Autodesk 2016 Annual Report Download - page 44

2016 Proxy Statement 38
Proxy Materials
Short-Term
Incentive Target
Short-Term
Incentive Target
as a Percentage of
Base Salary
Short-Term
Incentive Payout
Short-Term
Incentive Payout
as a Percentage of
Target
Sales Commission $236,250 50% $235,230 99.6%
Short-Term
Incentive $237,500 50% $235,125 99.0%
Total $473,750 100% $470,355 99.3%
Beginning in fiscal 2017, Mr. Blum no 
2017 short-
across the Company and aligns his incentiv
salary, short term incentive target and sales commission target were adjusted while his total target cash compensation remained
the same.
Fiscal 2017 Executive Incentive Plan
In fiscal 2017, the bonus awards for each of our NEOs will continue to be determined under the Autodesk, Inc. Executive
Incentive Plan. Near the beginning of the fiscal year, the Committee established funding performance thresholds, which, if
achieved, would establish maximum Fiscal 2017 EIP funding at 190% of target. For fiscal 2017, the Committee selected net
new model subscription additions, new model ARR and total subscription renewal rate as the funding metrics. The Committee
believes that the new metrics for fiscal 2017 better reflect the current drivers of success in our business model transformation.
If the funding metrics are achieved, in its exercise of negative discretion, the Committee will consider the performance
attainment versus specific targets to determine payouts. The Committee will assess the financial and operational performance of
the Company based on the following metrics and weighting:
Performance Metric CEO Weighting Other NEO Weighting
Net New Model Subscription Additions 32% 40%
New Model ARR 24% 30%
Non-GAAP Total Spend 12% 15%
Total Subscription Renewal Rate 12% 15%
Deferred Revenue 20%
The final awards, for our CEO and NEOs, could range from 0% to 150% of target, depending on achieved performance level.
Long-Term Incentive Compensation
Autodesk uses long-term incentive compensation in the form of equity awards to align executive pay opportunities with
stockholder value creation, and to motivate and reward executive officers for effectively executing longer-term strategic and
operational objectives.
March 2015 Equity Awards
During fiscal 2016, the Committee approved equity awards in the form of PSUs and RSUs for the NEOs. The Committee
elected to use a mix of PSUs and RSUs to complement the performance aspects of PSUs with the long-term retention
component of RSUs. In fiscal 2016, our CEO received 60% of his awards in PSUs and 40% in RSUs, while the other NEOs
received 50% of their awards in PSUs and 50% in RSUs.
In arriving at the total number of PSUs and RSUs to award to an executive officer, the Committee considered Autode
quity
held by, the executive; the individual performance of the executive; and internal pay parity considerations. In particular, the