Autodesk 2011 Annual Report Download - page 31

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Independent Advisor
Engaged in Fiscal 2011 Activities
Pay Governance • Replaced Towers Watson & Co. in September 2010 when primary consultant
changed firms; as a result, moved from a multi-line consulting advisor to an
executive compensation “boutique” thus enhancing advisor independence
• Advised the Compensation Committee on executive compensation decisions
• Assisted in evaluating the peer group of companies the Compensation
Committee uses to identify competitive compensation trends and levels (see
“Benchmarking of Compensation” below)
• Provided relevant market data, including competitive and best practices.
Compensia • Provided review, analysis, and recommendations for updating the Executive
Change in Control program in light of both competitive and “best” practices
Benchmarking of Compensation
To ensure that our executive compensation practices, including base salaries, target short-term cash incentives,
and equity grants are competitive and meet our compensation objectives, the Compensation Committee uses the
independent third-party executive compensation data and services referenced above. The data and services reviewed
by the Compensation Committee provide information on the compensation practices of a group of companies in our
industry as well as competitors for executive talent (collectively, our “peer group”).
The Compensation Committee uses the compensation information about the pay practices of our peer group,
and broader technology industry practices, to assist it in its decisions about overall compensation, the elements of
compensation, the amount of each element of compensation, and relative compensation among our executive
officers. In fiscal 2011, the Compensation Committee used as reference material executive compensation
information and data provided by AON/Radford and Equilar.
Specifically, we set the total compensation target for each of our executive officers to be within the range of
total compensation packages for similar jobs offered by companies in our peer group. In practice, actual
compensation awards may be above or below that typical of the peer group, depending on Company performance
and individual experience, skills and performance of each executive officer.
We believe that targeting the range of total compensation packages of our peer companies keeps our
compensation competitive and within market norms, while also providing flexibility for increases in
compensation for those executive officers demonstrating extraordinary leadership and contribution to the
Company and particular skills or expertise.
For fiscal 2011, our Named Executive Officers’ compensation (base salary, short-term cash incentive target
and equity incentive compensation) in aggregate was within approximately 2% of similar compensation pay for
similar positions with companies in our peer group.
For fiscal 2011, the companies in our peer group are listed below.
Benchmark Companies
Adobe Systems Incorporated Electronic Arts, Inc.
BMC Software, Inc. Intuit, Inc.
CA, Inc. McAfee, Inc.
Cadence Design Systems Inc. NetApp, Inc.
Citrix Systems, Inc. Symantec Corporation
eBay, Inc. VMware, Inc.
EMC Corporation Yahoo, Inc
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