Autodesk 2013 Annual Report Download - page 41

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2013 Proxy Statement 33
As a result of this review, Symantec Corporation and Yahoo! Inc. were removed from the compensation peer group. The
companies in the compensation peer group that was used during the latter portion of fiscal 2013 and into fiscal 2014 were as
follows:
Company* Reported Fiscal Year
Annual
Revenues
($) (in
billions)
Net Income (Loss)
($) (in billions)
Market Capitalization
(as of January 31,
2013) ($) (in billions)
Activision Blizzard, Inc. December 31, 2012 4.86 1.15 12.70
Adobe Systems, Inc. November 30, 2012 4.40 0.83 18.87
Akamai Technologies, Inc. December 31, 2012 1.37 0.20 7.24
BMC Software, Inc. March 31, 2012 2.17 0.40 5.94
CA, Inc. March 31, 2012 4.81 0.95 11.32
Citrix Systems, Inc. December 31, 2012 2.59 0.35 13.64
Electronic Arts, Inc. March 31, 2012 4.14 0.08 4.72
Intuit, Inc. July 31, 2012 4.15 0.79 18.49
NetApp, Inc. April 27, 2012 6.23 0.61 12.97
Nuance Communications, Inc. September 30, 2012 1.65 0.21 7.61
Parametric Technology Corporation September 30, 2012 1.26 (0.04) 2.78
VMware, Inc. December 31, 2012 4.61 0.75 32.76
Autodesk, Inc. January 31, 2013 2.31 0.25 8.70
Autodesk Percentile Ranking1 33% 33% 42%
Maximum 6.23 1.15 32.76
Minimum 1.26 (0.04) 2.78
______________
* The majority of these companies have headquarters in California.
Typically, the Committee exercises its subjective judgment
in making decisions about overall compensation, the
elements of compensation, the amount of each element of
compensation, and the relative compensation among the
executive officers and does not use a formula to set
executive officer compensation in relation to this data.
Specifically, the Committee references the median level of
each compensation element among our compensation peer
group companies, and sets the target total direct
compensation opportunity for each of the executive
officers to be at or about the median of total compensation
packages for similar jobs offered by companies in the
compensation peer group. In practice, actual compensation
awards may be above or below the levels reflected by the
compensation peer group, depending on Autodesk's
financial performance and the individual experience, skills,
and performance of each executive officer. The Committee
believes that referencing the range of total compensation
packages of the companies in the compensation peer group
keeps Autodesk's compensation competitive and within
market norms, while also providing flexibility for increases
in compensation for those executive officers demonstrating
extraordinary leadership and contributions and particular
skills or expertise.
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