defined in
regulations under Code section 409A, the participant will receive a monthly SERP disability benefit until the earlier of age 65 or death. The monthly benefit, when added to other long-term disability benefits under Applied programs, will
equal 1/12th of 60% of the average of the participants highest three calendar years of total compensation (base salary plus annual incentive pay) during the last 10 calendar years of service with Applied.
Applied
Industrial Technologies, Inc.
34
Deferred Vested Benefits.
Deferred vested benefits will be paid at age 65 to a
participant who separates from service for reasons other than cause or disability prior to attainment of age 55 with at least 10 years service, of which at least five were as an executive officer. The benefits will equal 25% of the
participants accrued normal retirement benefit at the time of separation.
Payment Forms.
Normal and early retirement
benefits are paid as designated by the participant pursuant to Code section 409A. The active participants have elected to receive substantially equal annual installments for either three or five years. Deferred vested benefits are payable in
three substantially equal annual installments following attainment of age 65.
Death Benefits.
If a participant dies before
receiving a SERP benefit, the participants designated beneficiary will receive the present value of the participants accrued benefit in a lump sum or installments, as the participant elects in advance.
Change in Control.
If a SERP participant incurs a separation from service effected either by Applied without cause or by the
participant for good reason within two years after a change in control, or is receiving, or is eligible to receive, a retirement benefit when the change in control occurs, the participant is entitled to receive the actuarial equivalent
of the benefit in a lump sum. In addition, if such a separation follows a change in control, a participant under age 55 will be credited with additional years of age for benefit calculation purposes equal to the difference between the
participants age and 55.
Noncompetition.
Except if a change in control occurs, payment of SERP benefits is conditioned on the
participant not competing with Applied.
Pension Benefits Fiscal 2017 Year-End
The following table shows the present value of accumulated benefits payable to the NEOs and their years of credited service under the SERP.
|
|
|
|
|
|
|
|
|
Name
|
|
Plan Name
|
|
Number of Years
Credited Service (#) (1)
|
|
Present Value of Accumulated
Benefit ($) (2) (3)
|
|
Payments during
Last Fiscal Year ($)
|
N. Schrimsher
|
|
|
|
|
|
|
|
|
M. Eisele (4)
|
|
SERP
|
|
20.6
|
|
4,748,800
|
|
0
|
F. Bauer
|
|
SERP
|
|
19.3
|
|
2,798,299
|
|
0
|
T. Barlett
|
|
SERP
|
|
36.2
|
|
2,673,963
|
|
0
|
K. Loring
|
|
|
|
|
|
|
|
|
|
(1)
|
In 2012, the Committee stopped the accrual of additional plan benefits by virtue of years of service and compensation levels.
|
|
(2)
|
This figure reflects the estimated present value of the annual pension benefit accrued through June 30, 2017, and payable at age 65. The plans actuary used the following key assumptions to determine the
present values:
|
|
|
|
A discount rate of 2.75%, the FASB ASC 715 discount rate as of June 30, 2017,
|
|
|
|
The Code section 417(e) 2017 Optional Combined Unisex Mortality Table and a three-segment interest rate structure in effect for January 2017 with 2.00% for the first five years, 3.91% for the next 15 years, and
4.66% thereafter, and
|
|
|
|
No probability of termination, retirement, death, or disability before normal retirement age.
|
Actual
payments after retirement are determined based on the Code section 417(e) interest rate and mortality table in effect at that time, along with the participants age.
|
(3)
|
SERP benefits are not subject to deductions for Social Security benefits or other material offset amounts. Mr. Barlett is fully vested in his benefits. Mr. Bauer is under 55 years of age but eligible for
deferred vested benefits. Mr. Eisele was fully vested at the time of his retirement.
|
|
(4)
|
Mr. Eisele retired in August 2017. Subject to compliance with the SERP, Mr. Eisele will receive his benefit in three installments beginning in March 2018.
|
Potential Payments upon Termination or Change in Control
The summaries and tables in this section describe compensation and benefits that would have been payable to the NEOs at June 30, 2017, if, as of
that date, there had occurred
|
|
|
A termination of the executives employment with Applied prior to a change in control,
|
|
|
|
A termination of employment due to death, disability, or retirement,
|
Applied
Industrial Technologies, Inc.
35
|
|
|
A change in control of Applied, or
|
|
|
|
A termination of employment following a change in control.
|
Compensation and benefits earned or accrued
prior to the event, and not contingent on the events occurrence, are not included in the summaries or tables.
Payments in the Event of a Termination
Except for Mr. Schrimsher, Applied does not have a formal severance arrangement that provides payments to the NEOs if termination of
employment occurs (other than in the circumstance of a change in control or by reason of death, disability, or retirement). The Board of Directors and its Executive Organization & Compensation Committee retain discretion to determine
severance benefits, if any, to be offered.
Upon his hire, Applied and Mr. Schrimsher entered into an executive severance agreement providing
that, if his service with Applied were terminated within a year of the agreement effective date by Applied without cause or by him for good cause, he would be entitled to severance in an amount equal to his base salary plus
target annual incentive pay for a period running from his termination date to the second anniversary of the agreement effective date. He would not, however, be entitled to payment under the executive severance agreement if he received payment under
his change in control agreement. The executive severance agreement automatically renews annually (as it did in October 2016) unless Applied elects not to renew it prior to expiration of the then-current term.
Regardless of reason, if an NEOs employment terminates (other than in the circumstance of a change in control or by reason of death, disability or
retirement) prior to the end of a vesting or performance period, then the following shall occur:
|
|
|
Awards under an annual cash incentive plan are forfeited, except as noted above under Mr. Schrimshers executive severance agreement.
|
|
|
|
Performance shares, RSUs, and unvested SARs are forfeited.
|
|
|
|
Unvested KERP account balances are forfeited.
|
|
|
|
Accrued SERP benefits are forfeited if the participant separates from service prior to becoming eligible for normal, early, or deferred vested retirement benefits.
|
|
|
|
The accrual of other compensation and benefits under Applieds qualified and nonqualified benefit plans will cease.
|
Payments in the Event of Death, Disability, or Retirement
If
an NEOs employment terminates by reason of death, disability, or retirement (other than following a change in control), then the following shall occur:
|
|
|
Awards under an annual cash incentive plan are payable pro rata at the end of the performance period based on the portion of the period during which the executive worked and the actual achievement of performance
targets.
|
|
|
|
Performance shares are payable at the end of the performance period based on the portion of the period during which the executive worked and tied to actual performance.
|
|
|
|
RSUs are payable pro rata, pegged to the portion of the three-year term during which the executive worked.
|
|
|
|
SARs that have not yet vested will vest, but the term for all the outstanding SARs is truncated to three years.
|
|
|
|
Unvested KERP account balances vest in the event of death, disability, or attainment of age 65. Accounts are also credited for the portion of the calendar year worked in the event of death, disability, or retirement
after attaining age 55 with at least ten years of service.
|
|
|
|
SERP benefits payable on death, separation from service, or termination due to disability are more fully described in Pension Plans.
|
|
|
|
Upon retirement after attaining age 55 with at least ten years of service or termination due to disability after reaching age 55, Applied provides continuation health care coverage, at the active employee premium
rate, for the 18-month COBRA period. In addition, when the retiree attains age 65, Applied provides Medicare supplement coverage through a third-party policy. Individuals first elected as executive officers after 2012 are not eligible for these
benefits.
|
|
|
|
The accrual of other compensation and benefits under Applieds qualified and nonqualified benefit plans will cease.
|
Applied
Industrial Technologies, Inc.
36
Payments in the Event of a Change in Control
Change in Control Agreements.
The companys only change in control agreements are with five executive officers. Agreements entered
into after 2011 include more restrictive terms.
The agreements obligate Applied to provide severance benefits to an executive officer who incurs a
separation from service effected either by the officer for good reason or by Applied without cause if the separation occurs within two years (three years in older agreements entered into with Messrs. Barlett and Bauer) after
a change in control. The executive officer, in turn, is required not to compete with Applied for three years following the separation (one year for Messrs. Barlett and Bauer) and to hold in confidence Applied confidential information and trade
secrets.
No compensation or benefits are payable under a change in control agreement on termination of the executives employment prior to a
change in control, or following a change in control if the executives employment is terminated by Applied for cause or by reason of death, disability, or retirement.
The compensation and principal benefits to be provided under the outstanding agreements with the NEOs follow:
|
|
|
A lump sum severance payment equal to three times (one and one-half times for Mr. Loring) the aggregate amount of the executives annual base salary and target annual incentive pay, reduced proportionately if the
officer would reach age 65 within three years after termination (Mr. Schrimshers agreement also entitles him to a prorated target annual incentive payment for the year in which termination occurs),
|
|
|
|
A cash payment for vested, unexercised SARs, equal to the difference between the exercise price and the higher of (i) the mean of the high and low trading prices on the NYSE on the termination date, and
(ii) the highest price paid for Applied common stock in connection with the change in control,
|
|
|
|
Continued participation in Applieds employee benefit plans, programs, and arrangements, or equivalent benefits for three years (one and one-half years for Mr. Loring) after termination at the levels in effect
immediately before termination,
|
|
|
|
Outplacement services, and
|
|
|
|
In the older agreements, with Messrs. Barlett and Bauer, an additional payment in an amount sufficient, after payment of taxes on the additional payment, to pay any required parachute excise tax. This
gross-up is not included in agreements entered into subsequent to 2011, including those with Messrs. Schrimsher and Loring; instead, these agreements provide that if the executives change in control payment would be subject to the excise
tax, then the payment will be reduced as necessary to avoid application of the excise tax.
|
Change in control is generally
defined as follows:
|
|
|
A merger of Applied with another entity or a sale of substantially all of Applieds assets to a third party, following which Applieds shareholders prior to the transaction hold less than a majority of the
combined voting power of the merged entities or asset acquirer,
|
|
|
|
Acquisition of beneficial ownership by a person of 30% or more (20% or more in the agreements with Messrs. Barlett and Bauer) of Applieds then-outstanding common stock, or
|
|
|
|
One half or more (one quarter or more in the agreements with Messrs. Barlett and Bauer) of the members of the Board of Directors being persons other than (i) directors who were in office on the agreement date, or
(ii) directors who are elected after such date and whose nomination or election is approved by two-thirds of directors then in office or their successors approved by that proportion.
|
Good reason means the following:
|
|
|
Diminution of position or assigned duties, excluding an isolated, insubstantial, and inadvertent action not taken in bad faith,
|
|
|
|
Reduction of compensation, incentive compensation potential, or benefits following a change in control, other than an isolated, insubstantial, and inadvertent failure not occurring in bad faith,
|
|
|
|
Applied requiring the executive to change principal place of employment or to travel to a greater extent than required immediately prior to a change in control, or
|
|
|
|
Failure of a successor to Applied to assume Applieds obligations under the agreement.
|
Applied
Industrial Technologies, Inc.
37
Applied may modify or terminate its obligations under the agreements prior to a change in control so long
as the modification or termination is not made in anticipation of or in connection with a change in control.
2015 Long-Term Performance
Plan.
The 2015 Long-Term Performance Plan provides that if an executive officer incurs a separation from service effected either by Applied without cause or by the officer for good reason (as each term is defined
in the plan) within one year following a change in control, then unvested SARs become exercisable and awards under a cash incentive plan become earned at the target amount. In addition, under the same circumstances, pursuant to the award terms and
conditions, RSUs will vest in full, and performance shares will be payable at the target amount on a pro rata basis pegged to the timing of the separation in the three-year performance period.
Key Executive Restoration Plan
.
If a KERP participant incurs a separation from service effected either by Applied without
cause or by the participant for good reason within one year after a change in control, unvested balances in the participants account will vest.
Supplemental Executive Retirement Benefits Plan.
If a SERP participant incurs a separation from service effected either by Applied
without cause or by the participant for good reason within two years after a change in control, or is receiving, or is eligible to receive, a retirement benefit when the change in control occurs, the participant is entitled
to receive the benefits actuarial equivalent in a lump sum. In addition, if such a separation occurs following a change in control, a participant under age 55 will be credited with additional years of age equal to the difference between the
participants age and 55.
Quantitative Disclosure.
The following tables assume a termination or change in control occurred
on June 30, 2017, the last day of our fiscal year, and Applieds stock price for all calculations is $59.05, the closing price on the NYSE on that date. The tables include amounts earned through that time and estimates of amounts that
would be paid on the occurrence of the events shown. The actual amounts can be determined only at the time of the event. The amounts shown do not include benefits and payments that are generally available to salaried employees on a nondiscriminatory
basis. Also, as noted above, compensation and benefits earned by an executive prior to an event, and not contingent on the events occurrence, are not reflected in the tables
.
Applied
Industrial Technologies, Inc.
38
Neil A. Schrimsher, President & Chief Executive Officer
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Benefits and
Payments
|
|
Termination
(No Change
in Control)
($)
|
|
|
Normal
Retirement
($) (1)
|
|
Early
Retirement
($) (2)
|
|
Termination
for Cause
Following
Change in
Control
($)
|
|
Termination
Without
Cause or
for Good
Reason
Following
Change in
Control
($)
|
|
|
Change in
Control (No
Termination)
($)
|
|
Death
($)
|
|
|
Termination
due to
Disability
($)
|
|
Base Salary
|
|
|
1,099,658
|
|
|
0
|
|
0
|
|
0
|
|
|
2,535,000
|
|
|
0
|
|
|
0
|
|
|
|
0
|
|
Management Incentive Plan
|
|
|
1,154,641
|
|
|
0
|
|
0
|
|
0
|
|
|
2,661,750
|
|
|
0
|
|
|
0
|
|
|
|
0
|
|
Performance Shares
|
|
|
0
|
|
|
0
|
|
0
|
|
0
|
|
|
1,563,762
|
|
|
0
|
|
|
1,563,762
|
|
|
|
1,563,762
|
|
SARs
|
|
|
0
|
|
|
0
|
|
0
|
|
0
|
|
|
2,048,940
|
|
|
0
|
|
|
2,048,940
|
|
|
|
2,048,940
|
|
RSUs
|
|
|
0
|
|
|
0
|
|
0
|
|
0
|
|
|
1,883,695
|
|
|
0
|
|
|
1,177,167
|
|
|
|
1,177,167
|
|
KERP (3)
|
|
|
0
|
|
|
0
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
65,473
|
|
|
|
65,473
|
|
Health Care and
Welfare Benefits (4)
|
|
|
0
|
|
|
0
|
|
0
|
|
0
|
|
|
57,267
|
|
|
0
|
|
|
0
|
|
|
|
0
|
|
Life/Disability
Insurance Proceeds (5)
|
|
|
0
|
|
|
0
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
300,000
|
|
|
|
|
*
|
Outplacement Services
|
|
|
0
|
|
|
0
|
|
0
|
|
0
|
|
|
20,000
|
|
|
0
|
|
|
0
|
|
|
|
0
|
|
Total
|
|
|
2,254,299
|
|
|
0
|
|
0
|
|
0
|
|
|
10,770,414
|
|
|
0
|
|
|
5,155,342
|
|
|
|
4,855,342
|
*
|
(1)
|
Normal retirement under Applieds plans is separation from service after attainment of age 65. Mr. Schrimsher is age 53 and therefore ineligible for normal retirement.
|
(2)
|
Mr. Schrimsher is ineligible for early retirement under Applieds plans because he is only age 53 and has less than 10 years of service; early retirement is defined as separation from service
after attainment of age 55 with at least 10 years of service, five of which are as an executive officer.
|
(3)
|
KERP estimates are based on value of company account credits for preceding calendar year.
|
(4)
|
Includes health care benefits and accidental death and dismemberment insurance.
|
(5)
|
Proceeds are payable from third-party insurance policies.
|
*
|
Applieds supplemental long-term disability (LTD) insurance, with premiums paid by the executive, provides a monthly disability benefit equal to 60% of monthly total compensation (monthly base salary
plus the average of the three most recent years annual incentive compensation divided by 12), minus the basic plan benefit of 60% of base salary, up to an additional $3,000 per month benefit. The aggregate maximum monthly LTD benefit, under
the basic and supplemental programs, is $21,000.
|
Applied
Industrial Technologies, Inc.
39
Mark O. Eisele, Retired Vice President Chief Financial Officer & Treasurer
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Benefits and
Payments
|
|
Termination
(No Change
in Control)
($)
|
|
Normal
Retirement
($) (1)
|
|
Early
Retirement
($) (2)
|
|
|
Termination
for Cause
Following
Change in
Control
($)
|
|
Termination
Without
Cause or
for Good
Reason
Following
Change in
Control
($)
|
|
|
Change in
Control (No
Termination)
($)
|
|
|
Death
($)
|
|
|
Termination
due to
Disability
($)
|
|
Base Salary
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
1,354,500
|
|
|
|
0
|
|
|
|
0
|
|
|
|
0
|
|
Management Incentive Plan
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
880,425
|
|
|
|
0
|
|
|
|
0
|
|
|
|
0
|
|
Performance Shares
|
|
0
|
|
0
|
|
|
369,476
|
|
|
0
|
|
|
369,476
|
|
|
|
0
|
|
|
|
369,476
|
|
|
|
369,476
|
|
SARs
|
|
0
|
|
0
|
|
|
479,818
|
|
|
0
|
|
|
479,818
|
|
|
|
0
|
|
|
|
479,818
|
|
|
|
479,818
|
|
RSUs
|
|
0
|
|
0
|
|
|
294,961
|
|
|
0
|
|
|
454,685
|
|
|
|
0
|
|
|
|
294,961
|
|
|
|
294,961
|
|
KERP (3)
|
|
0
|
|
0
|
|
|
16,708
|
|
|
0
|
|
|
0
|
|
|
|
0
|
|
|
|
16,708
|
|
|
|
16,708
|
|
SERP (4)
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
0
|
|
|
|
0
|
|
|
|
0
|
|
|
|
467,072
|
*
|
Welfare Benefits (5)
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
135
|
|
|
|
0
|
|
|
|
0
|
|
|
|
0
|
|
Life/Disability
Insurance Proceeds (6)
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
0
|
|
|
|
0
|
|
|
|
300,000
|
|
|
|
|
*
|
Outplacement Services
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
20,000
|
|
|
|
0
|
|
|
|
|
|
|
|
0
|
|
Excise Tax Gross-Up
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
0
|
|
|
|
0
|
|
|
|
|
|
|
|
0
|
|
Total
|
|
0
|
|
0
|
|
|
1,160,963
|
|
|
0
|
|
|
3,559,039
|
|
|
|
0
|
|
|
|
1,460,963
|
|
|
|
1,628,035
|
*
|
(1)
|
Normal retirement under Applieds plans is separation from service after attainment of age 65. Mr. Eisele is age 60 and was therefore ineligible for normal retirement.
|
(2)
|
Early retirement is defined as separation from service after attainment of age 55 with at least 10 years of service, five of which are as an executive officer. In August 2017, Mr. Eisele retired early
from Applied.
|
(3)
|
KERP estimates are based on value of company account credits for preceding calendar year.
|
(4)
|
In determining the value of SERP disability benefits, the RP-2014 disability table for males without collar adjustment, with fully generational mortality improvement projection using scale MP-2014, is used for
post-retirement mortality. A 2.75% interest rate is used for temporary annuity payments under the disability benefit provisions.
|
(5)
|
Includes accidental death and dismemberment insurance.
|
(6)
|
Proceeds are payable from third-party insurance policies and the SERP.
|
*
|
Applieds supplemental long-term disability (LTD) insurance, with premiums paid by the executive, provides a monthly disability benefit equal to 60% of monthly total compensation (monthly base salary
plus the average of the three most recent years annual incentive compensation divided by 12), minus the basic plan benefit of 60% of base salary, up to an additional $3,000 per month benefit. The aggregate maximum monthly LTD benefit, under
the basic and supplemental programs, is $21,000. In addition, the SERP provides a monthly disability benefit to participants, which, when added to amounts payable under the basic and supplemental LTD programs, equals 1/12
th
of 60% of the average of the highest three of the last 10 calendar years of total compensation (base salary plus annual incentive).
|
Applied
Industrial Technologies, Inc.
40
Fred D. Bauer, Vice President General Counsel & Secretary
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Benefits and
Payments
|
|
Termination
(No Change
in Control)
($)
|
|
Normal
Retirement
($) (1)
|
|
Early
Retirement
($)
(2)
|
|
Termination
for Cause
Following
Change in
Control
($)
|
|
Termination
Without
Cause or
for Good
Reason
Following
Change in
Control
($)
|
|
|
Change in
Control (No
Termination)
($)
|
|
Death
($)
|
|
Termination
due to
Disability
($)
|
|
Base
Salary
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
1,194,000
|
|
|
0
|
|
0
|
|
|
0
|
|
Management Incentive Plan
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
656,700
|
|
|
0
|
|
0
|
|
|
0
|
|
Performance Shares
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
293,892
|
|
|
0
|
|
293,892
|
|
|
293,892
|
|
SARs
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
381,887
|
|
|
0
|
|
381,887
|
|
|
381,887
|
|
RSUs
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
354,300
|
|
|
0
|
|
225,171
|
|
|
225,171
|
|
KERP
(3)
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
14,213
|
|
|
14,213
|
|
SERP
(4)
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
1,430,385
|
|
|
0
|
|
1,357,774
|
|
|
2,818,188
|
*
|
Health
Care and
Welfare Benefits (5)
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
45,495
|
|
|
0
|
|
0
|
|
|
0
|
|
Life/Disability
Insurance Proceeds (6)
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
300,000
|
|
|
|
*
|
Outplacement Services
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
20,000
|
|
|
0
|
|
0
|
|
|
0
|
|
Excise
Tax Gross-Up
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
0
|
|
|
0
|
|
Total
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
4,376,659
|
|
|
0
|
|
2,572,937
|
|
|
3,733,351
|
*
|
(1)
|
Normal retirement under Applieds plans is separation from service after attainment of age 65. Mr. Bauer is age 51 and therefore ineligible for normal retirement.
|
(2)
|
Mr. Bauer is ineligible for early retirement under Applieds plans because he is only age 51; early retirement is defined as separation from service after attainment of age 55 with at
least 10 years of service, five of which are as an executive officer.
|
(3)
|
KERP estimates are based on value of company account credits for preceding calendar year.
|
(4)
|
Calculation of post-termination SERP benefits assumes the executive would receive benefits in the installment payment form at the earliest date he would be eligible. To calculate the estimated present value of the
installments, a 2.75% discount rate and the three-segment interest rate structure in effect for January 2017 under Code section 417(e), with 2.00% for the first five years, 3.91% for the next 15 years, and 4.66% thereafter, is used. In
determining the value of SERP disability benefits, the RP-2014 disability table for males without collar adjustment, with fully generational mortality improvement projection using scale MP-2014, is used for post-retirement mortality. A 2.75%
interest rate is used for temporary annuity payments under the disability benefit provisions.
|
(5)
|
Includes health care benefits and accidental death and dismemberment insurance.
|
(6)
|
Proceeds are payable from third-party insurance policies and the SERP.
|
*
|
Applieds supplemental long-term disability (LTD) insurance, with premiums paid by the executive, provides a monthly disability benefit equal to 60% of monthly total compensation (monthly base salary
plus the average of the three most recent years annual incentive compensation divided by 12), minus the basic plan benefit of 60% of base salary, up to an additional $3,000 per month benefit. The aggregate maximum monthly LTD benefit, under
the basic and supplemental programs, is $21,000. In addition, the SERP provides a monthly disability benefit to participants, which, when added to amounts payable under the basic and supplemental LTD programs, equals 1/12th of 60% of the average of
the highest three of the last 10 calendar years of total compensation (base salary plus annual incentive).
|
Applied
Industrial Technologies, Inc.
41
Todd A. Barlett, Vice President Acquisitions and Global Business Development
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Benefits and
Payments
|
|
Termination
(No Change
in Control)
($)
|
|
Normal
Retirement
($) (1)
|
|
Early
Retirement
($) (2)
|
|
|
Termination
for Cause
Following
Change in
Control
($)
|
|
Termination
Without
Cause or
for Good
Reason
Following
Change in
Control
($)
|
|
|
Change in
Control (No
Termination)
($)
|
|
Death
($)
|
|
Termination
due to
Disability
($)
|
|
Base
Salary
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
1,068,000
|
|
|
0
|
|
0
|
|
|
0
|
|
Management Incentive Plan
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
640,800
|
|
|
0
|
|
0
|
|
|
0
|
|
Performance Shares
|
|
0
|
|
0
|
|
|
272,870
|
|
|
0
|
|
|
272,870
|
|
|
0
|
|
272,870
|
|
|
272,870
|
|
SARs
|
|
0
|
|
0
|
|
|
358,273
|
|
|
0
|
|
|
358,273
|
|
|
0
|
|
358,273
|
|
|
358,273
|
|
RSUs
|
|
0
|
|
0
|
|
|
208,175
|
|
|
0
|
|
|
330,680
|
|
|
0
|
|
208,175
|
|
|
208,175
|
|
KERP
(3)
|
|
0
|
|
0
|
|
|
12,217
|
|
|
0
|
|
|
0
|
|
|
0
|
|
12,217
|
|
|
12,217
|
|
SERP
(4)
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
0
|
|
|
0
|
|
0
|
|
|
51,233
|
*
|
Welfare
Benefits (5)
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
135
|
|
|
0
|
|
0
|
|
|
0
|
|
Life/Disability
Insurance Proceeds (6)
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
0
|
|
|
0
|
|
300,000
|
|
|
|
*
|
Outplacement Services
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
20,000
|
|
|
0
|
|
0
|
|
|
0
|
|
Excise
Tax Gross-Up
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
|
0
|
|
|
0
|
|
0
|
|
|
0
|
|
Total
|
|
0
|
|
0
|
|
|
851,535
|
|
|
0
|
|
|
2,690,758
|
|
|
0
|
|
1,151,535
|
|
|
902,768
|
*
|
(1)
|
Normal retirement under Applieds plans is separation from service after attainment of age 65. Mr. Barlett is age 62 and therefore ineligible for normal retirement.
|
(2)
|
Early retirement is defined as separation from service after attainment of age 55 with at least 10 years of service, five of which are as an executive officer.
|
(3)
|
KERP estimates are based on value of company account credits for preceding calendar year.
|
(4)
|
In determining the value of SERP disability benefits, the RP-2014 disability table for males without collar adjustment, with fully generational mortality improvement projection using scale MP-2014, is used for
post-retirement mortality. A 2.75% interest rate is used for temporary annuity payments under the disability benefit provisions.
|
(5)
|
Includes accidental death and dismemberment insurance.
|
(6)
|
Proceeds are payable from third-party insurance policies and the SERP.
|
*
|
Applieds supplemental long-term disability (LTD) insurance, with premiums paid by the executive, provides a monthly disability benefit equal to 60% of monthly total compensation (monthly base salary
plus the average of the three most recent years annual incentive compensation divided by 12), minus the basic plan benefit of 60% of base salary, up to an additional $3,000 per month benefit. The aggregate maximum monthly LTD benefit, under
the basic and supplemental programs, is $21,000. In addition, the SERP provides a monthly disability benefit to participants, which, when added to amounts payable under the basic and supplemental LTD programs, equals 1/12th of 60% of the average of
the highest three of the last 10 calendar years of total compensation (base salary plus annual incentive).
|
Applied
Industrial Technologies, Inc.
42
Kurt W. Loring, Vice President Chief Human Resources Officer
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Benefits and
Payments
|
|
Termination
(No Change
in Control)
($)
|
|
Normal
Retirement
($) (1)
|
|
Early
Retirement
($) (2)
|
|
Termination
for Cause
Following
Change in
Control
($)
|
|
Termination
Without
Cause or
for Good
Reason
Following
Change in
Control
($)
|
|
|
Change in
Control (No
Termination)
($)
|
|
Death
($)
|
|
Termination
due to
Disability
($)
|
|
Base
Salary
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
502,500
|
|
|
0
|
|
0
|
|
|
0
|
|
Management Incentive Plan
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
276,375
|
|
|
0
|
|
0
|
|
|
0
|
|
Performance Shares
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
265,194
|
|
|
0
|
|
265,194
|
|
|
265,194
|
|
SARs
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
451,748
|
|
|
0
|
|
451,748
|
|
|
451,748
|
|
RSUs
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
451,733
|
|
|
0
|
|
311,686
|
|
|
311,686
|
|
KERP
(3)
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
43,418
|
|
|
0
|
|
43,418
|
|
|
43,418
|
|
Welfare
Benefits (4)
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
22,748
|
|
|
0
|
|
0
|
|
|
0
|
|
Life/Disability
Insurance Proceeds (5)
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
0
|
|
|
0
|
|
300,000
|
|
|
|
*
|
Outplacement Services
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
20,000
|
|
|
0
|
|
0
|
|
|
0
|
|
Total
|
|
0
|
|
0
|
|
0
|
|
0
|
|
|
2,033,716
|
|
|
0
|
|
1,372,046
|
|
|
1,072,046
|
*
|
(1)
|
Normal retirement under Applieds plans is separation from service after attainment of age 65. Mr. Loring is age 48 and therefore ineligible for normal retirement.
|
(2)
|
Mr. Loring is ineligible for early retirement under Applieds plans because he is only age 48; early retirement is defined as separation from service after attainment of age 55 with at
least 10 years of service, five of which are as an executive officer.
|
(3)
|
KERP estimates for death and disability columns include current year component based on value of company account credits for preceding calendar year.
|
(4)
|
Includes health care benefits and accidental death and dismemberment insurance.
|
(5)
|
Proceeds are payable from third-party insurance policies.
|
*
|
Applieds supplemental long-term disability (LTD) insurance, with premiums paid by the executive, provides a monthly disability benefit equal to 60% of monthly total compensation (monthly base salary
plus the average of the three most recent years annual incentive compensation divided by 12), minus the basic plan benefit of 60% of base salary, up to an additional $3,000 per month benefit. The aggregate maximum monthly LTD benefit, under
the basic and supplemental programs, is $21,000.
|
Applied
Industrial Technologies, Inc.
43