Marvell Technology Group (MRVL)

Peer Groups

To assess the competitiveness of our executive compensation program and individual compensation elements and levels, as part of its annual compensation review the executive compensation committee is provided with a market assessment based on the executive compensation practices of two groups of peer companies.

The first (or “primary”) peer group consisted of semiconductor companies the executive compensation committee believed to be generally comparable to us in terms of revenue. The second (or “high growth”) peer group consisted of a subset of the primary peer group with revenue and earnings growth over the last several years that the executive compensation committee believed generally to be higher than typical market levels. The executive compensation committee believes the high growth peer group is useful for calibrating performance and performance metrics, because, historically, we have had a higher than average revenue growth rate.

For fiscal 2009, the executive compensation committee updated the primary peer group used in fiscal 2008 with the assistance of Compensia based on our peer group selection criteria. We removed some companies used in the fiscal 2008 peer group primarily because their revenues were below our target range or because of differences in their performance or business focus. For our fiscal 2009 primary peer group, we added Juniper Networks, Inc., KLA-Tencor Corporation, Level 3 Communications, Inc., MEMC Electronic Materials, Inc., Micron Technology, Inc., SanDisk Corporation and UTStarcom, Inc. because we believed that their business focus, performance and revenue made them suitable for the peer group. Based on our review of the high growth peer group the only deletion was of Micron Technology, because we determined that its recent performance was not in alignment with our criteria for the high growth peer group.

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For fiscal 2009, the primary peer group consisted of the following companies:

Peer Groups

        To assess the competitiveness of our executive compensation program and individual compensation levels, as part of its annual review process the executive compensation committee refers to the executive compensation practices of two peer groups. The peer groups used for fiscal 2007 were updated for fiscal 2008 by the executive compensation committee with the assistance of Compensia.

        The first (or "primary") peer group consisted of semiconductor companies the executive compensation committee believed to be generally comparable to us in terms of revenue. The second (or "high growth") peer group consisted of technology companies with revenue generally comparable to ours and revenue and earnings growth over the last several years that the executive compensation committee believed generally to be higher than typical market levels. The executive compensation committee believes the high growth peer group is useful for its decision-making process, because historically, we have had a higher than average revenue growth rate and the executive compensation committee expects us to continue to have a higher than average revenue growth rate.

        For fiscal 2008, the primary peer group consisted of the following companies: