Compensation Committee Interlocks and Insider Participation
The current members of the Compensation and Human Resources Committee are Mary T. McDowell, Reid French and Blake Irving. No director who served as a member of the Compensation and Human Resources Committee during fiscal 2021 is or was formerly an officer or employee of Autodesk or any of its subsidiaries. No interlocking relationship existed between any director who served as a member of the Compensation and Human Resources Committee during fiscal 2021 and the compensation committee of any other company, nor has any such interlocking relationship existed in the past.
Environment, Social, and Governance Programs
Impact at Autodesk
To help our customers imagine, design, and make a better world, we focus our environmental, social, and governance efforts on the outcomes where we can drive the greatest positive impact; partnering with our customers and enabling their sustainable practices through our products, catalyzing industry action by delivering free learning and training resources and providing software grants and support to qualifying nonprofits and entrepreneurs, and leading by example with our business practices and with our employees. At Autodesk, we recognize that our employees play a central role in the success of our long-term strategy, and our diversity and belonging strategy, professional development opportunities, and total rewards offerings help us attract, retain, and support our employees. Through our products and services, we partner with our customers to help them better understand and improve the environmental, energy, and materials performance of everything they make; make products, buildings, and entire cities that foster healthy and resilient communities; and adapt, grow, and prosper alongside increasing levels of automation.
Board Engagement and Oversight
Our Board receives updates from management on our environmental, social, and governance initiatives and values feedback from our stockholders on these efforts. In fiscal 2021, members of our management team and our Board reached out to stockholders representing approximately 66% of our outstanding shares, and met with numerous investors to discuss topics including the impacts of COVID-19, diversity, sustainability, board composition, governance, and our executive compensation programs, among other topics. Our directors also engage with our employees in various ways throughout the year, developing direct relationships below the executive management level. For example, members of our Board attend Autodesk’s annual leadership meetings, participate in fireside chats with employees, and visit our technology centers and other facilities.
Our Sustainability & Foundation Team, led by our VP of Sustainability, has direct responsibility for setting and implementing our corporate sustainability strategy, with oversight from our CEO and Board. The Sustainability &
Foundation team reports on sustainability matters and major initiatives, including progress against sustainability goals and targets, to our CEO and Board.
Diversity and Belonging
Autodesk is committed to building and maintaining a diverse workforce and a culture of belonging that welcomes people from all backgrounds, perspectives, and beliefs. We have developed a holistic, updated global Diversity and Belonging (“D&B”) strategy, which began with seeking feedback from employees representing all levels, regions, organizations, and a rich mix of demographics. Our D&B strategy includes initiatives such as inclusive leadership training for all people managers and senior employees as well as hiring manager and interview classes that include training on mitigating bias and inclusive practices.
To help us build a more diverse workforce, we have continued to invest in our diversity partnerships. We partner with educational institutions and professional organizations around the globe supporting underrepresented groups in technology, and provide a variety of scholarships, internship programs, mentoring and development partnerships, and program support to organizations focused on women and underrepresented groups. We also have an Emerging Leaders Program which is focused on developing a diverse cohort of leaders through professional development, mentoring, and networking opportunities.
Our commitment to diversity extends across all levels of our company, including senior leadership. For example, in February 2021, we announced the appointment of a new Chief Financial Officer and Chief Technology Officer, both of whom expand the diversity of our senior leadership. We emphasized the importance of diversity, including diversity of gender, ethnicity, background, and experience, throughout the recruiting process. In choosing an executive search firm, we requested information on the firm’s diversity and belonging strategy and examples of relevant searches that included diverse candidates as part of our evaluation. We also applied more flexibility around certain parameters, such as geography and work experience, to widen the pool of potential candidates. These efforts resulted in a diverse slate of candidates for both the Chief Financial Officer and Chief Technology Officer roles.
We recognize the importance of increasing diversity in our employee population, including representation of women and underrepresented people of color in technical and sales roles, and in leadership. We also provide transparent information around our workforce composition on our website, including the composition of recent hires. Our D&B strategy and leadership recruiting process support our efforts to increase workforce diversity and maintain transparency around our progress.
Additional information on our diversity and belonging program, initiatives, and metrics can be found on our website at https://www.autodesk.com/company/diversity-and-inclusion.
Education
Autodesk is committed to helping fuel a lifelong passion for design and making among students of all ages, both within and outside the classroom. We offer free educational licenses of Autodesk’s professional software to students, educators, and accredited educational institutions worldwide. We inspire and support beginners with Tinkercad, a simple online 3D design and 3D printing tool. Through Autodesk Design Academy, we provide secondary and post-secondary schools hundreds of standards-aligned class projects to support design-based disciplines in Science, Technology, Engineering, Digital Arts, and Math (STEAM) using Autodesk’s professional-grade design, engineering, and entertainment software. Autodesk Design Academy curricula is also syndicated on iTunes U and Udemy, where millions of students go to learn online. Classes and projects are available on our Instructables website for anyone looking to expand their “making” skills. In November 2020, we launched a credential program, which empowers current and future Autodesk customers to learn in-demand toolsets, skillsets, and mindsets, while earning credentials that demonstrate their job readiness. We offer self-paced, modular learning through a range of skill levels, roles, and career ambitions, helping professionals demonstrate and apply relevant knowledge, step into emerging roles, and stay at the forefront of their industry. Our intention is to make Autodesk software ubiquitous and the design and making software of choice for those poised to become the next generation of professional users.
2021 Proxy Statement | 19
Environmental Sustainability
Climate Change
In addressing the global challenges posed by climate change, we make it possible for our customers to innovate and respond to associated changes in regulation, building code, physical climate parameters, and other climate-related developments. This effort can directly and indirectly create more demand for existing and new Autodesk products and services in the short and long term. Furthermore, our leadership is committed to taking climate action and that commitment goes hand in hand with our values and reputation in the marketplace.
Developing Customer Solutions
To drive continued progress and meet growing demand, we continue to expand the solutions, education, and support we offer, helping customers secure a competitive advantage for a low-carbon future by designing high-performance buildings, resilient cities and infrastructure, and more efficient transportation and products. To continue to grow this market, we provide software and support to early-stage entrepreneurs, nonprofit organizations, and start-up companies who are designing clean technologies. We are expanding these offerings based upon demand and opportunity in response to challenges posed by climate change.
Climate Change Management Actions
Internally, we are investing in best practices to mitigate our greenhouse gas emissions and climate change risk through investments in renewable energy, energy efficiency, and disaster management and recovery strategies. Highlights include:
•We attained our science-based greenhouse gas reduction target of 43% emissions reduced over fiscal 2009 in fiscal 2020. This reduction was accomplished through increased investment in renewable energy and energy efficiency in our global real estate portfolio, and investments with our customers to create carbon avoidance projects that generate verified emission reduction credits.
•We announced a new commitment to being net-zero emissions by the end of fiscal 2021. Our assured results on this new commitment can be found in our fiscal 2021 impact report.
More information about our sustainability commitment is contained in our fiscal 2021 impact report as well as our previous annual impact reports, which we have published on our website since 2008.
Philanthropy
The Autodesk Foundation (the “Foundation”), a 501(c)(3) organization established and solely funded by us, leads our philanthropic efforts. The Foundation supports employees to create a better world at work, at home, and in the community by matching employees’ volunteer time and/or donations to nonprofit organizations, and supports organizations and individuals using design to drive positive social and environmental impact. To support the latter, we use grant funding, software donations, and training, selecting the most impactful and innovative organizations around the world, leading to a better future for our planet. The Foundation also administers a discounted software donation program on our behalf for nonprofit organizations, social and environmental entrepreneurs, and others who are developing design solutions that will shape a more sustainable future. In fiscal 2020, Autodesk committed to target 1% of annual operating margin for the long-term support of the Autodesk Foundation.
Contacting the Board
Communications from stockholders to the non-employee directors should be addressed to the Chair of the Board as follows: Autodesk, Inc., c/o Chief Legal Officer, 111 McInnis Parkway, San Rafael, California 94903, Attention: Non-Executive Chair.
Executive Compensation
Compensation Discussion and Analysis
Throughout this proxy statement, the individuals included in the Summary Compensation Table beginning on page 37 are referred to as our “named executive officers” or “NEOs.” For fiscal 2021, our NEOs were:
•Andrew Anagnost, Chief Executive Officer, President, and interim Chief Financial Officer;
•Steven M. Blum, Executive Vice President, Chief Revenue Officer;
•Pascal W. Di Fronzo, Executive Vice President, Corporate Affairs, Chief Legal Officer and Corporate Secretary;
•R. Scott Herren, former Senior Vice President and Chief Financial Officer; and
•Carmel Galvin, former Senior Vice President, People and Places and Chief Human Resources Officer.
The information in this discussion provides perspective and narrative analysis relating to, and should be read along with, the executive compensation tables beginning on page 37.
Our Compensation Discussion and Analysis provides an overview of our business performance in fiscal 2021, highlights the key components and structure of our executive compensation program, discusses the principles underlying our compensation policies and procedures, and addresses other matters we believe explain and demonstrate our performance-based compensation philosophy.
Management Changes in Fiscal 2021
In December 2020, Mr. Herren resigned from his role at Autodesk, and Dr. Anagnost was appointed interim Chief Financial Officer in January 2021. Dr. Anagnost was not granted supplemental compensation in connection with this interim role and continued to be compensated according to his existing arrangements with Autodesk as our President and Chief Executive Officer. Ms. Galvin resigned from her role at Autodesk in January 2021.
Executive Summary
Fiscal 2021 Strategic Priorities and Performance Highlights
Autodesk empowers innovators to achieve the new possible, delivering technology that enables our customers to achieve better outcomes for their products, their businesses, and the world. We recently completed our business model transition from selling perpetual licenses to selling subscriptions. Our subscription plan offerings are designed to give our customers increased flexibility with how they use our products and service offerings and to attract a broader range of customers such as project-based users and small businesses.
In fiscal 2021, we saw unprecedented changes around the world as the pandemic and social unrest challenged the ways we live, work, and participate in our communities. As we adapted our business and operations to support our employees and our customers, the resilience of our subscription business model and the larger shift to cloud computing allowed us to maintain momentum. We made significant progress on our strategic priorities of accelerating digitization in architecture, engineering, and construction, converging design and make in manufacturing, and converting non-compliant and legacy users. Our subscription revenue increased 26% and our remaining performance obligations increased 19% from fiscal 2020, and we met or exceeded all of our key financial goals. We also completed a number of acquisitions in fiscal 2021, including Spacemaker AS, which enables us to support professionals in early-stage design, Pype, which allows our construction customers to automate workflows throughout the project lifecycle, and CAMplete, a leading provider of post-processing and machine simulation solutions in manufacturing. As we look forward, we continue on our mission to help imagine, design, and make a better world with our own environmental, social, and governance efforts and by enabling our customers’ sustainable practices through our products.
2021 Proxy Statement | 21
Our fiscal 2021 performance includes the following results:
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Total billings decreased 1 percent to $4.14 billion.
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Total revenue was $3.79 billion, an increase of 16% from fiscal 2020.
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Total subscriptions were 5.27 million, an increase of 8% from fiscal 2020; of which subscription plan subscriptions were 5.15 million.
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Deferred revenue was $3.36 billion, an increase of 12% from fiscal 2020.
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Remaining performance obligations (RPO) (deferred revenue plus unbilled deferred revenue) was $4.24 billion, an increase of approximately 19% from fiscal 2020.
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Income from operations was $629.1 million, compared to $343.0 million in fiscal 2020.
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Non-GAAP income from operations was $1.11 billion, an increase from $802.6 million in fiscal 2020.*
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Cash flow from operating activities was $1.44 billion, an increase from $1.42 billion in fiscal 2020. Free cash flow was $1.35 billion, a decrease from $1.36 billion in fiscal 2020.*
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Stock price increased by 41% in fiscal 2021, 88% over the last two fiscal years, and 140% over the last three fiscal years.
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_________________
* A reconciliation of GAAP to non-GAAP results is provided in Appendix A.
Fiscal 2021 Executive Compensation Highlights
Shortly after the beginning of our fiscal 2021, the COVID-19 pandemic swept the globe, resulting in massive disruptions and significant uncertainty for our business and the economy. As the Compensation and Human Resources Committee (the “Committee”) evaluated our fiscal 2021 compensation program, it sought to mitigate the impact of this uncertainty by reducing complexity while establishing incentives for our executives to achieve results aligned with the best interests of Autodesk and our stockholders. In light of the need to maintain flexibility to respond to unforeseen circumstances caused by the pandemic and related actions taken in response to the pandemic, the Committee retained discretion over the annual cash incentive and performance stock units (“PSUs”) that would otherwise be payable on actual performance, not to exceed allowable plan maximums. Ultimately, the Committee only exercised its negative discretion to reduce the actual bonus awards to reflect actual performance achieved, and did not exercise any discretion over the PSU awards earned in fiscal 2021.
We used the following performance metrics during fiscal 2021 to determine the pay outcomes for the components of our NEOs’ pay shown below:
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Component of Pay
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Performance Metrics
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Annual cash incentive
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Total Revenue
Non-GAAP Operating Income
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PSUs
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Total Revenue
Relative TSR (as defined below) (over 1, 2, and 3 years)
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In March 2021, the Committee made the following determinations relating to the compensation of our NEOs:
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Annual
Cash Incentive Results
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Consistent with our fiscal 2021 financial results, the Committee determined that, based on attainment of the performance metrics for Autodesk’s 2021 cash incentive plan, the annual cash incentive awards for our CEO and other NEOs were earned at 100% of their target award opportunity.
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Performance Share Results
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The Committee certified the attainment levels for performance measures for tranches of PSUs awarded in April 2020, March 2019, and March 2018. For each award, the Committee measured performance based on Autodesk’s achievement of 100% of the revenue target established for fiscal 2021 and relative total stockholder return (“TSR”) over one-, two-, and three-year performance periods, respectively.
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Say-on-Pay Results and Stockholder Outreach
Autodesk and the Committee value the input of our stockholders. The Committee carefully considers stockholder feedback as part of its ongoing review of our executive compensation programs, design, and metrics, and this feedback has informed changes the Committee has made in recent years to align our programs with our business transformation and manage the impacts of COVID-19. In 2020, 95.7% of the votes cast on our say-on-pay proposal were favorable, reflecting strong stockholder support for our executive compensation programs. In fiscal 2021, members of our management team and our Board continued our annual outreach and contacted stockholders representing approximately 66% of our outstanding shares. We met with representatives from passive funds as well as active funds to discuss the impacts of COVID-19, our executive compensation programs, diversity, sustainability, board composition, and governance. This outreach enabled us to gather feedback from a significant cross-section of Autodesk’s stockholder base. Based on these discussions, the Committee found that our stockholders continued to be supportive of our executive compensation programs and the alignment between executive pay and Autodesk’s performance.
Emphasis on Variable “At Risk” Performance Executive Compensation
Our executive compensation program emphasizes variable compensation with both annual and long-term performance components. In fiscal 2021, 94% of our CEO’s and 88% of all other NEOs’ total compensation was variable in nature and “at risk” and 85% of our CEO’s and 78% of all other NEOs’ total compensation consisted of long-term equity. Our incentive programs reward strong annual financial and operational performance, as well as relative TSR over one-, two-, and three-year performance periods. The charts below illustrate the fiscal 2021 pay mix between base salary and targeted short- and long-term equity compensation for our CEO and all other NEOs.
Compensation Guiding Principles
The Committee believes that Autodesk’s executive compensation program should be designed to attract, motivate, and retain talented executives and should provide a rigorous framework that is tied to stockholder returns, company performance, long-term strategic corporate goals, and individual performance. The general compensation objectives are to:
•Recruit and retain the highest caliber of executives through competitive rewards;
•Motivate executive officers to achieve business and financial goals;
•Balance rewards for short- and long-term performance; and
•Align rewards with stockholder value creation.
Within this framework, the total compensation for each executive officer varies based on multiple dimensions:
•Whether Autodesk achieves its short-term and long-term financial and non-financial objectives;
2021 Proxy Statement | 23
•Autodesk’s TSR relative to companies in the North American Technology Software Index;
•The specific role and responsibility of the officer;
•Each individual officer’s skills, competency, contributions, and performance;
•Internal pay parity considerations; and
•Retention considerations.
The Compensation-Setting Process
The Committee reviews and approves all components of each executive officer’s compensation.
CEO Pay Decisions
Throughout the year, the Committee and other independent members of the Board, including the Chair, review the performance of, and provide feedback to, our CEO at regularly scheduled meetings and through informal discussions. Annually, the Committee meets and discusses with other independent members of the Board the performance of our CEO in light of corporate goals and objectives. The Committee took this assessment into account, along with competitive compensation data, in determining our CEO’s compensation. Compensation targets are intended to be aggressive yet achievable with diligent effort during the fiscal year. As part of its deliberations on CEO compensation, the Committee consulted with its independent consultant and the other independent directors prior to approving our CEO’s compensation.
Executive Officer Pay Decisions
Our CEO makes recommendations to the Committee regarding the base salary, annual cash incentive awards, and equity awards for each executive officer other than himself. These recommendations are based on our CEO’s assessment of each executive officer’s performance during the year, competitive compensation data, internal pay parity, and retention considerations. Our CEO reports on the performance of the executive officers and their business functions during the year in light of corporate goals and objectives. He bases his evaluation on his knowledge of each executive officer’s performance and input from other individuals, including feedback provided by the executive officers, their colleagues, and their direct reports. Members of our People and Places organization assist our CEO in assessing each executive officer’s performance and providing market compensation data for each role. In executing the responsibilities set forth in its charter, the Committee relies on a number of resources to provide input to the decision-making process.
Independent Consultant
The Committee retained Exequity LLP as its compensation adviser for fiscal 2021. Exequity provided advice and recommendations on a number of issues, including total compensation philosophy; program design, including program goals, components, and metrics; peer data; compensation trends in the technology sector and general market for senior executives; separation plans; the compensation of our CEO and our other executive officers; and disclosure of our executive pay programs. The Committee has considered the independence of Exequity in light of Nasdaq's listing standards for compensation committee independence and the rules of the SEC, and requested and received a written confirmation from Exequity addressing the independence of the firm and its senior advisers working with the Committee. The Committee discussed these considerations and concluded that the work performed by Exequity did not raise any conflict of interest.
Management
The Committee also consults with management and Autodesk’s People and Places organization regarding executive and non-executive employee compensation plans, including administration of Autodesk’s equity incentive plans.
Competitive Compensation Positioning and Peer Group
To ensure our executive compensation practices are competitive and consistent with the Committee’s guiding principles, Exequity and management provide the Committee with compensation data for each executive role. This data is drawn from a group of companies in relevant industries that compete with Autodesk for executive talent. The Committee uses this data, as well as information about broader technology industry compensation practices, when evaluating the compensation of our executive officers.
The compensation peer group is selected based upon multiple criteria, including industry positioning, competition for talent, revenue, market capitalization, financial results, and geographic footprint. The Committee reviews the compensation peer group each year to ensure that the comparisons remain meaningful and relevant. Based on the Committee’s review, the fiscal 2021 compensation peer group consisted of the following companies:
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Company
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Reported Fiscal Year
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Revenue (in billions)
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Market Capitalization as of 1/31/2021 (in billions)
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Adobe Inc.
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27-Nov-20
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12.87
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219.75
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Akamai Technologies, Inc.
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31-Dec-20
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3.20
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18.07
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ANSYS, Inc.
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31-Dec-20
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1.68
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30.68
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Cadence Design Systems, Inc.
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2-Jan-21
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2.68
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36.37
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Citrix Systems, Inc.
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31-Dec-20
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3.24
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16.33
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Electronic Arts Inc.
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31-Mar-20
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5.54
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41.31
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Intuit Inc.
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31-Jul-20
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7.68
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98.96
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Juniper Networks, Inc.
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31-Dec-20
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4.45
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8.00
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NetApp, Inc.
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24-Apr-20
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5.41
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14.80
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NortonLifeLock Inc. (formerly Symantec Corporation)
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3-Apr-20
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2.49
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12.37
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Nuance Communications, Inc.
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30-Sep-20
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1.48
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12.98
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PTC Inc.
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30-Sep-20
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1.46
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15.51
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Red Hat, Inc.
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28-Feb-19
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3.36
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N/A
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salesforce.com, inc.
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31-Jan-21
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21.25
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207.29
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Splunk Inc.
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31-Jan-21
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2.23
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26.92
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Synopsys, Inc.
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31-Oct-20
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3.69
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38.92
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Workday, Inc.
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31-Jan-21
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4.32
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55.29
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Autodesk, Inc.
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31-Jan-21
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3.79
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60.92
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Autodesk Percentile Ranking
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59%
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81%
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In September 2020, the Committee reviewed the compensation peer group that would be used for fiscal 2022 compensation decision making. The Committee determined that for fiscal 2022, Juniper Networks, Inc., would be removed from the compensation peer group and Palo Alto Networks, Inc., ServiceNow, Inc., and Square, Inc., would be added, based on the criteria described above. In addition, Red Hat, Inc., will be removed for fiscal 2022 due to its acquisition in 2019.
When determining the base salary, incentive targets, equity grants, and target total direct compensation opportunity for each of our NEOs, the Committee references the median data from our compensation peer group for each component and in the aggregate. Actual compensation awards may be above or below the median levels, depending on Autodesk’s financial and operational performance and each executive officer’s experience, skills, and performance. The Committee believes that referencing the total compensation packages of the companies in the compensation peer group keeps Autodesk’s compensation competitive and within market norms. This also provides flexibility for variances in compensation where appropriate, based on each executive officer’s leadership, contributions, and particular skills or expertise as well as retention considerations.
2021 Proxy Statement | 25
Principal Elements of the Executive Compensation Program
The principal elements of Autodesk’s fiscal 2021 executive compensation program are described below.
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Component
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Purpose
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Description
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Performance Measures
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Base Salary
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Forms basis for competitive compensation package
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Reflects competitive market conditions, individual performance, and internal parity
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None, although the Committee considers individual performance when setting and reviewing base salary levels and merit increases
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Annual Cash Incentive
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Motivate achievement of annual strategic priorities relating to top- and bottom-line growth
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Target percentage based on competitive market practices and internal parity
Actual bonus payout ranges from 0% to 200% of target and is determined by performance versus goals established at the beginning of the performance period
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Total revenue
Non-GAAP total operating income
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Performance Stock Units
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Align compensation with key drivers of the business and relative stockholder return
Encourage focus on near-term and long-term strategic objectives
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Size of award based on competitive market practices, corporate and individual performance, and internal parity
Actual number of shares vested ranges from 0% to 200% of target and is determined by performance versus goals established at the beginning of the performance period
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Total revenue
Autodesk’s relative TSR over one-, two-, and three-year performance periods
Autodesk stock price
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Restricted Stock Units
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Encourage focus on long-term stockholder value creation
Retention
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Size of award based on competitive market practices, corporate and individual performance, internal parity, and retention considerations
Recipients earn shares if they remain employed through the three-year vesting period
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Autodesk stock price
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When setting the goals for the annual cash incentive opportunity and PSUs, the Committee considered the overlap of total revenue to be appropriate as a key metric to Autodesk’s success and a way to reduce complexity in light of the economic uncertainty due to the COVID-19 pandemic. The use of non-GAAP operating income in our annual cash incentive and relative TSR over one-, two-, and three-year performance periods against market indices as a modifier for the PSUs further differentiates the short- and long-term incentives and aligns those awards with the achievement of Autodesk’s strategic goals and the long-term interests of our stockholders.
Base Salary
Base salary is used to provide our executive officers with a competitive amount of fixed annual cash compensation. The Committee views base salary as a reliable source of income for the executive officers and an important recruiting and retention tool. The Committee sets base salaries at a competitive level that recognizes the scope, responsibility, and skills required of each position, as well as market conditions and internal pay equity.
The Committee reviewed an analysis of the base salary for each executive role, an assessment of each executive officer’s experience, skills, and performance level, and Autodesk’s performance. In particular, the Committee noted that Dr. Anagnost’s base salary and total cash compensation were below the median market position of our compensation peer group and the Committee’s expectation to increase his base salary over time, commensurate with performance. In consideration of this expectation and Dr. Anagnost’s leadership and contributions to Autodesk, the Committee elected to increase Dr. Anagnost’s base salary in fiscal 2021 by 16.3%. The Committee elected not to increase the base salaries of other NEOs in fiscal 2021.
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Named Executive Officer
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Fiscal 2020 Base Salary
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Fiscal 2021 Base Salary
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% Change Compared to Prior Fiscal Year
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Andrew Anagnost
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$860,000
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$1,000,000
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16.3
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%
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Steven M. Blum
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$592,000
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$592,000
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0
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%
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Pascal W. Di Fronzo
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$514,500
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$514,500
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0
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%
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Former Executive Officers
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R. Scott Herren
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$623,000
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$623,000
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0
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%
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Carmel Galvin
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$450,000
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$450,000
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0
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%
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Annual Short-Term Incentive Compensation
At the beginning of each fiscal year, the Committee establishes target award opportunities, payout metrics, and performance targets for the Autodesk, Inc., Executive Incentive Plan (“EIP”). This annual cash incentive is intended to motivate and reward participants for achieving company-wide annual financial and non-financial objectives as well as individual objectives.
Target Award Opportunities and Fiscal 2021 Executive Incentive Plan
The Committee sets the target annual cash incentive award opportunity for each eligible executive officer based on competitive assessments, the executive’s particular role, and internal parity considerations. Based on its review of these factors, the Committee set the fiscal 2021 cash incentive target for each of our NEOs at the same percentage as in fiscal 2020. These target opportunities are expressed as a percentage of the NEO’s annualized base salary and were 125% for our CEO and 75% for our other NEOs. An NEO may receive an earned award that is greater or less than the target award opportunity, depending upon Autodesk’s and the NEO’s performance.
In fiscal 2021, bonus awards for each of our NEOs were funded under the EIP. At the beginning of the fiscal year, the Committee established funding performance thresholds, which, if achieved, would establish the maximum fiscal 2021 EIP funding at 200% of target. For fiscal 2021, the Committee selected total revenue, non-GAAP operating income, and absolute TSR as the funding metrics. As discussed above, the Committee sought to align our executives’ incentives with key drivers of Autodesk’s success, while reducing complexity in the metrics as the COVID-19 pandemic created significant disruption and caused businesses and governments to drastically alter their operations in response to the pandemic.
Autodesk’s fiscal 2021 performance of $3.79 billion in total revenue, $1.11 billion in non-GAAP operating income, and 48% in TSR (based on a 31-day average closing stock price at the beginning and end of fiscal 2021) exceeded the funding threshold, resulting in the maximum bonus award funding for each executive. The Committee then exercised its negative discretion to reduce the actual bonus award for each of the participants based on pre-established performance measures, as described below.
Company Performance Measures and Performance
At the beginning of fiscal 2021, the Committee approved fiscal 2021 EIP performance measures to align our CEO’s and other NEOs’ bonus opportunities with our strategic priorities. In light of the developing COVID-19 pandemic as it was establishing the performance targets in the spring of 2021, the Committee decided to set a target range rather than a single number for each target. These ranges were determined based on our business plan and expectations for the year, and exceeded our target and actual performance in fiscal 2020. In its exercise of negative discretion, the Committee considered the performance attained versus the pre-established performance targets to determine payouts. For our CEO and other NEOs, the Committee assessed the performance of Autodesk against targets set at the beginning of the fiscal year based on the criteria below; the final award could range from 0% to 200% of the target award. This calculation yielded a bonus payout of 100% of target, as shown below:
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Performance Metric
|
|
Weighting
|
|
Actual
(millions)
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|
Target
(millions)
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|
Attainment %
|
Total Revenue
|
|
60%
|
|
$3,790
|
|
$3,683-3,960
|
|
100%
|
Non-GAAP Operating Income
|
|
40%
|
|
$1,112
|
|
$910-1,187
|
|
100%
|
Total
|
|
100%
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|
|
|
|
|
100%
|
2021 Proxy Statement | 27
Based on the level of achievement of the performance objectives, in March 2021, the Committee approved short-term incentive awards for our NEOs as follows:
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Named Executive Officer
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Short-Term Incentive
Target as a Percentage of
Base Salary
|
|
Short-Term Incentive Target(1)
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|
Short-Term Incentive Payout as a Percentage of Target
|
|
Short-Term Incentive Payout
|
Andrew Anagnost
|
|
125%
|
|
$1,221,311
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|
100%
|
|
$1,221,311
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Steven M. Blum
|
|
75%
|
|
$444,000
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|
100%
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|
$444,000
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Pascal W. Di Fronzo
|
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75%
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|
$385,875
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100%
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|
$385,875
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Former Executive Officers(2)
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R. Scott Herren
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75%
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|
$467,250
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|
—%
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|
$—
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Carmel Galvin
|
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75%
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|
$337,500
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|
—%
|
|
$—
|
_________________
(1)Reflects Dr. Anagnost’s fiscal 2021 base salary adjustment, which took effect on April 1, 2020.
(2)No bonus payout was awarded to Mr. Herren or Ms. Galvin as they resigned prior to the end of fiscal 2021.
Fiscal 2022 Short-Term Incentive Compensation
In fiscal 2022, 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 retained total revenue, non-GAAP operating income, and absolute TSR as the funding metrics. If the funding metrics are achieved, in its exercise of discretion, the Committee will consider Autodesk’s performance attainment versus pre-established targets to determine payouts against total revenue and non-GAAP operating income, which have been retained as the performance metrics for the ultimate determination of bonus payments, with the following weighting:
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Performance Metric
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Weighting
|
Total Revenue
|
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60%
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Non-GAAP Operating Income
|
|
40%
|
The Committee believes that the metrics selected for the fiscal 2022 EIP will align our incentives with key drivers of success. The final awards for our NEOs could range from 0% to 200% of target, depending on the performance achieved. In selecting total revenue and non-GAAP operating income, the Committee also considered stockholder feedback in support of simplicity, metrics that reflect our evolved business model, and focus on profitability, as well as the practices of our peer companies. The Committee continuously assesses our compensation program structure and metrics to respond to business needs, industry practices, and the talent market.
As we seek to attract and retain top-tier executives in a competitive market, the Committee also evaluates the mix of offerings. For fiscal 2022, we introduced a pilot program offering certain employees, including our NEOs, the option to receive PSUs in lieu of participation in the fiscal 2022 EIP (the “bonus to equity exchange program”). Under this program, our NEOs were offered an election for a PSU award with a grant value equal to 100% of the target payout of the fiscal 2022 EIP award they would have otherwise been eligible to receive. The PSUs would vest in one year, contingent upon attainment of the same funding and performance metrics as the fiscal 2022 EIP. The final number of shares received could range from 0% to 200% of target. The Committee believes the bonus to equity exchange program offers benefits such as additional flexibility for our executives, differentiation of Autodesk’s compensation program, and further alignment of incentives with stockholder interests. All of our NEOs as of January 31, 2021, have elected to participate in the bonus to equity exchange program in fiscal 2022. Debbie Clifford, who joined Autodesk as Chief Financial Officer in March 2021, was not eligible for the bonus to equity exchange program as she joined after the election date.
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.
April 2020 Long-Term Equity Awards
During fiscal 2021, the Committee approved annual equity awards in the form of PSUs and restricted stock units (“RSUs”) for our NEOs. The Committee elected to continue to use a mix of 60% PSUs and 40% RSUs for each of our NEOs, including our CEO, to complement the performance aspects of PSUs with the long-term retention element of RSUs.
In arriving at the total number of PSUs and RSUs to award each executive officer in fiscal 2021, the Committee considered Autodesk’s performance in fiscal 2020, competitive market data for the executive’s position, historical grants, unvested equity, individual performance of the executive, and internal pay parity. At that time, the Committee noted Autodesk’s completion of its business model transition, which was indicative of strong execution and positioned us well for our next stage of growth and continued, long-term stockholder value creation. Key performance indicators reflecting progress in fiscal 2020 included:
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REVENUE
|
|
GAAP OPERATING INCOME
|
|
NON-GAAP OPERATING INCOME(1)
|
p 27% from fiscal 2019
|
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p $368M from fiscal 2019
|
|
p $487M from fiscal 2019
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$3.27B
|
|
$343M
|
|
$803M
|
|
|
|
|
|
FREE CASH FLOW
|
|
RPO
|
|
1/31/2020 STOCK PRICE
|
p $1.05B from fiscal 2019
|
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p 33% from fiscal 2019
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|
p 34% from fiscal 2019
|
$1.36B
|
|
$3.56B
|
|
$196.85
|
_________________
(1) A reconciliation of GAAP to non-GAAP results is provided in Appendix A.
As a result of this analysis, the following equity awards were approved:
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Named Executive Officer
|
|
Target Value of PSU + RSU Award
|
|
Target PSU Award (#)(1)
|
|
RSU Award (#)(1)
|
Andrew Anagnost
|
|
$13,000,000
|
|
52,521
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|
35,014
|
Steven M. Blum
|
|
$4,000,000
|
|
16,160
|
|
10,773
|
Pascal W. Di Fronzo
|
|
$3,000,000
|
|
12,120
|
|
8,080
|
Former Executive Officers(2)
|
|
|
|
|
|
|
R. Scott Herren
|
|
$5,500,000
|
|
22,220
|
|
14,813
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Carmel Galvin
|
|
$3,100,000
|
|
12,524
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|
8,349
|
_________________
(1)Number of shares determined by the weighting of PSUs and RSUs and the average closing stock price over the last 20 trading days prior to the date of grant.
(2)Mr. Herren and Ms. Galvin forfeited all of their unvested stock when they terminated their employment with Autodesk.
PSU Awards
Our current PSU design was adopted following extensive stockholder outreach and incorporates a number of features our stockholders identified as being most important, including multiple performance metrics, TSR relative to peers, and a multi-year measurement period.
The PSU awards provide for a minimum, target, and maximum number of shares to be earned based upon predetermined performance criteria.
•For fiscal 2021 awards, PSU vesting will be based on achievement of performance goals adopted by the Committee (“Performance Results”) and Autodesk’s TSR compared against companies in the S&P North American Technology Software Index with a market capitalization over $2 billion (“Relative TSR”) over one-, two-, and three-year performance periods.
2021 Proxy Statement | 29
•In fiscal 2021, we measured Performance Results based on total revenue.
•The use of these different goals motivates management to drive Autodesk’s growth, provides a balance of short- and long-term focus, and, combined with Relative TSR and vesting over one-, two-, and three-year performance periods, aligns these awards with the long-term interests of our stockholders.
Performance Results for the relevant performance period could result in PSU attainment of 0% to 150% of target. Once the Performance Results percentage is established, it is multiplied by a percentage ranging from 67% to 133%, depending on Autodesk’s Relative TSR for the period. The combined impact of these performance criteria is that PSUs could be earned from 0% to 200% of target. The chart below illustrates the attainment mechanics for the PSUs approved in fiscal 2021.
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Fiscal 2021
(First PSU Tranche)
|
|
Fiscal 2022
(Second PSU Tranche)
|
|
Fiscal 2023
(Third PSU Tranche)
|
|
|
|
|
|
Fiscal 2021 Target Shares
Multiplied by:
Fiscal 2021 Financial Performance
(0%-150% of Target)
Multiplied by:
Fiscal 2021 Relative TSR
(+/- 33%)
|
|
Fiscal 2022 Target Shares
Multiplied by:
Fiscal 2022 Financial Performance
(0%-150% of Target)
Multiplied by:
Fiscal 2021-2022 Relative TSR
(+/- 33%)
|
|
Fiscal 2023 Target Shares
Multiplied by:
Fiscal 2023 Financial Performance
(0%-150% of Target)
Multiplied by:
Fiscal 2021-2023 Relative TSR
(+/- 33%)
|
An executive who has received PSU grants in three successive years will have a portion of the total PSU shares vesting in that third year be based on the combination of 3-year, 2-year and 1-year Relative TSR (see “Vesting of PSUs” below for an illustration of this cumulative effect of multiple PSU grants).
RSU Awards
The time-based RSU awards granted to our NEOs in April 2020 vest in three equal annual installments, beginning in March 2021. RSUs help us retain executives in a competitive environment and provide further incentive to focus on longer-term stockholder value creation.
Vesting of PSUs in 2021
In March 2021, the Committee reviewed and certified the attainment levels for performance measures for the third tranche of PSUs awarded in March 2018, the second tranche of PSUs awarded in March 2019, and the first tranche of PSUs awarded in April 2020. For each award, the Committee measured the following performance:
Fiscal 2021 financial goal attainment versus target was based on the criteria below. As discussed above, the Committee set a target range rather than a single number in consideration of the uncertainty created by the COVID-19 pandemic. As noted, the range was determined based on our business plan and expectations for the year, and exceeds our target and actual performance in fiscal 2020.
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|
|
Performance Metric
|
|
Weighting
|
|
Actual
(in millions)
|
|
Target
(in millions)
|
|
Attainment %
|
Total Revenue
|
|
100%
|
|
$3,790
|
|
$3,683-3,960
|
|
100%
|
Total
|
|
100%
|
|
|
|
|
|
100%
|
Autodesk’s Relative TSR was based on:
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|
|
|
|
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|
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|
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|
|
Performance Period
|
|
Autodesk TSR (1)
|
|
Percentile Rank (2)
|
|
Payout Multiplier
|
Fiscal 2019 - Fiscal 2021
|
|
162.7%
|
|
59th Percentile
|
|
107%
|
Fiscal 2020 - Fiscal 2021
|
|
101.1%
|
|
56th Percentile
|
|
108%
|
Fiscal 2021
|
|
47.7%
|
|
52nd Percentile
|
|
103%
|
_________________
(1)Based on the 31-day average closing stock price (+/- 15 days) at the beginning of each period and the end of fiscal 2021.
(2)Relative TSR was measured against companies in the S&P North American Technology Software Index with a market capitalization over $2 billion.
The combination of financial attainment and Relative TSR results yielded the following PSU vesting in fiscal 2021:
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|
March 2018
3rd Tranche
Fiscal 2019 Award
|
:
|
Fiscal 2021 Financial
Goal Attainment
100%
|
X
|
Fiscal 2019 - Fiscal 2021 Relative TSR
107%
|
=
|
Percent of PSU Target Award
107%
|
|
|
|
|
|
|
March 2019
2nd Tranche
Fiscal 2020 Award
|
:
|
X
|
Fiscal 2020 - Fiscal 2021
Relative TSR
108%
|
=
|
Percent of PSU Target Award
108%
|
|
|
|
|
|
|
April 2020
1st Tranche
Fiscal 2021 Award
|
:
|
X
|
Fiscal 2021
Relative TSR
103%
|
=
|
Percent of PSU Target Award
103%
|
Based on this performance, the PSU awards were earned as follows:
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|
|
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|
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|
|
March 2018 Award
3rd Tranche
|
|
March 2019 Award
2nd Tranche
|
|
April 2020 Award
1st Tranche
|
Named Executive Officer
|
|
Target Number of PSUs
|
|
Actual Number of PSUs Earned
|
|
Target Number of PSUs
|
|
Actual Number of PSUs Earned
|
|
Target Number of PSUs
|
|
Actual Number of PSUs Earned
|
Andrew Anagnost
|
|
12,349
|
|
13,213
|
|
14,018
|
|
15,139
|
|
17,507
|
|
18,032
|
Steven M. Blum
|
|
2,968
|
|
3,175
|
|
5,097
|
|
5,504
|
|
5,387
|
|
5,548
|
Pascal W. Di Fronzo
|
|
1,979
|
|
2,117
|
|
2,294
|
|
2,477
|
|
4,040
|
|
4,161
|
Former Executive Officers(1)
|
R. Scott Herren
|
|
3,694
|
|
—
|
|
7,009
|
|
—
|
|
7,407
|
|
—
|
Carmel Galvin
|
|
3,694
|
|
—
|
|
2,803
|
|
—
|
|
4,175
|
|
—
|
_________________
(1)Mr. Herren and Ms. Galvin forfeited all of their unvested stock when they terminated their employment with Autodesk.
March 2021 Equity Awards
In March 2021, the Committee approved a mix of PSUs and RSUs for each of our NEOs. The fiscal 2022 PSU awards are structured in the same manner as the fiscal 2021 PSU awards; however, financial performance will be measured based on the following metrics:
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|
|
|
|
|
|
|
Performance Metric
|
|
NEO Weighting
|
Total Revenue
|
|
60%
|
Free Cash Flow
|
|
40%
|
The payout for financial performance will continue to range from 0% to 200%. The Committee selected total revenue and free cash flow as the performance metrics to align our executives' incentives with these key drivers of stockholder value, and increased the weighting of free cash flow from previous years, taking into consideration stockholder feedback noting the importance of this metric as an indicator of Autodesk’s intrinsic value. The Committee determined the overlap of total revenue in the short-term incentive and the PSUs to be appropriate in light of the importance of this goal, the use of different second metrics in the two incentives, and the use of relative TSR modifiers for the PSUs.
2021 Proxy Statement | 31
The financial performance results will continue to be adjusted based on Autodesk’s Relative TSR over one-, two-, and three-year performance periods with a relative TSR payout range of 67% to 133%.
For fiscal 2022, the Committee elected to grant our NEOs 60% their annual equity in PSUs and 40% in RSUs to align their compensation with Company performance.
Executive Benefits
Welfare and Other Employee Benefits
Benefits provided to our executive officers are generally the same as those provided to all other eligible Autodesk employees. In the United States, these benefits include medical, dental, and vision insurance, 401(k) retirement plan with company matching contributions, an employee stock purchase plan, health and dependent care flexible spending accounts, short-term disability salary continuation, long-term disability insurance, accidental death and dismemberment insurance, basic life insurance coverage, and various paid time off and leave programs.
Perquisites and Other Personal Benefits
Autodesk does not, as a general practice, provide material benefits or special considerations to our executive officers that are not provided to other employees. However, from time to time, when deemed appropriate by the Committee, certain executive officers receive perquisites and other personal benefits that are competitively prudent or otherwise in Autodesk’s best interest.
Employment Agreement and Post-Employment Compensation
Employment Agreement with CEO
The terms and conditions of Dr. Anagnost’s employment are set forth in his June 2017 employment agreement, which defines the respective rights of Autodesk and Dr. Anagnost. This agreement provides general protection for Dr. Anagnost in the event of termination without cause or resignation for good reason and has been a valuable tool to incentivize Dr. Anagnost to become our CEO and to retain his services. We believe the protections afforded to our CEO in the event of a change in control promote continuity by helping our CEO maintain focus and dedication to enhance stockholder value. Details of the agreement with Dr. Anagnost can be found beginning on page 43.
Severance Plan
During fiscal 2019, the Committee adopted the Autodesk, Inc. Severance Plan to establish standard executive severance terms and minimize the need to negotiate individualized executive severance terms in the future. Each of our NEOs (other than our CEO), as well as certain other senior executives, is a participant in the plan. If a participant’s employment is terminated without cause, or if a participant terminates his or her employment for good reason, then, in addition to payment of accrued base salary and vacation and any previously awarded but unpaid bonus, the participant is eligible to receive the following benefits:
•a lump-sum payment equal to the sum of (a) 1.5 times the participant’s base pay in effect on the date of termination and (b) 1.5 times the participant’s target annual cash bonus incentive amount under our annual cash bonus incentive plan applicable to the participant in effect the date of termination;
•accelerated vesting of the participant’s time-based RSUs that would have become vested had the participant remained continuously employed by Autodesk for an additional 12 months following the termination;
•continued vesting of the participant’s PSUs that would have become vested had the participant remained continuously employed by Autodesk for an additional 12 months following the termination, based on the extent to which the underlying performance criteria, with respect to such awards, are satisfied for such performance period;
•a lump-sum payment in an amount equal to 12 times the monthly premium that the participant would be required to pay to continue his or her group health coverage if the participant had made a timely election under the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”); and
•Company-provided outplacement services in accordance with Autodesk’s then-applicable outplacement service program or arrangements for 18 months immediately following the date of termination.
In March 2021, we amended the Severance Plan to provide similar benefits as those set forth above to participants who voluntarily terminate employment for qualified retirement. All payments and other benefits under the Autodesk, Inc. Severance Plan are subject to applicable withholding obligations, the participant’s release of all claims, compliance with certain confidentiality covenants and, in circumstances other than a qualified retirement, non-disparagement and non-solicitation covenants.
Estimates of the potential payments and benefits payable in the event of a termination of employment under the Severance Plan are set forth in “Change-in-Control Arrangements, Severance Plan, Retirement Arrangements, and Employment Agreement” below.
Change in Control Program
To ensure the continued service of key executive officers in the event of a potential change in control of Autodesk, the Board has adopted the Autodesk, Inc. Executive Change in Control Program. Each of our NEOs, among other employees, is a participant in the program. The payments and benefits available under this program are designed to encourage the continued services of the NEOs in the event of a potential change in control of Autodesk and to allow for a smooth leadership transition thereafter. Further, these arrangements are intended to provide incentives to the NEOs to execute strategic initiatives that are aligned with stockholder value creation, even if these initiatives may result in the elimination of an NEO’s position.
The Executive Change in Control Program provides continuity in the event of a change in control transaction, which is designed to further enhance stockholder value. Payment and benefits under the Executive Change in Control Program are provided only in the event of a qualifying termination of employment following a change in control (“double trigger”). Autodesk does not offer tax reimbursement or “gross-up” payments under the Executive Change in Control Program.
The material terms and conditions of the Executive Change in Control Program, as well as an estimate of the potential payments and benefits payable in the event of a termination of employment in connection with a change in control of Autodesk, are set forth in “Change-in-Control Arrangements, Severance Plan, Retirement Arrangements, and Employment Agreement” below.
Retirement Provisions in RSU and PSU Agreements
To ensure the continued long-term service of key executive officers through an orderly retirement, the Board has adopted retirement provisions in RSU and PSU agreements entered into with executive officers starting in March 2019. Each of our NEOs, among other employees, is eligible to participate in the program. The retirement benefit available under this program is limited to partial continued vesting of outstanding RSUs and PSUs following a qualified retirement and is designed to encourage the continued long-term services of the NEOs and to allow for a smooth leadership transition upon their retirement. Continued vesting under the retirement provisions in RSU and PSU agreements is provided only in the event of a qualifying retirement.
The material terms and conditions of the retirement provisions, as well as an estimate of the potential benefit payable in the event of a qualifying retirement, are set forth in “Change-in-Control Arrangements, Severance Plan, Retirement Arrangements, and Employment Agreement” below.
2021 Proxy Statement | 33
Leading Compensation Governance Practices
Autodesk’s executive compensation objectives are supported by policies and strong governance practices that align executives’ interests with the interests of our stockholders. Some of the program’s most notable features are highlighted in the table and summarized below.
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|
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|
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|
|
|
|
|
|
|
|
|
What We Do
|
|
|
What We Do Not Do
|
a
|
Robust stockholder outreach program
|
|
x
|
Allow hedging, pledging, or trading in Autodesk derivative securities
|
a
|
Significant percentage of NEO total pay tied to achievement of critical financial and stockholder value creation
|
|
x
|
Reprice stock options
|
a
|
Significant stock ownership requirements
|
|
x
|
Offer executive benefits and excessive perquisites
|
a
|
Clawback policy
|
|
x
|
Fixed-term employment agreements
|
a
|
Double-trigger change in control arrangements with no excise tax gross-up
|
|
|
|
a
|
Equity award grant policy
|
|
|
|
a
|
Effective risk management
|
|
|
|
a
|
Independent compensation committee and consultant
|
|
|
|
Mandatory Stock Ownership Guidelines
The Board believes that stock ownership by our executive officers is important to promote a long-term perspective and align the interests of our executive officers with those of our stockholders. We have adopted mandatory stock ownership guidelines for our executive officers, which require each executive officer to hold shares of Autodesk’s common stock equivalent in value to a multiple of his or her base salary. This is intended to create clear guidelines that tie a portion of the executive officer’s net worth to the performance of Autodesk’s stock price. The current stock ownership guidelines are as follows:
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|
|
|
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|
|
|
|
|
|
|
|
CEO
|
|
Executive Vice President
|
|
Other Senior Executives
|
Multiple of Base Salary
|
|
6.0 times
|
|
3.0 times
|
|
3.0 times
|
Executive officers have four years from the later of either (i) March 2017 or (ii) their hire or promotion to a position subject to a higher ownership threshold to satisfy the required level of stock ownership. For purposes of satisfying the required stock ownership level, shares of common stock subject to outstanding RSU awards are counted as shares owned. The Board reviews progress against these guidelines and requirements annually and updates them as appropriate. As of the most recent review of attainment, each of our NEOs satisfied the ownership guidelines.
Clawback Policy
An executive officer’s cash incentive-based compensation may be recovered at the discretion of the Board if that officer has engaged in fraudulent or other intentional misconduct and the misconduct caused a material restatement of our financial statements.
Derivatives Trading and Anti-Hedging and Pledging Policy
Our insider trading policy prohibits executive officers, members of the Board, and all other employees from trading derivative securities related to Autodesk’s stock or engaging in short sales or other short-position transactions in shares of our stock. This policy does not restrict ownership of company-granted awards, such as options to purchase shares of our common stock or PSU or RSU awards, which have been granted by the Committee. The policy also prohibits all employees, including our executive officers, and members of the Board, from hedging Autodesk stock, holding it in a margin account, or otherwise pledging Autodesk securities.
Equity Award Grant Policy
All equity awards granted to the executive officers are approved by the Committee. Approval of the equity awards for the executive officers generally occurs at the Committee’s regularly scheduled quarterly meeting, although on occasion the Committee has approved new-hire, retention, or promotion grants outside of that cycle.
Effective Risk Management
Each year, the Committee evaluates Autodesk’s compensation-related risk profile. The Committee has concluded that our compensation programs do not create risks that are reasonably likely to have a material adverse effect on Autodesk.
Regulatory Considerations and Practices
Autodesk continuously reviews and evaluates the impact of the tax laws and accounting practices and related interpretations on the executive compensation program. For example, the Committee considers Financial Accounting Standards Board Accounting Standards Codification Topic 718 (“ASC Topic 718”), which results in recognition of compensation expense for share-based payment awards, and Section 409A of the Code, which affects deferred compensation arrangements, as it evaluates, structures, and implements changes to the program.
Deductibility Limitation
Section 162(m) of the Code limits the deductibility of compensation in excess of $1 million paid to any one NEO during any fiscal year. Under the rules in effect before calendar 2018, compensation that qualified as “performance-based” under Section 162(m) was deductible without regard to this $1 million limit. To maintain flexibility in compensating executives in a manner designed to promote varying corporate goals, the Committee did not adopt a policy requiring all compensation to be deductible under Section 162(m) and continues to reserve the right to structure compensation arrangements and issue awards that may not be deductible under Section 162(m). However, the Committee historically has considered, among other factors, deductibility under Section 162(m) with respect to compensation arrangements for executives. Prior to 2018, we generally designed our annual and long-term incentive compensation programs for executives in a manner that was intended to qualify as performance-based compensation under Section 162(m), with the understanding that these programs may not qualify from time to time.
The Tax Cuts and Jobs Act, which was signed into law December 22, 2017, eliminated the performance-based compensation exception under Section 162(m), effective January 1, 2018, subject to a special rule applying to certain awards and arrangements that were in effect on or before November 2, 2017. As a result, compensation that our Committee structured in calendar 2017 and prior years with the intent of qualifying as performance-based compensation under Section 162(m) that is paid on or after January 1, 2018, may not be fully deductible, depending on the application of the special rule. Moreover, after January 1, 2018, compensation awarded in excess of $1 million to our NEOs, including our chief financial officer, generally will not be deductible. While the Tax Cuts and Jobs Act will limit the deductibility of compensation paid to our NEOs, our Committee will, consistent with its past practice, continue to retain flexibility to design compensation programs that are in the best long-term interests of Autodesk and our stockholders, with deductibility of compensation being one of a variety of considerations taken into account. We continue to analyze whether to redesign any of our compensation programs in light of the amendments to Section 162(m) and other sections of the that became effective in 2018.
Taxation of Deferred Compensation
Section 409A of the Code imposes significant additional taxes in the event an executive officer, director, or service provider receives “deferred compensation” that does not satisfy the restrictive conditions of the provision. Section 409A applies to a wide range of compensation arrangements, including traditional nonqualified deferred compensation plans, certain equity awards, and separation arrangements. To assist employees with avoiding additional taxes under Section 409A, Autodesk has structured equity awards in a manner intended to comply with the applicable Section 409A conditions.
2021 Proxy Statement | 35
Taxation of “Golden Parachute” Payments
Sections 280G and 4999 of the Code provide that executive officers and directors who hold significant equity interests and certain other service providers may be subject to an excise tax if, in connection with a change in control, they receive payments or benefits that exceed certain prescribed limits. In addition, the relevant company or a successor may forfeit a deduction on the amounts subject to this additional tax. Autodesk did not provide any executive officer with a “gross-up” or other reimbursement payment for any tax liability the executive might owe as a result of the application of Sections 280G or 4999 during fiscal 2021. In addition, Autodesk has not agreed and is not otherwise obligated to provide any NEO with such a “gross-up” or other reimbursement or to otherwise address the application of Sections 280G or 4999 in connection with payments or benefits arising from a change in control.
Accounting for Stock-Based Compensation
Autodesk follows ASC Topic 718 for stock-based compensation awards. ASC Topic 718 requires Autodesk to measure the compensation expense for all share-based payment awards made to employees (including executive officers) and members of the Board, including options to purchase shares of common stock, based on the grant date “fair value” of these awards. Fair value is calculated for accounting purposes and reported in the compensation tables below, even though the executive officers and directors may never realize any value from their awards. ASC Topic 718 also requires Autodesk to recognize the compensation cost of these share-based payment awards in the income statements over the period that an employee or director is required to render service in exchange for the stock option or other award.
COMPENSATION AND HUMAN RESOURCES COMMITTEE OF THE BOARD OF DIRECTORS
Mary T. McDowell, Chair
Reid French
Blake Irving
Summary Compensation Table
The Summary Compensation Table below presents information concerning the total compensation of our named executive officers for fiscal 2021, 2020 and 2019.
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Named Executive Officer
and Principal Position
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Fiscal
Year
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Salary
($)
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Bonus
($) (1)
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Stock
Awards
($) (2)
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Non-Equity
Incentive
Plan
Compensation
($) (3)
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All Other
Compensation
($) (4)
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Total
($)
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Andrew Anagnost
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2021
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975,559
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—
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13,559,493
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1,221,311
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—
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15,756,363
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Chief Executive Officer and
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2020
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904,327
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—
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9,679,365
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935,250
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50,715
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11,569,657
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President
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2019
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819,711
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—
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7,066,886
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1,102,200
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32,961
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9,021,758
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Steven M. Blum,
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2021
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591,187
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—
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6,306,531
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444,000
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—
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7,341,718
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Chief Revenue Officer
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2020
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623,615
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—
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3,558,289
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386,280
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81,107
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4,649,291
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2019
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569,915
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—
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3,062,510
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459,360
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50,861
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4,142,646
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Pascal W. Di Fronzo,
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2021
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513,793
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—
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2,805,623
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385,875
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—
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3,705,291
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Executive Vice President
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2020
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541,962
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—
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1,896,136
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335,711
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6,962
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2,780,771
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Corporate Affairs, Chief Legal Officer and Secretary
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2019
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495,762
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1,200
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2,279,150
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399,168
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7,291
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3,182,571
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Former Executive Officers:
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R. Scott Herren,
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2021
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558,732
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—
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5,660,031
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—
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—
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6,218,763
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Senior Vice President and
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2020
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656,192
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—
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4,750,230
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406,508
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50,955
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5,863,885
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Chief Financial Officer
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2019
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599,246
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—
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3,890,605
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483,120
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32,802
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5,005,773
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Carmel Galvin
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2021
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431,765
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—
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3,268,739
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—
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—
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3,700,504
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Senior Vice President, People and
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2020
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465,385
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—
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1,946,428
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293,625
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64,253
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2,769,691
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Places and Chief Human Resources Officer
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2019
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361,539
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50,000
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2,026,238
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289,026
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7,326
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2,734,129
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_____________
(1)Represents payments made to our named executive officers for amounts that relate to: signing bonuses, as in the case of Ms. Galvin, who received a sign-on bonus in fiscal 2019; and other miscellaneous amounts, such as payments made in recognition of years of service as part of an Autodesk company-wide program.
(2)Amounts consist of the aggregate grant date value for PSU and RSU awards computed in accordance with FASB ASC Topic 718, based on target levels of achievement (the probable outcome at grant) in the case of PSUs. The assumptions used in the valuation of these awards are set forth in Note 1, “Business and Summary of Significant Accounting Policies,” in the Notes to Consolidated Financial Statements in our Annual Report on Form 10-K filed on March 19, 2021. The maximum value of PSU awards generally is capped at 180% of target for fiscal 2019 and capped at 200% of target for fiscal 2020 and fiscal 2021. The maximum values for PSU awards granted in fiscal 2021 are as follows: Dr. Anagnost: $15,134,426; Mr. Herren: $6,304,006; Mr. Blum: $4,674,176; Mr. Di Fronzo: $2,876,409; and Ms. Galvin: $3,653,248. Mr. Herren and Ms. Galvin forfeited 100% of their stock awards granted in fiscal 2021 as a result of their termination of employment with Autodesk. Actual PSU awards earned in fiscal 2021 by the named executive officers are shown in “Long-Term Incentive Compensation" in the Compensation Discussion and Analysis.
(3)Represents amounts earned for services performed during the relevant fiscal year pursuant to our short-term cash incentive plan (“EIP”) for all executive officers shown. The amounts shown reflect the total cash amounts awarded under the EIP, which are payable in the first quarter of the following fiscal year.
(4)Represents all other compensation for the relevant fiscal year not reported in the previous columns, reimbursement of certain tax expenses, authorized familial travel and gifts in connection with business trips, Autodesk’s matching contributions to pre-tax savings plans, insurance premiums, personal gifts and related tax gross ups. Generally, unless the items included in this category exceed the greater of $25,000 or 10% of the total amount of perquisites received by a given named executive officer, individual perquisites are not separately identified and quantified.
Grants of Plan-Based Awards in Fiscal 2021
Grants of plan-based awards reflect grants made to our named executive officers under our non-equity incentive plans and equity compensation plans during fiscal 2021. The following tables include potential threshold, target, and maximum amounts payable under our EIP for performance during fiscal 2021, and do not constitute compensation on top of the amounts included in the Summary Compensation Table. However, these amounts do not reflect amounts actually earned for fiscal 2021. The following table also includes amounts relating to PSUs and RSUs issued under our 2012 Stock Plan. See “Annual Short-Term Incentive Compensation" and “Long-Term Incentive
2021 Proxy Statement | 37
Compensation" in the Compensation Discussion and Analysis for actual amounts earned in fiscal 2021 by the named executive officers and further discussion of plan-based and other awards.
The following tables present information concerning grants of plan-based awards to each of the named executive officers during fiscal 2021:
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Estimated Future Payouts Under Non-Equity Incentive Plan Awards (2)
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Estimated Future Payouts Under Equity Incentive Plan Awards (3)
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All Other
Stock
Awards:
Number of
Shares of
Stock (#)(4)
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Grant Date
Fair Value
of Stock
Awards ($)
(5)
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Named Executive Officer
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Grant
Date (1)
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Threshold ($)
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Target ($)
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Maximum ($)
|
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Threshold (#)
|
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Target (#)
|
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Maximum
(#)
|
|
Andrew
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4/9/2020
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—
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—
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—
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—
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—
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—
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|
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35,014
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5,773,809
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Anagnost
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4/9/2020
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—
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—
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—
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—
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12,349
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22,228
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—
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2,184,538
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4/9/2020
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—
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—
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—
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—
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14,018
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28,036
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—
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2,523,941
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4/9/2020
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—
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—
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—
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—
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17,507
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35,014
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—
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3,077,205
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—
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1,221,311
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2,442,622
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Steve M.
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|
4/9/2020
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—
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—
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—
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—
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—
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—
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10,773
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1,776,468
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Blum
|
|
1/10/2021
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—
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—
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—
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—
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—
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—
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6,692
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2,140,436
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4/9/2020
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—
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—
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—
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—
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2,968
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|
|
5,342
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—
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525,039
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4/9/2020
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—
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—
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—
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—
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5,097
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|
10,194
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—
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917,715
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|
4/9/2020
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—
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—
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—
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—
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5,387
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|
10,774
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—
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946,873
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—
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444,000
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888,000
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|
Pascal W.
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|
4/9/2020
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—
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—
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—
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—
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—
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—
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8,080
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1,332,392
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|
Di Fronzo
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|
4/9/2020
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—
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—
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—
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—
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1,979
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|
|
3,562
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—
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|
350,085
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|
4/9/2020
|
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—
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|
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—
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|
|
—
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|
|
—
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|
|
2,294
|
|
|
4,588
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|
|
—
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|
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|
413,035
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|
4/9/2020
|
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—
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|
|
—
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|
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—
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|
|
—
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4,040
|
|
|
8,080
|
|
|
—
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710,111
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|
—
|
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|
385,875
|
|
|
771,750
|
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|
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|
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|
Former Executive Officers
|
R. Scott
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|
4/9/2020
|
|
—
|
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—
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—
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—
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—
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—
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14,813
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2,442,664
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Herren
|
|
4/9/2020
|
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—
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—
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—
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—
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3,694
|
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6,649
|
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—
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|
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|
653,469
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|
4/9/2020
|
|
—
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—
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—
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|
|
—
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|
|
7,009
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|
|
14,018
|
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|
—
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|
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|
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|
|
1,261,970
|
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|
|
4/9/2020
|
|
—
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|
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—
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—
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|
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—
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|
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7,407
|
|
|
14,814
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|
|
—
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|
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1,301,928
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|
—
|
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|
467,250
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|
934,500
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Carmel
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|
4/9/2020
|
|
—
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|
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—
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—
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—
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|
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—
|
|
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—
|
|
|
8,349
|
|
|
|
|
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|
1,376,750
|
|
Galvin
|
|
4/9/2020
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
3,694
|
|
|
6,649
|
|
|
—
|
|
|
|
|
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|
653,469
|
|
|
|
4/9/2020
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
2,803
|
|
|
5,606
|
|
|
—
|
|
|
|
|
|
|
504,680
|
|
|
|
4/9/2020
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
4,175
|
|
|
8,350
|
|
|
—
|
|
|
|
|
|
|
733,840
|
|
|
|
|
|
|
|
337,500
|
|
|
675,000
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
________________
(1)Reflects the date on which the Committee approved the grant of an equity award or, if later in the case of a PSU award, the date on which the Committee established the performance metric underlying such award or a component thereof. Mr. Herren and Ms. Galvin forfeited 100% of their stock awards granted in fiscal 2021 as a result of their termination of employment with Autodesk.
(2)Reflects target and maximum dollar amounts payable under the EIP for performance during fiscal 2021, as described in “Compensation Discussion and Analysis—Principal Elements of the Executive Compensation Program.” “Threshold” refers to the minimum amount payable for a certain level of performance; “Target” refers to the amount payable if specified performance targets are reached; and “Maximum” refers to the maximum payout possible.
(3)Represents shares of our common stock subject to each of the PSU awards granted to the named executive officers in fiscal 2021 under our 2012 Stock Plan. These columns show the awards that were possible at the threshold, target, and maximum levels of performance. Shares were to be earned based upon total revenue goal for fiscal 2021 adopted by the Committee (the “Annual Financial Results”), as well as TSR compared against the companies in the S&P Computer Software Select Index or the S&P North American Technology Software Index with a market capitalization over $2 billion (“Relative TSR”). In each case, Annual Financial Results for the relevant performance period could result in PSU attainment, subject to the Relative TSR modifier, of 0%-150% of target. Once the Annual Financial Results percentage is established, it is multiplied by a percentage ranging from 67%-133%, depending on Autodesk's Relative TSR performance for the period. Ultimately, PSUs could be earned from 0%-200% of target. Actual PSU awards earned in fiscal 2021 by the named executive officers under this program are shown in “Long-Term Incentive Compensation” in the Compensation Discussion and Analysis.
(4)RSUs granted on April 9, 2020, vest in three equal annual installments beginning on March 21, 2021.
(5)Reflects the grant date fair value of each equity award. The assumptions used in the valuation of these awards are set forth
in Note 1, “Business and Summary of Significant Accounting Policies,” in the Notes to Consolidated Financial Statements in our Annual Report on Form 10-K filed on March 19, 2021. These amounts do not correspond to the actual value that will be realized by the named executive officers upon the vesting of RSUs or the sale of the common stock underlying such awards.
Outstanding Equity Awards at Fiscal 2021 Year End
The following table presents information concerning outstanding unvested RSU and PSU awards for each named executive officer as of January 31, 2021. This table includes RSUs and PSUs granted under the 2012 Stock Plan. Unless otherwise indicated, all RSU awards vest in three equal annual installments beginning on the first anniversary of the date of grant.
|
|
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|
|
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|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Stock Awards
|
Named Executive Officer
|
|
Grant
Date
|
|
Number of Shares of Stock That Have Not Vested (#)
|
|
|
|
Market Value of Shares of Stock That Have Not
Vested ($) (1)
|
|
Andrew Anagnost
|
|
3/21/2018
|
|
13,213
|
|
|
(2)
|
|
3,665,683
|
|
|
|
|
3/21/2018
|
|
8,233
|
|
|
|
|
2,284,081
|
|
|
|
|
3/21/2019
|
|
29,157
|
|
|
(3)
|
|
8,089,027
|
|
|
|
|
3/21/2019
|
|
18,690
|
|
|
|
|
5,185,167
|
|
|
|
|
4/9/2020
|
|
53,046
|
|
|
(4)
|
|
14,716,552
|
|
|
|
|
4/9/2020
|
|
35,014
|
|
|
|
|
9,713,934
|
|
|
Steven M. Blum
|
|
3/21/2018
|
|
3,175
|
|
|
(2)
|
|
880,840
|
|
|
|
|
3/21/2018
|
|
2,968
|
|
|
|
|
823,412
|
|
|
|
|
3/21/2019
|
|
10,602
|
|
|
(3)
|
|
2,941,313
|
|
|
|
|
3/21/2019
|
|
6,796
|
|
|
|
|
1,885,414
|
|
|
|
|
4/9/2020
|
|
16,322
|
|
|
(4)
|
|
4,528,212
|
|
|
|
|
4/9/2020
|
|
10,773
|
|
|
|
|
2,988,753
|
|
|
|
|
1/10/2021
|
|
6,692
|
|
|
|
|
1,856,562
|
|
|
Pascal W. Di Fronzo
|
|
3/21/2018
|
|
2,117
|
|
|
(2)
|
|
587,319
|
|
|
|
|
3/21/2018
|
|
1,979
|
|
|
|
|
549,034
|
|
|
|
|
3/21/2019
|
|
4,771
|
|
|
(3)
|
|
1,323,619
|
|
|
|
|
3/21/2019
|
|
3,058
|
|
|
|
|
848,381
|
|
|
|
|
4/9/2020
|
|
12,241
|
|
|
(4)
|
|
3,396,021
|
|
|
|
|
4/9/2020
|
|
8,080
|
|
|
|
|
2,241,634
|
|
|
Former Executive Officers (5)
|
R. Scott Herren
|
|
|
|
—
|
|
|
|
|
—
|
|
|
Carmel Galvin
|
|
|
|
—
|
|
|
|
|
—
|
|
|
________________
(1)Market value of RSUs and PSUs that have not vested is computed by multiplying (i) $277.43, the closing price on the Nasdaq of Autodesk common stock on January 29, 2021, the last trading day of fiscal 2021, by (ii) the number of shares of stock underlying the applicable award.
(2)Awards relate to the third-year tranche of PSU awards granted on March 21, 2018, under the 2012 Plan. These PSUs were subject to achievement of a total revenue goal for fiscal 2021 adopted by the Committee, as well as Relative TSR. This tranche was earned as of January 31, 2021, and subject to vest on March 22, 2021.
(3)Awards relate to the second- and third-year tranches of PSU awards granted on March 21, 2019, under the 2012 Plan. The second-year tranche of these PSUs was subject to achievement of a total revenue goal for fiscal 2021 adopted by the Committee, as well as Relative TSR. The second-year tranche was earned as of January 31, 2021, and subject to vest on March 25, 2021.
(4)Awards related to the first-, second-, and third-year tranches of PSU awards granted on April 9, 2020, under the 2012 Plan. The first-year tranche of these PSUs were subject to achievement of a total revenue goal for fiscal 2021 adopted by the Committee, as well as Relative TSR. The first-year tranche was earned as of January 31, 2021, and subject to vest on March 25, 2021.
(5)Mr. Herren and Ms. Galvin forfeited all of their unvested stock when they terminated their employment with Autodesk.
2021 Proxy Statement | 39
Option Exercises and Stock Vested at Fiscal 2021 Year End
There were no stock options exercised by any of the named executive officers during fiscal 2021. The following table presents information concerning the vesting of stock awards held by each of the named executive officers during fiscal 2021.
|
|
|
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|
|
|
|
|
|
|
|
|
|
|
|
|
Stock Awards
|
Named Executive Officer
|
|
Number of Shares Acquired on Vesting (#)
|
|
Value Realized on Vesting ($) (1)
|
Andrew Anagnost
|
|
99,031
|
|
|
$
|
15,237,473
|
|
Steven M. Blum
|
|
21,968
|
|
|
$
|
3,304,805
|
|
Pascal W. Di Fronzo
|
|
13,482
|
|
|
$
|
2,033,344
|
|
Former Executive Officers
|
R. Scott Herren
|
|
28,467
|
|
|
$
|
4,280,783
|
|
Carmel Galvin
|
|
12,469
|
|
1,255,389
|
|
$
|
2,033,913
|
|
|
|
|
|
|
|
|
|
|
|
______________
(1)Reflects the number of shares acquired on vesting of RSUs or PSUs multiplied by the closing market price of our common stock as reported on the Nasdaq on the vesting date.
Nonqualified Deferred Compensation for Fiscal 2021
Under our Nonqualified Deferred Compensation Plan, certain U.S.-based officers (including named executive officers) may defer compensation earned such as salary or awards under the EIP. Deferral elections are made by eligible executive officers each year during an open enrollment period for amounts to be earned in the following year. Autodesk does not make any contribution for executive officers under the Nonqualified Deferred Compensation Plan. Prior to April 2013, we maintained the Autodesk, Inc. Equity Incentive Deferral Plan, which permitted certain executive officers to defer up to 50% of their EIP award.
The following table presents information regarding non-qualified deferred compensation activity for each listed officer during fiscal 2021:
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|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Named Executive Officer
|
|
Executive Contributions (Distributions) in Fiscal Year ($)
|
|
Aggregate
Earnings/
(Losses) in
Fiscal Year ($) (1)
|
|
Aggregate
Balance at
Fiscal Year End ($)
|
Andrew Anagnost
|
|
557,816
|
|
|
434,986
|
|
|
4,831,432
|
|
Steven M. Blum
|
|
115,884
|
|
|
208,737
|
|
|
2,132,823
|
|
Pascal W. Di Fronzo
|
|
—
|
|
|
56,739
|
|
|
248,102
|
|
Former Executive Officers:
|
R. Scott Herren
|
|
—
|
|
|
—
|
|
|
|
Carmel Galvin
|
|
—
|
|
|
—
|
|
|
|
_____________
(1)None of the earnings or losses in this column are reflected in the Summary Compensation Table because they are not considered preferential or above market.
CEO Pay Ratio
In accordance with SEC rules, we are providing the ratio of the annual total compensation of our CEO to the annual total compensation of our median employee (excluding our CEO). The fiscal 2021 annual total compensation of our CEO was $15,756,363. The fiscal 2021 annual total compensation of our median compensated employee was $136,122, and the ratio of these amounts was 115.8 to 1.
To identify the median employee, we examined the compensation of our full- and part-time employees (other than our CEO) as of the last day of our fiscal year. We used target total direct compensation as our consistently applied compensation measure. Target total direct compensation for this purpose consisted of each employee’s estimated salary earnings, target non-equity incentive opportunity, and the fair market value price of his or her equity incentive
awards granted in fiscal 2021. We also converted all employee compensation, on a country-by-country basis, to U.S. dollars based on the applicable year-end exchange rate. After identifying the median employee, we calculated the annual total compensation for such employee using the same methodology that we used for our NEOs as set forth in the Summary Compensation Table. In fiscal 2021 the pay ratio increased year-over-year based largely upon an increase in variable stock-based compensation for our CEO.
The pay ratio reported above is a reasonable estimate calculated in a manner consistent with SEC rules, based on our internal records and the methodology described above. The SEC rules for identifying the median compensated employee and calculating the pay ratio based on that employee’s annual total compensation allow companies to adopt a variety of methodologies, to apply certain exclusions, and to make reasonable estimates and assumptions that reflect their employee populations and compensation practices. Accordingly, the pay ratio reported by other companies may not be comparable to the pay ratio reported above, as other companies have different employee populations and compensation practices and may use different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios.
Change-in-Control Arrangements, Severance Plan, Retirement Arrangements, and Employment Agreement
In an effort to ensure the continued service of our executive officers in the event of a change in control, each of our executive officers (other than our CEO) participate in an Executive Change in Control Program (the “Program”) that was approved by the Board in March 2006 and amended most recently in December 2016. Dr. Anagnost has a change-in-control provision in his employment agreement, as noted below. Additionally, in August 2018, the Committee adopted the Autodesk, Inc. Severance Plan (the “Severance Plan”) to establish standard executive severance terms and to minimize the need to negotiate individualized executive severance terms in the future. Each of our current executive officers (other than our CEO) has been designated by the Committee to participate in the Severance Plan. The Board adopted retirement provisions in RSU and PSU agreements entered into with executive officers starting in March 2019 and amended the Severance Plan in March 2021 to provide benefits for executive officers who voluntarily terminate their employment for a “qualified retirement” as defined under the Severance Plan. Each of our current executive officers is eligible to receive the retirement benefits, although currently only three of our NEOs has served at Autodesk long enough to have a qualifying retirement under the provisions.
Executive Change in Control Program
Under the terms of the Program, if, within 60 days prior or 12 months following a “change in control,” an executive officer who participates in the Program is terminated without “cause,” or voluntarily terminates his or her employment for “good reason” (as those terms are defined in the Program), the executive officer will receive (among other benefits), following execution of a release and non-solicitation agreement:
•An amount equal to 1.5 times the sum of the participant’s annual base salary and average annual bonus, plus the participant’s pro-rata bonus, provided the Autodesk bonus targets are satisfied, payable in a lump sum;
•Acceleration of all of the participant’s outstanding incentive equity awards, including stock options, RSUs, and PSUs; and
•Reimbursement of the total applicable premium cost for medical and dental coverage for the participant and his or her eligible spouse and dependents until the earlier of 18 months from the date of termination or when the participant becomes covered under another employer’s employee benefit plans.
•An executive officer who is terminated for any other reason will receive severance or other benefits only to the extent the executive would be entitled to receive them under our then-existing benefit plans and policies. If the benefits provided under the Program constitute parachute payments under Section 280G of the Code and are subject to the excise tax imposed by Section 4999 of the Code, then such benefits will be (1) delivered in full, or (2) delivered to such lesser extent that would result in no portion of the benefits being subject to the excise tax, whichever results in the executive officer receiving the greatest amount of benefits.
As defined in the Program, a “change in control” occurs if any person acquires 50% or more of the total voting power represented by voting securities, if Autodesk sells all or substantially all its assets, if Autodesk merges or consolidates with another corporation, or if the composition of the Board changes substantially.
2021 Proxy Statement | 41
Severance Plan
Termination Without Cause or for Good Reason
Under the terms of the Severance Plan, if a participant in the Severance Plan is terminated without “cause” or voluntarily terminates his or her employment for “good reason” (as those terms are defined in the Severance Plan) then, in addition to payment of accrued base salary, vacation, and any previously awarded but unpaid bonus, the participant will be eligible to receive the following benefits under the Severance Plan, subject to execution of a release and compliance with certain non-disparagement, non-solicitation and confidentiality covenants:
•A lump sum payment equal to the sum of (a) 1.5 times the participant's base pay as in effect on the date of termination, and (b) 1.5 times the participant’s target annual cash bonus incentive amount under Autodesk’s annual cash bonus incentive plan applicable to the participant as in effect on the date of termination;
•Accelerated vesting of the participant’s time-based RSUs that would have become vested had the participant remained continuously employed by Autodesk for an additional 12 months following the termination;
•Continued vesting of the participant’s PSUs that would have become vested had the participant remained continuously employed by Autodesk for an additional 12 months following the termination, based on the extent to which the underlying performance criteria with respect to such awards are satisfied for such performance period;
•A taxable lump sum payment in an amount equal to 12 times the monthly premium that the participant would be required to pay to continue their group health coverage if the participant had made a timely election under COBRA; and
•Company-provided outplacement services in accordance with Autodesk’s then-applicable outplacement service program or arrangements for 18 months immediately following the date of termination.
Retirement
In March 2021, we amended the Severance Plan to provide additional benefits to participants who voluntarily terminate employment for qualified retirement. If a participant’s termination is considered a qualified retirement, then, in addition to payment of accrued base salary, vacation, and any previously awarded but unpaid bonus, the participant will be eligible to receive the following benefits under the Severance Plan:
•A lump sum payment equal to the sum of (a) 1.5 times the participant's base pay, (b) 1.5 times the participant’s target annual cash bonus incentive amount under Autodesk’s annual cash bonus incentive plan applicable to the participant as in effect as of the qualified retirement, and (c) a pro-rata portion of the participant’s target annual cash bonus incentive amount as in effect as of the qualified retirement, for the fiscal year in which the qualified retirement occurs;
•Accelerated vesting of the participant’s time-based RSUs that would have become vested had the participant remained continuously employed by Autodesk for an additional 12 months following the qualified retirement;
•Continued vesting of the participant’s PSUs that would have become vested had the participant remained continuously employed by Autodesk for an additional 12 months following the qualified retirement, based on the extent to which the underlying performance criteria with respect to such awards are satisfied for such performance period; and
•A taxable lump sum payment in an amount equal to 18 times the monthly premium that the participant would be required to pay to continue their group health coverage if the participant had made a timely election under COBRA.
For the purposes of the Severance Plan, “qualified retirement” is defined as a voluntary termination of employment by an executive officer, which meets either of the following requirements: (i) one’s combined total age plus years of employment with Autodesk is equal to or greater than 75 or (ii) one is at least 55 years of age and completes at least 10 years of employment with Autodesk. Unless waived by the administrator of the plan or the Chief Executive Officer, in order for such voluntary termination to be deemed a qualified retirement, one must properly deliver written notice of his or her intent to resign employment with Autodesk in a qualified retirement at least three months prior to the effective date of such qualified retirement.
Internal Revenue Code Section 280G
The Severance Plan does not provide for any excise tax payment. In the event that any payment or benefit payable to a participant under the Severance Plan would result in the imposition of excise taxes under the “golden parachute” provisions of Section 280G of the Code, then such payments and benefits will be (1) delivered in full, or (2) delivered to such lesser extent that would result in no portion of the benefits being subject to the excise tax, whichever results in the participant receiving the greatest amount of benefits.
Employment Agreement with Andrew Anagnost
In connection with Dr. Anagnost’s appointment as CEO, in June 2017, Dr. Anagnost entered into an employment agreement with Autodesk which provides for, among other things, certain payments and benefits to be provided to Dr. Anagnost in the event his employment is terminated without “cause” or he resigns for “good reason,” including in connection with a “change of control,” as each such term is defined in Dr. Anagnost's employment agreement.
In the event Dr. Anagnost's employment is terminated by Autodesk without cause or if Dr. Anagnost resigns for good reason and in each case such termination is not in connection with a change of control, Dr. Anagnost would receive (i) payment of 200% of his then current base salary for 12 months; (ii) payout of his pro-rata bonus for the fiscal year in which termination occurs, provided Autodesk bonus targets are satisfied, to be paid in one lump sum on or before March 15 of the succeeding fiscal year; (iii) fully accelerated vesting of all of his then outstanding, unvested equity awards (other than any awards that vest in whole or in part based on performance); (iv) with respect to his then outstanding unvested equity awards that vest in whole or in part based on performance, those awards will vest as if he had remained continuously employed by Autodesk through the end of the performance period in which his employment is terminated, based on the extent, if any, that the underlying performance criteria for those awards are satisfied for that performance period, as prorated to reflect the number of days in which he was employed during such period; and (v) reimbursement for premiums paid for continued health benefits for Dr. Anagnost and his eligible dependents until the earlier of 12 months following termination or the date Dr. Anagnost becomes covered under similar health plans. In addition, Dr. Anagnost is subject to non-solicitation and non-competition covenants for 12 months following a termination that gives rise to the severance benefits discussed above.
If, in connection with a change of control, Dr. Anagnost’s employment is terminated by Autodesk without cause or if Dr. Anagnost resigns for good reason, Dr. Anagnost would receive (i) a lump sum payment in an amount equal to 200% of his then current annual base salary and average annual bonus; (ii) payout of his pro-rata bonus for the fiscal year in which termination occurs provided Autodesk bonus targets are satisfied, to be paid in one lump sum on or before March 15 of the succeeding fiscal year; (iii) fully accelerated vesting of all of his then outstanding unvested equity awards, including awards that would otherwise vest only upon satisfaction of performance criteria; and (iv) reimbursement for premiums paid for continued health benefits for Dr. Anagnost and his eligible dependents until the earlier of 18 months following termination or the date Dr. Anagnost becomes covered under similar health plans.
Retirement Provisions in RSU and PSU Agreements
The RSU and PSU agreements entered into with our executive officers in March 2019 and after contain provisions that permit partial continued vesting of outstanding RSUs and PSUs following a qualified retirement, as follows:
•Time-based RSUs that would otherwise vest within 12 months following the qualified retirement will fully accelerate and become vested as of the date of the qualified retirement, and any time-based RSUs that remain unvested after application of this provision will immediately be forfeited and cancelled for no additional consideration upon the qualified retirement; and
•PSUs that would otherwise vest within 12 months following the qualified retirement will continue to vest as if the executive officer had remained continuously employed by Autodesk through the vest date next following the qualified retirement, based on the extent, if any, that the underlying performance criteria with respect to such awards are satisfied for the applicable performance period, and the remainder of such PSUs that do not become vested pursuant to this provision, if any, shall be forfeited and canceled for no additional consideration.
For the purposes of this provision, “qualified retirement” has the same definition as in the Severance Plan. Unless waived by the administrator of the applicable stock plan, in order for such voluntary termination to be deemed a
2021 Proxy Statement | 43
qualified retirement, one must properly deliver written notice of his or her intent to resign from employment with Autodesk in a qualified retirement at least three months prior to the effective date of such qualified retirement.
Potential Payments Upon Termination or Change in Control
The tables below list the estimated amount of compensation payable to each of the named executive officers in the event of voluntary termination, involuntary not-for-cause termination, for-cause termination, termination following a change in control, and termination in the event of disability or death of the executive. The amounts shown assume that such termination was effective as of January 31, 2021, and include all components of compensation, benefits, and perquisites payable under the Severance Plan and Executive Change in Control Program effective during the 2021 fiscal year or, in the case of Dr. Anagnost, pursuant to his employment agreement, discussed above.
Estimated amounts for share-based compensation are based on the closing price of our common stock on the Nasdaq on Friday, January 29, 2021, which was $277.43 per share. The actual amounts for all named executive officers to be paid out can only be determined at the time of such executive’s separation.
Because Mr. Herren and Ms. Galvin were no longer employed by Autodesk as of January 31, 2021, and because they resigned and no triggering event actually occurred with respect to either Mr. Herren or Ms. Galvin, they are not included in the tables below. Neither Mr. Herren nor Ms. Galvin received any severance payments in connection with their resignations.
Andrew Anagnost
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Executive Benefits and Payments
|
|
Voluntary
Termination
on
1/31/2021 ($)
|
|
Involuntary
Not For Cause
or Voluntary
for Good
Reason
(Except Change
in Control)
Termination on
1/31/2021 ($)
|
|
For Cause
Termination
on
1/31/2021 ($)
|
|
Involuntary
Not for Cause
or Voluntary
For Good
Reason
(Change in
Control)
Termination on
1/31/2021 ($)
|
|
Disability on
1/31/2021 ($)
|
|
Death on
1/31/2021 ($)
|
Compensation:
|
|
|
|
|
|
|
|
|
|
|
|
|
Base Salary (1)
|
|
—
|
|
|
2,000,000
|
|
|
—
|
|
|
2,000,000
|
|
|
—
|
|
|
—
|
|
Short-Term Cash Incentive Plan (EIP) (2)
|
|
—
|
|
|
1,221,311
|
|
|
—
|
|
|
3,062,752
|
|
|
—
|
|
|
—
|
|
Equity Awards (3)
|
|
15,033,557
|
|
|
30,051,795
|
|
|
|
|
42,958,093
|
|
|
42,958,093
|
|
|
42,958,093
|
|
Benefits and perquisites:
|
|
|
|
|
|
|
|
|
|
|
|
|
Health Insurance (4)
|
|
—
|
|
|
28,387
|
|
|
—
|
|
|
42,581
|
|
|
28,387
|
|
|
—
|
|
Disability Income (5)
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
2,500,880
|
|
|
—
|
|
Accidental Death or Dismemberment (6)
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
2,000,000
|
|
|
2,000,000
|
|
Life Insurance (7)
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
2,000,000
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Total Executive Benefits and Payments Upon Separation
|
|
15,033,557
|
|
|
33,301,493
|
|
|
—
|
|
|
48,063,426
|
|
|
47,487,360
|
|
|
46,958,093
|
|
Steven M. Blum
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Executive Benefits and Payments
|
|
Voluntary
Termination
on
1/31/2021 ($)
|
|
Involuntary
Not For Cause
or Voluntary
for Good
Reason
(Except Change
in Control)
Termination on
1/31/2021 ($)
|
|
For Cause
Termination
on
1/31/2021 ($)
|
|
Involuntary
Not for Cause
or Voluntary
For Good
Reason
(Change in
Control)
Termination on
1/31/2021 ($)
|
|
Disability on
1/31/2021 ($)
|
|
Death on
1/31/2021 ($)
|
Compensation:
|
|
|
|
|
|
|
|
|
|
|
|
|
Base Salary (1)
|
|
—
|
|
|
888,000
|
|
|
—
|
|
|
888,000
|
|
|
—
|
|
|
—
|
|
Short-Term Cash Incentive Plan (EIP) (2)
|
|
—
|
|
|
666,000
|
|
|
—
|
|
|
1,071,834
|
|
|
—
|
|
|
—
|
|
Equity Awards (3)
|
|
5,562,852
|
|
|
7,267,315
|
|
|
—
|
|
|
15,688,944
|
|
|
15,688,944
|
|
|
15,688,944
|
|
Benefits and perquisites:
|
|
|
|
|
|
|
|
|
|
|
|
|
Health Insurance (4)
|
|
—
|
|
|
34,690
|
|
|
—
|
|
|
31,560
|
|
|
21,040
|
|
|
—
|
|
Disability Income (5)
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
2,451,872
|
|
|
—
|
|
Accidental Death or Dismemberment (6)
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
2,000,000
|
|
|
2,000,000
|
|
Life Insurance (7)
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
2,000,000
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Total Executive Benefits and Payments Upon Separation
|
|
5,562,852
|
|
|
8,856,005
|
|
|
—
|
|
|
17,680,338
|
|
|
20,161,856
|
|
|
19,688,944
|
|
Pascal W. Di Fronzo
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Executive Benefits and Payments
|
|
Voluntary
Termination
on
1/31/2021 ($)
|
|
Involuntary
Not For Cause
or Voluntary
for Good
Reason
(Except Change
in Control)
Termination on
1/31/2021 ($)
|
|
For Cause
Termination
on
1/31/2021 ($)
|
|
Involuntary
Not for Cause
or Voluntary
For Good
Reason
(Change in
Control)
Termination on
1/31/2021 ($)
|
|
Disability on
1/31/2021 ($)
|
|
Death on
1/31/2021 ($)
|
Compensation:
|
|
|
|
|
|
|
|
|
|
|
|
|
Base Salary (1)
|
|
—
|
|
|
771,750
|
|
|
—
|
|
|
771,750
|
|
|
—
|
|
|
—
|
|
Short-Term Cash Incentive Plan (EIP) (2)
|
|
—
|
|
|
578,813
|
|
|
—
|
|
|
932,656
|
|
|
—
|
|
|
—
|
|
Equity Awards (3)
|
|
3,013,367
|
|
|
4,149,867
|
|
|
—
|
|
|
8,823,106
|
|
|
8,823,106
|
|
|
8,823,106
|
|
Benefits and perquisites:
|
|
|
|
|
|
|
|
|
|
|
|
|
Health Insurance (4)
|
|
—
|
|
|
51,732
|
|
|
—
|
|
|
41,942
|
|
|
27,961
|
|
|
—
|
|
Disability Income (5)
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
2,329,554
|
|
|
—
|
|
Accidental Death or Dismemberment (6)
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
2,000,000
|
|
|
2,000,000
|
|
Life Insurance (7)
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
—
|
|
|
515,000
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Total Executive Benefits and Payments Upon Separation
|
|
3,013,367
|
|
|
5,552,162
|
|
|
—
|
|
|
10,569,454
|
|
|
13,180,621
|
|
|
11,338,106
|
|
______________
(1)Base Salary: For Dr. Anagnost, the amounts shown would be paid in accordance with his employment agreement that was in effect as of January 31, 2021. For the other continuing named executive officers, the amounts shown would be paid in accordance with the Severance Plan or Executive Change in Control Program effective at the end of the 2021 fiscal year.
(2)Short-Term Cash Incentive Plan (EIP): For Dr. Anagnost, the amounts shown would be paid in accordance with his employment agreement that was in effect as of January 31, 2021. For the other continuing named executive officers, the amounts shown would be paid in accordance with the Severance Plan or Executive Change in Control Program effective at the end of 2021 fiscal year. These amounts are based on the cash value of the short-term cash incentive plan.
(3)Equity Awards: Pursuant to Autodesk's form of RSU and PSU award agreement, in the case of a Qualified Retirement, partial continued vesting of outstanding RSUs and PSUs continues, and in the case of Disability or Death, unvested time-based RSUs vest in full and unvested PSUs vest at target. For Dr. Anagnost, the amounts shown for other termination scenarios reflect the value of unvested equity awards accelerated in accordance with his employment agreement that was in effect as of January 31, 2021. For the other continuing named executive officers, the amounts shown for other termination scenarios reflect the value of unvested equity awards accelerated in accordance with the Severance Plan or Executive
2021 Proxy Statement | 45
Change in Control Program effective at the end of 2021 fiscal year. Reported values are based on the closing price of our common stock on January 29, 2021 ($277.43 per share) for RSUs and PSUs and target PSUs.
(4)Health Insurance: For Dr. Anagnost, in accordance with his employment agreement that was in effect as of January 31, 2021, these amounts represent the cost of continuing coverage for Dr. Anagnost and his dependents. The amount shown in the Involuntary Not for Cause or Voluntary for Good Reason (Except Change in Control) Termination column reflects 12 months of coverage after separation. The amounts in the Involuntary Not for Cause or Voluntary for Good Reason (Change in Control) Termination column reflect 18 months of coverage after separation. For the other continuing named executive officers, these amounts represent the cost of continuing coverage for medical and dental benefits for each executive and his or her dependents (i) in the case of the Disability column, for 12 months in accordance with Autodesk's benefits program, (ii) in the case of the Involuntary Not for Cause or Voluntary for Good Reason (Except Change in Control) Termination column, for 12 months after separation and grossed up for taxes in accordance with the Severance Plan effective at the end of the 2021 fiscal year, and (iii) in the case of the Involuntary Not for Cause or Voluntary for Good Reason (Change in Control) Termination column, for 18 months after separation in accordance with the Executive Change in Control Program effective at the end of the 2021 fiscal year.
(5)Disability Income: Reflects the estimated present value of all future payments to each executive under his or her elected disability program, which represent 100% of base salary for the first 90 days, and then 662/3% of salary thereafter, with a maximum of $20,000 per month, until the age of 67. These payments would be made by the insurance provider, not by Autodesk.
(6)Accidental Death or Dismemberment: Reflects the lump-sum amount payable to each executive or his or her beneficiaries by Autodesk’s insurance provider in the event of the executive’s accidental death. There is also a prorated lump sum payment for dismemberment. The amount shown as payable upon dismemberment is based upon the payout for the most severe dismemberment under the plan.
(7)Life Insurance: Reflects the lump-sum amount payable to beneficiaries by Autodesk’s insurance provider in the event of the executive’s death.
Equity Compensation Plan Information
The following table summarizes the number of outstanding options and awards granted to employees and directors, as well as the number of securities remaining available for future issuance under these plans as of January 31, 2021:
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
(a)
|
|
(b)
|
|
(c)
|
|
Plan category
|
|
Number of securities to be issued upon exercise or vesting of outstanding options and awards (in millions)
|
|
Weighted-average exercise price of outstanding options
|
|
Number of securities remaining available for future issuance under equity compensation plans (excluding securities reflected in column (a)) (in millions)
|
|
Equity compensation plans approved by security holders (1)
|
|
4.7
|
|
$
|
23.75
|
|
|
17.3
|
(2)
|
Total
|
|
4.7
|
|
$
|
23.75
|
|
|
17.3
|
|
______________
(1)Includes employee and director stock plans set forth in Note 4, "Equity Compensation" in the Notes to Consolidated Financial Statements in our Annual Report on Form 10-K filed on March 19, 2021.
(2)This amount includes 6.4 million securities available for future issuance under Autodesk’s Employee Stock Purchase Plan.
Compensation of Directors
During fiscal 2021, our non-employee directors were eligible to receive the annual compensation set forth below:
|
|
|
|
|
|
|
|
|
Member of the Board of Directors
|
$75,000 and RSUs ($250,000 equivalent)
|
Non-executive Chair of the Board
|
an additional
|
$75,000
|
Chair of the Audit Committee
|
an additional
|
$25,000
|
Chair of the Compensation and Human Resources Committee
|
an additional
|
$20,000
|
Chair of the Corporate Governance and Nominating Committee
|
an additional
|
$10,000
|
The annual compensation cycle for non-employee directors begins on the date of the annual stockholders’ meeting and ends on the date of the next annual stockholders meeting (“Directors’ Compensation Cycle”). Director compensation in the tables below represent the portion of annual compensation with respect to service during Autodesk's fiscal 2021.
No later than December 31 of the year prior to a director’s re-election to the Board, the director can elect to receive up to 100% of his or her annual fees in the form of RSUs issued at a rate of $1.20 worth of stock for each $1.00 of cash compensation foregone (“Elected RSUs”). If cash is elected, cash compensation is accrued monthly and paid quarterly, in arrears. The Elected RSUs are issued at the beginning of the Directors’ Compensation Cycle on the date of the annual meeting of stockholders and vest on the date of the annual meeting of stockholders in the following year, provided that the recipient is a director on such date.
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Non-Employee Director Annual Compensation Cycle
June 19, 2020 Annual Stockholder Meeting - June 16, 2021 Annual Stockholder Meeting
|
Director
|
|
% Annual Fees Elected to Convert to RSUs
(June 13, 2019 - June 18, 2020)
|
|
% Annual Fees Elected to Convert to RSUs
(June 19, 2020 - June 16, 2021)
|
Stacy J. Smith
|
|
100
|
|
|
100
|
|
Karen Blasing
|
|
30
|
|
|
20
|
|
Reid French
|
|
100
|
|
|
100
|
|
Dr. Ayanna Howard (1)
|
|
—
|
|
|
100
|
|
Blake Irving (1)
|
|
—
|
|
|
100
|
|
Mary T. McDowell
|
|
100
|
|
|
100
|
|
Stephen Milligan
|
|
100
|
|
|
100
|
|
Lorrie M. Norrington
|
|
100
|
|
|
100
|
|
Betsy Rafael
|
|
—
|
|
|
—
|
|
________________