Symantec 2015 Annual Report Download - page 48

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COMPENSATION COMPONENTS
The major components of compensation for our named executive officers during fiscal 2015 were: (i) base
salary, (ii) short-term cash incentive awards, and (iii) long-term equity incentive awards.
I. Base Salary
The Compensation Committee reviews the named executive officers’ salaries annually as part of its overall
competitive market assessment and may make adjustments based on talent, experience, performance, con-
tribution levels, individual role, positioning relative to market, and our overall salary budget. The independent
members of the Board of Directors review the CEO’s salary in executive session (i.e., without any executives
present), and changes are considered in light of market pay assessments and the Board’s annual CEO perform-
ance evaluation, in each case without the participation of our CEO. In setting the base salaries for the other
named executive officers, the Compensation Committee also considers the recommendations of the CEO based
upon his annual review of their performance. Although the Compensation Committee takes into account the fac-
tors and information described above during its review and determination of the base salary for each executive
officer, it does not assign a specific weight to any element and does not measure individual performance against
an objective standard in the evaluation of an executive officer’s base salary. Instead, these reviews and determi-
nations are based on the Compensation Committee’s subjective judgment taking into account all available
information, including the competitive market assessment.
In connection with the appointment of our Chief Executive Officer in September 2014, the independent
members of the Board negotiated an employment arrangement with him that provides for an annual base salary
of $1,000,000. In negotiating and setting his base salary, the Board roughly targeted the median for CEOs within
our peer group for fiscal 2015 and also took into consideration his performance as interim CEO and leadership
experience.
Mr. Yelamanchili’s annual base salary was determined outside the Compensation Committee’s annual
review process, using different methodology. In his case, the Compensation Committee targeted an overall
compensation level to compete with the overall compensation level he was receiving with his then-current
employer, and based on market data for Mr. Yelamanchili’s position and after taking into account his experience,
set his annual base salary to $700,000.
Following evaluation in connection with the Compensation Committee’s annual review process,
Mr. Seifert’s base salary remained the same from the previous year, as his annual base salary was deemed effec-
tive in continuing to achieve the Compensation Committee’s goals for this component of his executive
compensation. Mr. Taylor received a 36.9% increase in base salary as part of his annual review, and to align his
base salary with approximately the median of the market based on his experience and contributions. Mr. Rosch
was appointed as our Executive Vice President, Norton Business Unit in connection with our transition to a new
organizational structure in connection with the announcement of our plan to separate our business into two
independent companies. In connection with his promotion to this new position, he received a 10% increase in
recognition of the increase in his responsibilities.
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