ADBE » Topics » Overview

This excerpt taken from the ADBE DEF 14A filed Feb 20, 2009.

Overview

        Adobe's vision is to revolutionize how the world engages with ideas and information. In order to support our product and technical innovation with strong execution, Adobe strives to provide a work environment that fosters innovation, collaboration and high levels of individual and organizational performance. Our executive compensation program plays a fundamental role in creating this environment by rewarding our executives for the strong execution of our business objectives. We compete for executive-level talent not only with other similarly situated companies, but also with larger, more complex companies where our executive-level talent may be recruited for different, less senior roles that may nevertheless have equivalent complexity and appeal as the executive-level individuals' roles at Adobe.

        The primary objectives of our executive compensation program are:

    inspiring executives to achieve and exceed strategic, operational and financial short- and long-term goals by rewarding strong execution with individual compensation;

    attracting, engaging, developing and retaining high performing executives; and

    aligning the interests of our executives and our stockholders.

        To achieve these objectives, Adobe uses a mix of compensation elements, including:

    base salary;

    cash incentives;

    equity incentives;

    employee benefits; and

    change of control benefits.

        This Compensation Discussion and Analysis provides information regarding our executive compensation for our executive officers named in the "Summary Compensation Table" included in this proxy statement (these executives are referred to in this Compensation Discussion and Analysis and in the subsequent tables as our "Named Executive Officers"). Consistent with fiscal year 2007, our compensation philosophy in fiscal year 2008 was initially to target approximately the 60th percentile of our direct peer company group, assuming target performance, and approximately the 75th percentile assuming strong performance, for both target cash and equity compensation, while also considering the positioning of such target level of compensation relative to other Adobe executives and the resulting retention hold. In December 2007, Mr. Narayen became our new Chief Executive Officer, succeeding Mr. Chizen. In light of the importance of retaining our executive officers during this critical transition period, our philosophy for fiscal year 2008 included equity grants above our usual target range, which resulted in equity compensation that was granted at the 75th to 90th percentile of our direct peers. As a result, overall fiscal year 2008 compensation was ultimately set at approximately the 70th to 90th percentile of our direct peers for target performance.

This excerpt taken from the ADBE 10-Q filed Apr 4, 2008.

Overview

        The increase in compensation costs for the three months ended February 29, 2008 relates to (i) higher expense for profit sharing and employee bonuses based on company performance to date, when compared to the three months ended March 2, 2007 and (ii) increased headcount in all functions.

This excerpt taken from the ADBE DEF 14A filed Feb 27, 2008.

Overview

        Adobe's vision is to revolutionize how the world engages with ideas and information. In order to support our product and technical innovation with strong execution, Adobe strives to provide a work environment that fosters innovation, collaboration and high levels of individual and organizational performance. Our executive compensation program plays a fundamental role in creating this environment by rewarding our executives for the strong execution of our business objectives.

        The primary objectives of our executive compensation programs are:

    motivating executives to achieve and even exceed strategic, operational and financial short- and long-term goals by rewarding strong execution with individual compensation;

    attracting, engaging, developing and retaining high performing executives; and

    aligning the interests of executives and stockholders.

        To achieve these objectives, Adobe uses a mix of compensation elements, including:

    base salary;

    cash incentives;

    equity incentives;

    employee benefits; and

    change of control benefits.

        Our executive compensation philosophy in fiscal year 2007 was to target approximately the 60th percentile of our peer company group for target performance for both cash and equity compensation, to enable Adobe to attract, retain and motivate our executive team.

These excerpts taken from the ADBE 10-K filed Jan 24, 2008.

Overview

        Included in compensation costs for fiscal 2006 and 2007 are compensation and related benefits, including stock-based compensation costs as a result of adopting SFAS 123R at the beginning of fiscal 2006. Percentage changes from fiscal 2005 to fiscal 2006 include the implementation of SFAS 123R. See Note 11 of our Consolidated Financial Statements for further information regarding the impact of SFAS 123R. Additionally, compensation costs increased in fiscal 2006 as compared to fiscal 2005 due to the Macromedia acquisition.

Overview





        Included in compensation costs for fiscal 2006 and 2007 are compensation and related benefits, including stock-based compensation costs as a result of adopting
SFAS 123R at the beginning of fiscal 2006. Percentage changes from fiscal 2005 to fiscal 2006 include the implementation of SFAS 123R.
See Note 11 of our
Consolidated Financial Statements for further information regarding the impact of SFAS 123R
. Additionally, compensation costs increased in fiscal 2006 as compared to
fiscal 2005 due to the Macromedia acquisition.





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