Autodesk 2012 Annual Report Download - page 33
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For fiscal 2012 pay review and determinations, the companies in our peer group are listed below.
Benchmark Companies
Adobe Systems Incorporated Electronic Arts, Inc.
BMC Software, Inc. Intuit, Inc.
CA, Inc. McAfee (Acquired by Intel)
Cadence Design Systems Inc. NetApp, Inc.
Citrix Systems, Inc. Symantec Corporation
eBay, Inc. VMware, Inc.
EMC Corporation Yahoo! Inc,
These companies all have headquarters located in the San Francisco Bay Area, with the exception of BMC
Software with headquarters in Houston, Texas; CA, Inc. with headquarters in Islandia, New York; and EMC
Corporation with headquarters in Hopkinton, Massachusetts.
Our peer group is reviewed and updated, as necessary, each year to ensure that the comparisons are
meaningful. Several factors are considered in selecting our peer group, including industry, products and services
offered, revenue level, geographic location, and competition for executive talent in our labor markets. For fiscal
2013, the companies in our peer group are listed below.
Benchmark Companies
Activision Blizzard, Inc. Intuit, Inc.
Adobe Systems Incorporated NetApp, Inc.
Akamai Technologies Inc. Nuance Communications, Inc.
BMC Software, Inc. Parametric Technology Corporation
CA, Inc. Symantec Corporation
Citrix Systems, Inc. VMware, Inc.
Electronic Arts, Inc. Yahoo! Inc.
The changes to our peer group for fiscal 2013 result in a peer group that more closely reflects Autodesk’s
size, financial performance and stock price performance.
Elements of Executive Compensation Programs
Autodesk’s executive compensation program has three key components:
• basesalary;
• short-termcashincentive;and
• long-termequityincentives.
The Company also provides a comprehensive benefits program and, under certain circumstances, severance.
These programs are designed to attract, retain, and motivate highly effective executive officers to achieve
our business goals and improve stockholder value, by linking compensation to our overall strategic and financial
performance, while seeking to ensure that our executive officers do not take unnecessary or excessive risks that
could harm the Company and our stockholders. These programs are also intended to mitigate potential conflicts
between incentives that benefit any one executive to the detriment of the Company and our stockholders.
Although the amount and mix of each of these three key components generally are determined by objective
assessment, the Compensation Committee retains and exercises judgment and subjective assessments in its
ultimate compensation decisions.
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