Symantec 2013 Annual Report Download - page 63

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management team, our Compensation Committee adjusted our peer group in October 2012. This peer group will
serve as our peer group for fiscal 2014 as the change occurred too late in the year to make an impact on executive
compensation policies or decisions for fiscal 2013, other than for Mr. deSouza’s adjusted compensation follow-
ing his appointment as President, Products and Services as we transitioned to our new organizational structure in
January 2013. The following criteria were used to select our updated peer group:
‰Businesses with an intense software development focus
‰Similar breadth of complexity and global reach as Symantec
‰Annual revenue of $1.5 billion — $13.0 billion
‰Market capitalization of $4.0 billion — $61.0 billion
‰Software and engineering-driven companies in the Silicon Valley with which we compete for executive
and broader talent
The Compensation Committee has used the below peer group in setting the compensation for our CEO and
named executive officers for fiscal 2014:
Fiscal 2014 Symantec Peer Group
Activision Blizzard, Inc. eBay Inc. Nuance Communications, Inc.
Adobe Systems Incorporated Electronic Arts Inc. salesforce.com, inc.
Autodesk, Inc. EMC Corporation Synopsys, Inc.
BMC Software, Inc. Intuit Inc. VMware, Inc.
CA, Inc. NetApp, Inc. Yahoo! Inc.
Citrix Systems, Inc.
The Compensation Committee uses these peer companies for comparative purposes, as discussed above. In
fiscal 2013, compensation for individual executive officers was not dependent on how we performed relative to
these peers with respect to particular financial metrics. Further information regarding the financial results and
performance of any of the peer companies may be found in periodic reports those companies file with the SEC.
Appropriate Pay Mix: Consistent with our pay-for-performance philosophy, our executive officers’
compensation is structured with a large portion of their total direct compensation paid based on the performance
of our company and the individual. In determining the mix of the various reward elements and the value of each
component, the Compensation Committee takes into account the executive’s role, the competitiveness of the
market for executive talent, company performance, individual performance, internal pay equity and historical
compensation. In making its determinations with regard to compensation, the Compensation Committee reviews
the various compensation elements for the CEO and our other named executive officers (including base salary,
target annual bonus, target and accrued award payments under the Long Term Incentive Plans, and the value of
vested and unvested equity awards actually or potentially issued).
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