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Corporate Headquarters
800-237-8692
200 South 108th Avenue
Omaha, NE 68154

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Investor Relations
800-237-8692
jeffrey.goeser@tdameritrade.com

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Media relations line
800-400-1336

Client Services
800-669-3900
clientservices@tdameritrade.com

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Corporate Headquarters
800-237-8692
200 South 108th Avenue
Omaha, NE 68154

All Contacts

Client Services
800-669-3900
clientservices@tdameritrade.com


All Contacts

Client Services
800-669-3900
clientservices@tdameritrade.com


All Contacts

AMTD: 47.43 +0.21 +0.45% Volume: 95,580 Oct 18, 17 10:15

Executive Compensation

The objective of the executive compensation plans is to attract, retain and motivate high-performing executives to create sustainable long-term value for stockholders.

To achieve this objective, the company and the Compensation Committee use the following guiding principles when evaluating executive compensation policies and decisions:

Alignment with the company’s business strategy:
  • Compensation is linked with the achievement of specific short- and long-term strategic business objectives and the company’s overall performance
  • Compensation plans are linked to key business drivers that support long-term stockholder value creation.
Alignment to stockholders’ interests:
  • Interests of executives are aligned with those of long-term stockholders through policy and plan design
  • Stock ownership guidelines are used to align the interests of executives with those of stockholders over the long term
  • As an executive increases in seniority, an increasing percentage of total compensation is subject to vesting through the greater use of equity-based awards to aid in retention and to focus executives on sustainable long-term performance
Risk management:
  • Compensation plan design should not create an incentive for excessive risk-taking, and each plan is reviewed periodically to determine that it is operating as intended
Pay for performance:
  • Clear relationships should exist between executive compensation and performance. Compensation should reward both corporate and individual performance
  • Total compensation includes a meaningful variable component that is linked to key business objectives and the company’s overall performance
  • A substantial portion of variable compensation is awarded in the form of equity-based awards
  • Equity awards are generally granted based on the achievement of annual performance goals and are subject to time-based vesting
  • Incentive compensation is subject to risk of forfeiture in accordance with the clawback policy
  • The Compensation Committee has the ability to exercise negative discretion to reduce compensation as appropriate

More information about executive compensation can be reviewed in our 2016 Proxy Statement.

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