Autodesk 2013 Annual Report Download - page 44

2013 Proxy Statement 36
Accordingly, in March 2013, the Committee approved short-term cash incentive awards for the Named Executive Officers as
follows:
Named Executive Officer
Target Annual Cash
Incentive Award
Opportunity ($)
Target Annual Cash Incentive
Award Opportunity (as a
percentage of base salary)
Actual Annual
Short- Term Cash
Award ($)
Actual Annual Short-Term
Cash Award (as a
percentage of base salary)
Carl Bass 1,237,500 125% 1,142,213 115%
Mark J. Hawkins 427,500 75% 394,583 69%
Jan Becker 296,250 75% 273,439 69%
Steve M. Blum (1) 170,000 40% 156,910 37%
Pascal W. Di Fronzo 318,750 75% 294,206 69%
Amar Hanspal 303,750 75% 280,361 69%
Robert Kross 296,250 75% 273,439 69%
_________________
(1) The amounts disclosed for Mr. Blum do not include commissions for fiscal 2013 paid under his Sales Commission Plan for fiscal 2013.
See the discussion below for details on his full short-term cash incentive including sales commission-based awards.
Sales Compensation Plan for Mr. Blum
In addition to receiving a short-term cash award, Mr. Blum
was eligible to receive cash sales commissions based on
Autodesk's achievement of specific revenue objectives for
the fiscal year. For fiscal 2013, Mr. Blum's target
commission-based cash incentive award opportunity was
set at 30% of his overall target cash compensation
opportunity (consisting of his base salary, target annual
cash incentive award opportunity, and target commission-
based cash incentive award opportunity). Of this
commission-based target amount, 83% related to the
achievement of a pre-established revenue objective, and
17% related to a pre-established contribution margin
objective. While the potential payment with respect to the
revenue objective was not capped, the potential payment
with respect to the contribution margin objective had a
maximum limit equal to the target level. Given the market
environment that Autodesk was expected to face in fiscal
2013, the Committee believed that the target levels for
these two objectives could be achieved through reasonable
and diligent efforts.
For fiscal 2013, Autodesk's actual revenue was below the
target level set for Mr. Blum (which was substantially the
same as the target level established under the Fiscal 2013
EIP). However, Mr. Blum satisfied the target level for the
contribution margin established for him. As a result,
Mr. Blum's actual commission-based cash incentive was
8% below his target level and represented 29% of his
overall actual cash compensation for the fiscal year.
The amount paid to Mr. Blum pursuant to his Sales Compensation Plan, as well as pursuant to all of his cash incentive award
opportunities, for fiscal 2013 was as follows:
Target Annual
Cash Incentive
Award
Opportunity ($)
Target Annual Cash Incentive
Award Opportunity (percentage
of target annual cash incentive
compensation opportunity)
Actual Annual Cash
Incentive Award
Opportunity ($)
Actual Annual Cash Incentive
Award Opportunity
(percentage of actual annual
cash incentive compensation
opportunity)
Sales commissions -
revenue 212,500 25% 195,623 92%
Sales commissions -
contribution margin 42,500 5% 38,250 90%
Fiscal 2013 Short -Term
Cash Incentive 170,000 20% 156,910 92%
425,000 390,783
Long-Term Incentive Compensation
Autodesk uses long-term incentive compensation, in the
form of equity awards, to motivate and reward executive
officers for effectively executing longer-term strategic and
operational objectives. The value of these equity awards is
based on the value of our Common Stock and, these
awards help align the interests of executive officers with
those of Autodesk's stockholders.