AmazonScience/document-haystack
Document Haystack Dataset This repository contains the dataset for the paper “Document Haystack: A Long Context Multimodal Image/Document Understanding Vision LLM Benchmark”. 📑 Abstract Paper The proliferation of multimodal Large Language Models has significantly advanced the ability to analyze and understand complex data inputs from different modalities. However, the processing of long documents remains under-explored, largely due to a lack of suitable… See the full description on the dataset page: https://huggingface.co/datasets/AmazonScience/document-haystack.
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1Compensation Discussion and Analysis2UPS’s executive compensation principles, strategy and programs for 2023 are described below. This section 3explains how and why the Committee made its 2023 compensation decisions for our executive officers, including 4details regarding the following Named Executive Officers (“NEOs”):5Named Executive Officer Title6Carol Tomé Chief Executive Officer7Brian Newman Chief Financial Officer8Nando Cesarone President U.S. and UPS Airline9Kate Gutmann President International, Healthcare and Supply Chain Solutions10Bala Subramanian Chief Digital and Technology Officer11Executive Compensation Strategy12UPS’s executive compensation programs are designed to drive organizational performance by tying a significant 13portion of pay to Company performance; attract, retain and motivate by competitively and fairly compensating 14our executive officers; encourage long-term stock ownership and careers with UPS; and align the interests of our 15executives to long-term value creation.16We believe it is appropriate to have a clear link between variable pay and operational and financial performance. 17We seek to develop performance metrics aligned with the Company’s strategy and business model. Long-term 18incentive awards vest over timeframes aligned with the delivery of long-term shareowner value.19Key Elements of UPS Executive Compensation 20Total target direct compensation (generally, base salary and annual and long-term incentives, but excluding any 21special awards) for our NEOs in 2023 consisted of the following key elements.22 233324Total Target25Direct26Compensation27Base Salary28 •Fixed cash compensation29 •Designed to provide an appropriate level of financial certainty30Annual Incentive Awards31 •Subject to achievement of key business objectives for the year32 •Payout is “at risk” based on Company performance33Stock Option Awards34 •Further aligns shareowner and employee interests35 •Motivates toward sustained stock price increase36 •Multi-year vesting provides retention incentive37Long-term Incentive Performance Awards38 • Payout is subject to achievement of performance metrics over a three-year period39 •Supports long-term strategy40 •Motivates and rewards achievement of long-term goals41 •Acts as a retention mechanism