8-KLeadership ChangesExhibits & Filings

Parker-Hannifin Corp 8-K Report, Executive Changes (Feb 1, 2011)

Filed February 1, 2011For Securities:PH

Summary

This 8-K filing by Parker-Hannifin Corporation, dated February 1, 2011, primarily announces the adoption of a Long-Term Incentive Performance Plan (LTIP Plan) and the authorization of Long-Term Incentive Performance Awards (LTIP Awards) for its executive officers. The awards are tied to the company's performance over a three-year period (CY 2011-2013) and are contingent upon achieving specific financial metrics. This initiative signals management's focus on aligning executive compensation with long-term corporate success, a positive sign for investors concerned with strategic execution and shareholder value creation. The details of the LTIP Awards specify a maximum number of shares and a target number of shares for each named executive officer, including Donald E. Washkewicz, Timothy K. Pistell, Lee C. Banks, and Thomas L. Williams. The actual payout, to be made in company shares, will depend on the company's performance against established financial metrics and may be subject to further discretion by the Human Resources and Compensation Committee, including potential reductions based on peer group performance. Investors should monitor the company's future performance against these metrics to assess the potential dilution and the effectiveness of this incentive program.

Key Highlights

  • 1Parker-Hannifin adopted a Long-Term Incentive Performance Plan (LTIP Plan) and authorized LTIP Awards for executive officers.
  • 2The LTIP Awards are designed for a three-year performance period: CY 2011-2013.
  • 3Payouts are contingent on achieving key objective financial metrics and are paid in company common stock.
  • 4The Human Resources and Compensation Committee has discretion to reduce award payouts.
  • 5Maximum and target share awards are specified for key executives, including the CEO and other senior officers.
  • 6This action aims to align executive compensation with long-term company performance and shareholder value.

Frequently Asked Questions

The LTIP Plan is designed to incentivize and reward executive officers based on Parker-Hannifin's financial performance over a three-year period (2011-2013). It aims to align executive compensation with the achievement of key financial metrics, thereby promoting long-term company growth and shareholder value.

The LTIP Awards will be paid out in shares of Parker-Hannifin's common stock. The actual number of shares awarded will depend on the company's performance against specific financial metrics set forth in the plan and may be subject to the discretion of the Human Resources and Compensation Committee, including potential reductions.

The named executive officers receiving LTIP Awards include Donald E. Washkewicz, Timothy K. Pistell, Lee C. Banks, and Thomas L. Williams. The awards specify both maximum and target share amounts, with Donald E. Washkewicz receiving the largest target award at 49,460 shares and a maximum of 98,920 shares.

No, the payouts are not guaranteed. They are contingent upon the company achieving specific financial performance metrics over the three-year period and are subject to the Human Resources and Compensation Committee's discretion to reduce the awarded amounts. Performance relative to peer companies may also influence the final payout.