NVIDIA 2015 Annual Report Download - page 51
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34
Objectives of Above Changes for Fiscal 2015
Increase focus on “at-risk” pay, particularly long-term PSUs that only become eligible to vest based on
achievement of specific performance goals
Motivate our NEOs to achieve maximum results by giving them increased opportunity for reward upon financial,
operational and stock price performance achievements
Achieve greater alignment of our NEOs’ interests with those of our stockholders
Granting PSUs and RSUs is consistent with pay practices at our peers, helps us manage dilution and promotes
retention of our NEOs by balancing the risk associated with our stock price volatility with a larger portion of cash
allocated to base salary
The equity granted to our NEOs is more retentive than incentive award levels under the annual Variable Cash Plan
because our equity is subject to a 4 year vesting schedule
The increase in equity granted to our NEOs reinforces our stock ownership culture
Summary of Pay Components and At-Risk Pay
As a result of the above changes, our NEO pay components for Fiscal 2014 compared to Fiscal 2015 are reflected
below:
CEO Compensation Components (Fiscal 2014 vs. Fiscal 2015)
________
(1) Represents the cash payable under the Variable Cash Plan upon achievement of target performance on the Non-GAAP Operating Income goal.
(2) Represents the aggregate fair value of the target amount of the equity awards the CC intended to deliver at the time the awards were approved by
the CC.