Slide 1: Additional Information to Inform 2013 Advisory Vote on Named Executive Officer Compensation
Exhibit 99.1 WE HELP BUILD THE WORLD Additional Information to Inform 2013 Advisory Vote on Named Executive Officer Compensation Camp Hill, Pennsylvania April 16, 2013 Security holders of Harsco Corporation (the “Company”) should read the Company’s definitive proxy statement for its 2013 Annual Meet
Slide 2: Compensation Highlights
Compensation Highlights Our compensation programs reflect our pay-for-performance (“P4P”) philosophy: Our annual incentive program (“AIP”) ties annual cash incentives to the achievement of pre-established Economic Value Added (“EVA”®) performance goals, thereby linking pay directly to the creation o
Slide 3: ISS and Egan-Jones Recommend a Vote FOR Say-on-Pay
ISS and Egan-Jones Recommend a Vote “FOR” Say-on-Pay Advisory Firm Recommendation on P4P Comments Proposal 3 ISS Yes • P4P quantitative screen resulted in a “low” level of concern • Overall, ISS found “no significant issues of concern” regarding our executive compensation programs and practices Egan
Slide 4: Harsco Pay and Performance are Aligned
Harsco Pay and Performance are Aligned We have taken significant steps to ensure that compensation is commensurate with performance, which ALL THREE proxy advisors acknowledge Realizable compensation in 2012 was below target levels, consistent with our 2012 corporate-level performance WE HELP BUILD
Slide 5: We Continue to Strengthen Our Executive Leadership Team
We Continue to Strengthen Our Executive Leadership Team As part of our renewed focus on optimizing financial and operational performance, we have sought talented new executive officers to lead the Company’s transformation We experienced several executive officer transitions during 2012: Sal Fazzolar
Slide 6: New CIC Acceleration Approach Under 2013 Equity and Incentive Compensation Plan
New CIC Acceleration Approach Under 2013 Equity and Incentive Compensation Plan Based on a strong recommendation from our new CEO, the Management Development and Compensation Committee has determined that all executive equity awards going forward will contain “double-trigger” change in control (“CIC
Slide 7: 2012 SAR Grants Link Executive Pay With Performance (Namely, Stock Price Appreciation)
2012 SAR Grants Link Executive Pay With Performance (Namely, Stock Price Appreciation) Prior to 2012, only 50% of LTIP awards were performance-based, and those awards most often utilized the same performance metric as the AIP (EVA achievement) For 2012, approximately 70% of the LTIP award opportunit