Symantec 2016 Annual Report Download - page 55

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FY16 CEO Target Total Direct Compensation Mix FY16 Other NEO Target Total Direct Compensation Mix
Base 11%
Performance-Based RSUs
(PRUs)
49%
RSU
29% Annual
Incentive 11%
At-Risk
Compensation
89%
Base
7%
Performance-Based RSUs
(PRUs)
60%
Annual
Incentive
10%
RSU
23%
At-Risk
Compensation
93%
Form and Mix of Long-Term Equity Incentive Compensation: The long-term equity incentive
compensation component of our regular annual executive compensation program consists of PRUs and RSUs for
all of our named executive officers. The Compensation Committee’s allocation between these two forms of
equity is designed to strike the appropriate balance between performance and retention for long-term equity
incentive awards.
For fiscal 2016, our CEO received approximately 73% of the value of his target annual equity incentive
award in the form of PRUs and 27% in RSUs. Other named executive officers, received on average, approx-
imately 63% of the target annual equity incentive award in the form of PRUs and 37% in RSUs. We view the
meaningfully higher weighting of PRUs for the CEO and lower weighting of base salary as part of total direct
compensation, as compared to the weighting for the other name executive officers, to be appropriate given both
the level of total direct compensation and the broader level of influence over company performance associated
with the CEO role.
The percentages described above (and other percentage-based equity award values discussed below) are
based on the grant date fair value of the shares of common stock underlying the RSUs, and the grant date fair
value of the PRUs at the target level award size. The awards made to our named executive officers, other than the
CEO, are determined by the Compensation Committee after reviewing recommendations made by the CEO. In
determining its recommendations to the independent directors of the Board (in the case of CEO compensation)
and in making compensation decisions with respect to other named executive officers, the Compensation
Committee may consider factors such as the individual’s responsibilities, the individual’s performance, industry
experience, current pay mix, total compensation competitiveness, long-term equity awards previously granted to
the individual, retention considerations, and other factors.
Compensation Risk Assessment: The Compensation Committee, in consultation with Mercer, has con-
ducted its annual risk analysis of Symantec’s compensation policies and practices, and does not believe that our
compensation programs encourage excessive or inappropriate risk taking by our executives or are reasonably
likely to have a material adverse effect on Symantec.
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