Symantec 2015 Annual Report Download - page 46
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The Compensation Committee reviews our peer group on an annual basis, with input from Mercer, and the
group may be adjusted from time to time based on, among other inputs, a comparison of revenues, market
capitalization, industry, peer group performance and stockholder input. The following criteria were used to select
our updated peer group:
‰Businesses with a software development focus
‰Similar breadth of complexity and global reach as Symantec
‰Annual revenue of $1.5 billion — $20.0 billion
‰Market capitalization of $4.0 billion — $61.0 billion
‰Software and engineering-driven companies in the Silicon Valley or elsewhere with which we compete
for executive and broader talent
The Compensation Committee did not make any changes to our peer group for fiscal 2015. The following
companies were used in setting the compensation for our named executive officers for fiscal 2015:
Fiscal 2015 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 2015, 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 so that a large portion of their total direct compensation paid based on the perform-
ance of our company and individual achievement. 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 competitive-
ness 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 Commit-
tee reviews the various compensation elements for the CEO and our other named executive officers (including
base salary, target annual bonus, and the value of vested and unvested equity awards actually or potentially
issued).
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