Autodesk 2007 Annual Report Download - page 32

18
Executive Officers and those for the broader employee population. For fiscal 2007, the Company’s
financial performance exceeded the minimum funding threshold and equated to an award on the
performance matrix of 98 percent of the target award amounts.
Awards are typically paid in cash within three months after the end of the fiscal year. For
fiscal 2007, the Committee reviewed the Company’s results and the performance of the NEOs
in March 2007. The Committee determined that Mr. Bado, Ms. Becker and Mr. Castino had fully
met performance expectations for the year and approved EIP payouts for them at 100% of target.
The Committee reviewed the performance of Mr. Bass with the full Board and determined that
the CEO had significantly exceeded performance expectations during his first year as CEO of the
Company. The Committee approved an EIP payout of $1,000,000 for Mr. Bass, which is 143% of his
target EIP award. Approved awards are listed below:
Executive Title
Target
Award
Approved
Award
Carl Bass. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Chief Executive Officer $ 700,000 $1,000,000
Alfred J. Castino . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Chief Financial Officer $ 278,000 $ 278,000
George M. Bado . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EVP, Worldwide Sales $ 60,000 $ 60,000
Jan Becker . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . SVP, Human Resources $ 233,000 $ 233,000
• Cash Incentive Compensation—Autodesk Incentive Plan (AIP)
An executive not designated to participate in the company’s EIP is eligible to participate in the
Autodesk Incentive Plan (AIP), which is generally available to all non-sales employees. The AIP
consists of an overall corporate plan and several individual group plans covering Autodesk divisions,
functional groups, and business units. Participants are assigned to the appropriate AIP group plan
based on organization and role. For example, the AIP awards for most divisional staff are based 70
percent on the performance of the specific division and 30 percent on corporate performance.
• Target Awards and Target Funding
Each participant is assigned a target incentive payout, which is a percentage of the
participant’s base salary. Target AIP incentive payout levels are set for each pay grade based on
market competitive data and internal consistency. The target AIP funding pool is the sum of all
participants’ target incentive payout.
• Actual Awards to Participants
Actual awards are based on (1) the performance of the Company and the participant’s group,
as applicable, as compared to the financial performance matrix and (2) the evaluation of the
participant’s individual performance for the fiscal year by the participant’s manager.
• Performance of the Company and the Participant’s Group
If the revenue goals and non-GAAP operating margin or group contribution margin goals are
met exactly, actual total AIP funding is 100 percent of the sum of the participants’ target awards.
For the Company overall and for each group, a financial performance matrix defines award levels
as a percentage of target awards for various other combinations of achieved operating margin and
revenue growth as described above for the EIP. In addition, the CEO can adjust the AIP funding
amount derived from the financial results up or down by a maximum of 10 percent, based on the
CEO’s assessment of the achievement of nonfinancial goals for the Company or for a particular
group.