NVIDIA 2016 Annual Report Download - page 68

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Colette M. Kress - Executive Vice President and Chief Financial Officer
Fiscal 2015
Pay ($) Fiscal 2016 Pay ($) Change
Fiscal 2016
Pay Relative
to Peer
Group
(percentile)
Fiscal 2016 Shares
Threshold
Target
Compensation
Plan
Stretch
Operating
Plan
Target Cash Compensation (1) .1,050,000 1,050,000 —
Base Salary . . . . . . . . . . . . . . 775,000 775,000
Target Variable Cash . . . . . . . 275,000 275,000 (2)
Target Equity Compensation. . 2,097,430 2,392,335 up 14%
SY PSUs . . . . . . . . . . . . . . . . 1,207,450 1,358,610 17,250 69,000 138,000 (3)
MY PSUs. . . . . . . . . . . . . . . . — 147,675 1,875 7,500 15,000
RSUs . . . . . . . . . . . . . . . . . . . 889,980 886,050 (4)
Target Total Compensation . . . 3,147,430 3,442,335 up 9% 65th (5)
__________
(1) Target cash compensation excludes a sign-on bonus of $1.5 million and an anniversary bonus of $1.0 million earned in Fiscal 2015
and Fiscal 2016, respectively, pursuant to Ms. Kress’ offer letter. The CC determined that these special bonuses were necessary to
attract Ms. Kress, in consideration of her compensation opportunity at her prior employer.
(2) Based on our revenue achievement of 149% of Target Compensation Plan, Ms. Kress earned an award of $409,906.
(3) Based on Non-GAAP Operating Income achievement, the Stretch Operating Plan number of SY PSUs became eligible to vest over
a four-year period beginning on the date of grant, with 25% vesting on March 16, 2016.
(4) In Fiscal 2016, Ms. Kress was granted a total of 45,000 RSUs.
(5) The target total compensation increase for Fiscal 2016 was structured entirely in the form of an increase to Ms. Kress’ performance-
based equity. Ms. Kress’ overall pay mix is weighted more heavily towards performance-based equity than target cash, to further
align her with stockholders, to establish long-term incentives and to provide retention value as she joined the company in 2013.
Ajay K. Puri - Executive Vice President, Worldwide Field Operations
Fiscal 2015
Pay ($) Fiscal 2016 Pay ($) Change
Fiscal 2016
Pay Relative
to Peer
Group
(percentile)
Fiscal 2016 Shares
Threshold
Target
Compensation
Plan
Stretch
Operating
Plan
Target Cash Compensation . . 1,250,000 1,350,000 up 8%
Base Salary. . . . . . . . . . . . . . 875,000 875,000
Target Variable Cash . . . . . . 375,000 475,000 (1)
Target Equity Compensation .1,611,725 2,549,855 up 58%
SY PSUs. . . . . . . . . . . . . . . . 1,012,700 1,417,680 18,000 72,000 144,000 (2)
MY PSUs . . . . . . . . . . . . . . . — 147,675 1,875 7,500 15,000
RSUs . . . . . . . . . . . . . . . . . . 599,025 984,500 (3)
Target Total Compensation . . 2,861,725 3,899,855 up 36% 90th (4)
__________
(1) Based on our revenue achievement of 149% of Target Compensation Plan, Mr. Puri earned an award of $708,019.
(2) Based on Non-GAAP Operating Income achievement, the Stretch Operating Plan number of SY PSUs became eligible to vest over
a four-year period beginning on the date of grant, with 25% vesting on March 16, 2016.
(3) In Fiscal 2016, Mr. Puri was granted a total of 50,000 RSUs.
(4) Total target total compensation was set at the higher end of the market due to responsibility and scope increase as head of worldwide
field operations. The target total compensation increase for Fiscal 2016 was structured primarily in the form of performance-based
equity, to further align Mr. Puri’s interests with stockholders and long-term company performance.