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  "documentTitle": "E.I. du Pont de Nemours and Company (DuPont) (DD)",
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  "authorName": "Nelson Peltz",
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  "presentationDate": "2015-02-17 00:00:00",
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  "notes": "Uses a 'before-after' or 'cause-effect' style comparison to highlight misalignment in executive compensation.",
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      "text": "Management should be compensated for strong operational execution, not personality, effort or political astuteness",
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      "text": "Disconnected qualitative measures: How are Individual Performance Ratings ~100% of target when Business Unit Performance Ratings are low?",
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      "text": "While revenue and EPS growth fell far short of LT targets, Short Term Incentive payouts have been 86%-87%",
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      "text": "Source: DuPont 2014 proxy statement page 6 and 2013 proxy statement page 25",
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      "text": "Source: Company SEC filings. Business Unit Performance Rating is meant to measure executive performance based on the Company's actual business performance compared to its objectives for the year...",
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      "text": "Poorly Constructed Compensation Programs: High Annual Payouts Despite Poor Performance",
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