Corporate Responsibility
Financial Rewards
We share our financial success with our employees by offering compensation packages that are linked to individual and business goals.
All of our employees participate in either an annual incentive plan or a sales incentive plan. Our equity plan ties directly to our company stock performance.
Each year, we review our compensation practices to make sure they’re competitive with local market practices. We work to share our resources equitably between our stockholders, the business and employees by:
- Paying for performance, which includes providing incentive awards that are based on our overall success in the marketplace
- Providing competitive, market-based salaries
- Providing a comprehensive rewards package, including base salary, incentive pay, equity grants and benefits
In 2010, we paid our employees more than $330 million through our annual incentive plan and sales incentive plans. These payouts were all based on our 2009 performance.
Our annual incentive plan aligns employee performance with our annual business goals and rewards our employees based on how successfully we achieve those goals. In 2009, these goals centered on operating earnings and controllable free cash flow.
Our sales incentive plans align our sales employees with both our short- and long-term business goals and reward them when they achieve or exceed key sales goals.
Our BRAVO! employee recognition program rewards employees for above and beyond behaviors and results. Managers can provide BRAVO! Awards to employees within and outside of their immediate teams.
We also offer awards for technical excellence. This includes our Intellectual Property Awards, which recognize technological innovation that supports our business objectives.
Show allPerformance and goals
Equity grants and stock purchase
In 2010, we awarded restricted stock units (RSUs) to our eligible employees. For some employees (including our vice presidents), we continued to award stock options.
Through our general equity grant, we awarded approximately 30 million RSUs to more than 29,000 employees. In 2010, our employees purchased 19 million shares of Motorola stock through our employee stock purchase plan, MOTshare, which provides our employees with a 15 percent discount on purchases of our company’s stock. Thirty-six percent of employees across 30 countries participated in 2010.
Retirement and saving
We help our employees prepare for the future through competitive retirement and saving programs. We sponsor retirement plans or retirement saving plans in the majority of the countries where we have employees.
In 2010, we reinstated company matching contributions, dollar-for-dollar, on the first four percent of an employee’s eligible compensation contributed to the Motorola, Inc. U.S. 401(k) Plan. We also introduced post-tax contributions to the Plan to help employees increase their retirement savings. Employees may contribute up to 20 percent of their eligible compensation which is not restricted by pretax legal limits and earnings are tax deferred.
Compensation
In 2010, we continued a freeze on merit increases in many markets in response to a challenging economy. Merit increases will continue to be offered in countries where they are legally required or are a competitive necessity. Our Co-CEOs continued to reduce their pay during 2010.
Separation news
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On Jan. 4, 2011, Motorola separated into two publicly traded companies, Motorola Solutions and Motorola Mobility. All data on this page, unless stated otherwise, relate to the former company Motorola, Inc.
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