Autodesk 2013 Annual Report Download - page 38
Download and view the complete annual report
Please find page 38 of the 2013 Autodesk annual report below. You can navigate through the pages in the report by either clicking on the pages listed below, or by using the keyword search tool below to find specific information within the annual report.-
1 -
2
-
3
-
4
-
5
-
6
-
7
-
8
-
9
-
10
-
11
-
12
-
13
-
14
-
15
-
16
-
17
-
18
-
19
-
20
-
21
-
22
-
23
-
24
-
25
-
26
-
27
-
28 -
29 -
30 -
31 -
32 -
33 -
34 -
35 -
36 -
37 -
38 -
39 -
40 -
41 -
42 -
43 -
44 -
45 -
46 -
47 -
48 -
49
-
50
-
51
-
52
-
53
-
54
-
55
-
56
-
57
-
58
-
59
-
60
-
61
-
62
-
63
-
64
-
65
-
66
-
67
-
68
-
69
-
70
-
71
-
72
-
73
-
74
-
75
-
76
-
77
-
78
-
79
-
80
-
81
-
82
-
83
-
84
-
85
-
86
-
87
-
88
-
89
-
90
-
91
-
92
-
93
-
94
-
95
-
96
-
97
-
98
-
99
-
100
-
101
-
102
-
103
-
104
-
105
-
106
-
107
-
108
-
109
-
110
-
111
-
112
-
113
-
114
-
115
-
116
-
117
-
118
-
119
-
120
-
121
-
122
-
123
-
124
-
125
-
126
-
127
-
128
-
129
-
130
-
131
-
132
-
133
-
134
-
135
-
136
-
137
-
138
-
139
-
140
-
141
-
142
-
143
-
144
-
145
-
146
-
147
-
148
-
149
-
150
-
151
-
152
-
153
-
154
-
155
-
156
-
157
-
158
-
159
-
160
-
161
-
162
-
163
-
164
-
165
-
166
-
167
-
168
-
169
-
170
-
171
-
172
-
173
-
174
-
175
-
176
 |
 |
2013 Proxy Statement 30
the CEO, 89% of his fiscal 2013 total compensation
opportunity was variable and “at risk” with 83% of
that amount tied to Autodesk's absolute or relative
financial performance.
• Long-Term Performance Orientation: The majority
of the Named Executive Officers' total compensation
opportunity (on average, 60% in fiscal 2013) is
dependent on Autodesk's long-term performance. Of
the CEO's fiscal 2013 total compensation opportunity,
77% is dependent on Autodesk's long-term
performance.
• Multi-Year Equity Award Vesting: Typically,
executive officer equity awards vest over three years
periods.
• Significant Stock Ownership Requirements:
Executives are subject to mandatory stock ownership
guidelines that are monitored on an annual basis.
• Independent Compensation Committee and
Adviser: The Committee determines compensation for
the Named Executive Officers with the assistance of
an independent compensation advisory consultant, Pay
Governance, LLC.
Compensation Guiding Principles
The Committee believes that Autodesk's executive
compensation program should be designed to attract,
motivate, and retain talented executives and should provide
a sensible framework that is tied to corporate and
individual performance and Autodesk long-term strategic
goals. The general compensation objectives are to:
• Motivate executive officers to achieve business and
financial goals;
• Balance rewards for short- and long-term
performance;
• Recruit and retain the highest caliber of executives
through competitive rewards; and
• Maintain general alignment in the philosophy used in
compensating the executive officers and other
employees.
Within this framework, the total compensation for each
executive officer varies based on multiple dimensions:
• Whether Autodesk achieves its short-term and long-
term financial and non-financial objectives
• The specific role and responsibility of the officer;
• Individual officer's skills, competency and
performance; and
• Autodesk TSR.
The Committee consistently emphasizes variable
compensation balanced between short and long-term
performance. On average, 77% of the Named Executive
Officers' fiscal 2013 total compensation opportunity was
variable in nature and “at risk.
The executive compensation program includes
performance-based short-term cash incentive compensation
that rewards strong financial and operational performance,
and long-term incentive compensation in the form of
equity awards that reward both strong financial and
operational performance and relative TSR performance.
Short-term incentive cash payments are determined
primarily by achievement of predetermined non-GAAP
operating margin and revenue growth targets.