EXHIBIT 10(g)
Acxiom Corporation
Leadership Team Compensation Plan
Fiscal Year 2005
Compensation for Acxiom's leadership is based upon principles
designed to align leadership compensation with business
strategy, Acxiom values and management initiatives.
The Plan is designed to:
o
align the leaders' interests with the stockholders' and investors'
interests,
o
motivate the leaders to achieve the highest level of performance,
o
retain key leaders by linking executive compensation to Acxiom
performance, and
o
attract the best candidates through competitive, growth-oriented
plans.
The resulting compensation strategy is targeted to provide an
overall level of compensation opportunity that is competitive
within the markets in which Acxiom competes, as well as within a
broader group of companies of comparable size and complexity.
Actual compensation levels may eventually be greater than or less
than the average competitive market levels, based upon the
achievement of Acxiom, as well as upon individual performance.
Components of Compensation
Compensation paid to Acxiom's leaders consists of the following:
base pay, cash incentive pay, and long-term incentive
compensation ("LTI"). The compensation system contains varying
compensation levels for determining cash incentive pay and LTI,
which
provides flexibility in establishing appropriate compensation
packages for Acxiom's leadership.
The Plan provides for increasingly
large percentages of total compensation being weighted towards cash
incentive pay and, to an even greater degree, toward LTI. The
higher the compensation level, the greater the overall percentage
of cash incentive pay and LTI.
Base Pay - Base pay levels a
