Electronic Arts 2011 Annual Report Download - page 41

Proxy Statement
Mr. Brown
FY 2011 ($) FY 2010 ($) Change (%)
Base Salary .............................. $ 600,000 $ 600,000 0%
Annual Cash Bonus ........................ $ 700,000 $ 315,000 122%
Total Cash Compensation .................. $1,300,000 $ 915,000 42%
Equity Awards ............................ $1,776,000 $2,201,680 (19%)
Total Direct Compensation ................. $3,076,000 $3,116,680 (1%)
In fiscal 2011, the Committee did not increase Mr. Brown’s base salary, but increased his bonus target
percentage from 75 percent to 90 percent of his annual base salary. His bonus target percentage was increased to
better align his total cash compensation with the market. Based on market data, Mr. Brown’s fiscal 2011 base
salary and target total cash compensation were within our targeted compensation range.
Mr. Brown’s fiscal 2011 bonus payout was $700,000, which corresponds to 133 percent of his target bonus
opportunity. The bonus payout for fiscal 2011 reflects an improvement in our overall Company financial
performance, an increase in Mr. Brown’s bonus target and his division’s strategic and operational performance.
Mr. Brown’s cash bonus was determined based upon an overall evaluation of his performance against the
following objectives:
• Company Financial Performance: The Company achieved its non-GAAP net revenue and non-GAAP
earnings per share objectives, and more than doubled cash flows from operating activities year-over-year.
• Strategic and Operational Objectives: Mr. Brown’s strategic and operational objectives and achievements
included key IT system improvements; enhancement of our e-commerce capabilities; the implementation
of a share repurchase program; and managing our exposure to fluctuations in foreign currency exchange
rates.
Mr. Brown was granted 100,000 time-based restricted stock units in fiscal 2011, which will vest ratably on an
annual basis over a three-year period. The Committee determined the size of his award based on his performance,
the unvested value of his outstanding equity, external market practices, internal compensation alignment, and the
desire to maintain stability among our executive management team through the use of long-term equity retention
incentives during a period of Company transformation.
As a result of these decisions, Mr. Brown’s total direct compensation declined by 1 percent year-over-year.
Mr. Gibeau
FY 2011 ($) FY 2010 ($) Change (%)
Base Salary .............................. $ 591,538* $ 545,000 9%
Annual Cash Bonus ........................ $1,180,000 $ 423,000 179%
Total Cash Compensation .................. $1,771,538 $ 968,000 83%
Equity Awards ............................ $2,308,800 $2,657,200 (13%)
Total Direct Compensation ................. $4,080,338 $3,625,200 13%
* Reflects May 24, 2010 effective date for base salary increase.
In fiscal 2011, the Committee elected to increase Mr. Gibeau’s base salary by 10 percent but his bonus target
percentage remained unchanged at 100 percent of his annual base salary. His base salary was increased to better
align his base salary with the market and with internal peers. Based on market data, Mr. Gibeau’s fiscal 2011
base salary and target total cash compensation were within our targeted compensation range.
Mr. Gibeau’s fiscal 2011 cash bonus payout was $1,180,000, which corresponds to 200 percent of his target
bonus opportunity. The cash bonus payout for fiscal 2011 reflects the Company’s overall financial performance
and Mr. Gibeau’s achievement of his business unit financial, strategic and operational objectives. Mr. Gibeau’s
cash bonus was determined based upon an overall evaluation of his performance against the following objectives:
• Company Financial Performance: The Company achieved its non-GAAP net revenue and non-GAAP
earnings per share objectives.
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