Gail Epperson Email & Phone Number

Tucson, Arizona, United States

• Direct the design and management of all compensation strategies and programs including salary structures, market data surveys and data analysis, job evaluations, and job description library• Accountable for budgeting, planning, communication and administration of annual merit program• Manage and administer all phases of short term variable incentive plans for up to 4,400 participants in amounts averaging $28 million annually and the cash long term incentive plan for over 1,000 participants in amounts averaging $4.5 million annually• Manage and direct external vendor in designing and testing custom compensation system• Develop, design and execute all training programs utilized for bonus, merit and other incentive programs• Recommend initial and annual on going grants for long term equity based incentive programs• Manage annual equity refresher grant program and oversee monthly new hire grant process• Perform periodic analysis of imbedded Equity Values for Executive Compensation comparisons• Provide information and analysis for presentation at Operations Committee and Board of Directors meetings• Lead team of HR and IT professionals in configuring ,launching and conducting periodic updates of the Oracle Compensation Workbench module• Advise on issues relevant to Sarbanes-Oxley and other changes in compensation related laws

• Conduct market pricing analysis to compare select positions to comparable industry positions, making recommendations as to salary structure and salary modifications• Manage and administer the performance appraisal and annual merit and bonus programs• Participate in and analyze results from annual compensation surveys

• Lead activities to design, develop, and model multiple front line, management and supporting sales compensation plans, regional leadership incentive plans, individual contributor and management incentive plans• Manage monthly commission process resulting in payments for an average of 600 sales compensation participants in amounts totaling approximately $1.75 million per month• Serve as subject matter expert to Executive committee and other business leaders on variable compensation matters• Prepare and maintain all compensation plan documents in support of corporate policies• Manage external vendors to ensure timely and accurate calculation of compensation results• Identify positive / negative trends as a result of sales compensation plans and suggest appropriate remedial action• Research and resolve commission and incentive plan disputes• Conduct market pricing analysis to compare all internal positions to comparable industry positions• Participate in and analyze results from annual salary surveys• Supervise and provide direction to staff of compensation analysts• Reduce compensation vendor costs by over 50% per month in second year• Reduce compensation analyst headcount by approximately 33% over three year period

• Design, develop and model various sales incentive compensation plans for Direct Sales, Channel Sales, and Sales Engineering Groups in a “start up” environment• Prepare Ad hoc analysis and reporting for RELERA leadership team, Board of Directors, and Investors• Forecast weekly sales and revenue estimates for eleven Internet data centers across the U.S.• Participate in team to develop requirements, test, document and implement Siebel Sales Force Automation tool

• Participate in team to design and develop various sales incentive compensation plans• Implement internal control and reconciliation procedures to ensure adequate audit trail for all commission related transactions• Responsible for timely and accurate monthly commission payments for an average of 1,100 sales compensation participants in amounts totaling approximately $4 million per month• Prepare and maintain all compensation plan documents• Design and develop monthly sales reports, and other ad hoc reports upon request• Recommend changes to the compensation plans throughout the year, based on observed trends • Partner with Programmer/Consultant to design and implement customized compensation system• Supervise and review staff of seven compensation administrators• Analyze monthly “large sales” and sales outside normal commission plan guidelines, making recommendations as appropriate• Facilitate resolution of compensation issues and disputes