Logitech 2012 Annual Report Download - page 139

Revenues
(in millions)
Operating Income
(in millions)
Market Capitalization
(in millions)
75th Percentile . . . . . . . . . . . . . . . . . . . . . . . . . . . . $3,931 $418 $11,673
Median ................................. 2,762 253 8,769
25th Percentile ............................ 1,219 68 4,309
Logitech ................................ 1,967 65 3,477
Most recently available four quarters as of February 2011. Market Capitalization as of March 28, 2011.
Produced by Radford,
Source: Hoovers, A D&B Company
In addition, to assist the Committee in its review of executive compensation, Logitech’s compensation
department provides compensation data compiled from widely recognized high-technology executive
compensation surveys.
We generally seek to be at the median for total compensation, as well as for each of the elements of
compensation, for our executives in comparison to the companies with whom we compete for executive talent,
based on compensation peer group and survey data.
Effect of individual performance
The differences in compensation among the individual named executive officers, as disclosed in the
Summary Compensation Table on page 136, were primarily related to market compensation in each position,
based on compensation peer group and survey data, a subjective assessment of the executive’s impact on the
Company’s past and future performance, succession planning and retention. Except with respect to the Bonus Plan,
the Compensation Committee does not review executive officers’ individual performance against pre-established
individual performance metrics devised by the Compensation Committee, between the Compensation Committee
and the respective executive, or otherwise.
Other factors
For newly hired executives, in addition to market compensation for the position, consideration is given to the
base salary of the individual at his or her prior employment and any unique personal circumstances that motivated
the executive to leave that prior position and join Logitech.
Timing of compensation decisions
Executive compensation (base salary, target bonus, and equity grants) is typically reviewed and actions are
taken at the start of the fiscal year in order to align all compensation actions, and the related performance periods,
with the fiscal year or multiple fiscal years. The Committee may also make executive compensation decisions at
other times during the fiscal year in the event of an executive new hire or promotion or other reasons.
OTHER COMPENSATION ELEMENTS
Other cash compensation
The Compensation Committee may award discretionary bonuses in order to recognize outstanding individual
performance, to assist in the retention of key talent, or for other reasons. The Committee approved a one-time
discretionary bonus to Mr. Bardman in the amount of $25,000 in fiscal year 2012 to recognize his outstanding
individual contributions during the fiscal year. The Committee did not otherwise award any discretionary bonuses
in fiscal year 2012.
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