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GROSS PROFIT 52 NET LOSS AND 13.0% PER UNIT EBITDA MARGIN $1339 EX-GIFT
205 2016 2017 2018 2014 2015 2016 2017 2018
Lot “Corr BET LOSE ICL GT) a DEST DA MASCOT
a one-year total shareholder return of 71.1%, significantly outperforming our peer group companies (see “Competitiveness of our Compensation Program” below) as an index as well as the S&P 500 and S&P 500 Retailing Indices.
1-Year Tetal Sharehelder Return
Lerrete Ser $00 (ir)
SURP ele Bunading iukentep [EID Cartas Beer Groep
KEY COMPENSATION DESIGN AND DECISIONS TO LINK PAY AND PERFORMANCE
Underlying our executive compensation program is a strong belief in promoting a pay-for-performance culture. We accomplish this by linking
a significant portion of the compensation of our executive officers, including our named executive officers, to our performance. In addition, the Compensation and Nomination Committee seeks to set challenging threshold and target performance levels that reflect our rapid growth trajectory and business plans rather than goals based on prior years’ achievements. For each of the metrics used in our performance-based compensation plans, payouts are eared based upon outstanding performance as measured against pre-established financial objectives.
CORPORATE GOVERNANCE HIGHLIGHTS REGARDING EXECUTIVE COMPENSATION
We endeavor to maintain sound executive compensation policies and practices, including compensation-related corporate governance
standards, consistent with our executive compensation philosophy. The following summarizes our executive compensation and related governance policies and practices:
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