Uber Shareholder Engagement Presentation Deck
Our compensation philosophy
In order to promote long-term stockholder value creation, we link the compensation of our executive officers to our long-term
strategic goals and the key drivers of our business
2020 CEO Target Compensation
Attract & retain talent
Attract and retain a highly
talented, diverse team of
executives who possess and
demonstrate strong leadership,
exceptional followership, and
world-class management
capabilities
Pay-for-performance
Reward our executive officers
and motivate them to achieve the
Company's short- and long-term
financial and strategic goals
Alignment with
stockholders
Align our executive officer's
incentives with Company
performance on measures that
drive the creation of long-term
stockholder value, thereby further
aligning the interests of our
executives with those of our
stockholders
Reinforce cultural norms
Promote doing the right thing,
working tirelessly to earn the trust
of our consumers and users,
acting like owners, valuing ideas
over hierarchy, making big bold
bets, and celebrating our
differences and drive to harness
the power of global technology in
achieving Company success
81% Long-term Equity
94%
AT-RISK
COMPENSATION
80% Long-term Equity
6% Salary
2020 NEO Target Compensation
89%
AT-RISK
COMPENSATION
13% Cash Bonus
11% Salary
9% Cash Bonus
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