Item 5.02. Departure of Directors or Certain Officers; Election of Directors;
Appointment of Certain Officers; Compensatory Arrangements of Certain Officers.
Changes to Compensatory Arrangements of Certain Officers
On October 11, 2021, the Compensation Committee (the "Compensation Committee")
of the Board of Directors of Nutanix, Inc. (the "Company") approved certain
changes to the Company's compensation arrangements with (i) Rajiv Ramaswami, the
Company's President and Chief Executive Officer, (ii) Duston M. Williams, the
Company's Chief Financial Officer, (iii) David Sangster, the Company's Chief
Operating Officer, (iv) Tyler Wall, the Company's Chief Legal Officer, and (v)
Tarkan Maner, the Company's Chief Commercial Officer.
Fiscal Year 2022 Annual Base Salaries
The Compensation Committee resolved to make no changes to the annual base
salaries of Messrs. Ramaswami, Williams, Sangster, Wall, and Maner.
Fiscal Year 2022 Annual Bonus Targets
Messrs. Ramaswami, Williams, Sangster, Wall, and Maner will continue to
participate in the Company's Executive Incentive Compensation Plan. The annual
bonus targets for the Company's fiscal year ending July 31, 2022 will be as
follows:
Name Fiscal Year 2022 Annual Bonus Target Equivalent Dollar Amount*
Rajiv Ramaswami 100% of annual base salary $800,000
Duston M. Williams 75% of annual base salary $356,250
David Sangster 75% of annual base salary $356,250
Tyler Wall 60% of annual base salary $255,000
Tarkan Maner 75% of annual base salary $337,500
* The equivalent dollar amounts are calculated based upon the applicable
officer's annual base salary in effect as of October 11, 2021.
Fiscal Year 2022 Annual Equity Awards
In addition, on October 11, 2021, Messrs. Ramaswami, Williams, Sangster, and
Wall each received an annual equity award, pursuant to and subject to the
Company's 2016 Equity Incentive Plan, with 50% of the award consisting of
time-based restricted stock units ("RSUs") and 50% of the award consisting of
performance-based restricted stock units ("PRSUs"):
Name Time-Based RSUs Granted Target Number of PRSUs Granted
Rajiv Ramaswami 138,045 138,045
Duston Williams 62,120 62,120
David Sangster 48,315 48,315
Tyler Wall 33,130 33,130
Each RSU represents a contingent right to receive one share of the Company's
Class A common stock upon vesting. The RSUs will vest in 16 equal quarterly
installments, with the first quarterly installment to vest on December 15, 2021,
subject to continued service to the Company through each vesting date.
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Each PRSU represents a contingent right to receive one share of the Company's
Class A common stock upon vesting, provided that the actual number of PRSUs that
may vest may be more or less than the target number of PRSUs. The PRSUs will be
eligible to vest in up to three installments based on the total shareholder
return of the Company ("Company TSR") during each of the following performance
periods (each, a "Performance Period") relative to the total shareholder return
of companies in the NASDAQ Composite Index (the "Indexed Companies"): (i) August
1, 2021 to July 31, 2022 ("Performance Period One"); (ii) August 1, 2021 to July
31, 2023 ("Performance Period Two"); and (iii) August 1, 2021 to July 31, 2024
("Performance Period Three"). PRSUs that become eligible to vest based on
performance for a Performance Period vest on September 15 following the
Performance Period, subject to continued service to the Company through the
vesting date. The total number of PRSUs that will be eligible to vest range from
0% to 200% (the "Achievement Percentage") of the target number of PRSUs, except
that the Achievement Percentage is capped at 100% for Performance Period One and
Performance Period Two. Up to 1/3 of the PRSUs will be eligible to vest as a
result of performance for each of Performance Period One and Performance Period
Two. The Achievement Percentage of the target number of PRSUs that may vest are
(i) 0% if Company TSR ranks below the 25th percentile of the Indexed Companies,
(ii) 100% if Company TSR ranks at the 50th percentile of the Indexed Companies,
and (iii) 200% if Company TSR ranks at the 75th percentile of the Indexed
Companies. If Company TSR ranks between these percentile thresholds, the
Achievement Percentage of the target number of PRSUs that may vest is determined
using linear interpolation. 100% of the PRSUs (as may be increased as a result
of any Achievement Percentage in excess of target) will be eligible to vest with
respect to Performance Period Three, less any PRSUs that already vested in
Performance Period One and Performance Period Two. The PRSUs are subject to a
maximum value cap that limits the total value that may become eligible to vest
at the end of Performance Period Three, with the Achievement Percentage for
Performance Period Three subject to reduction so that the product of the ending
price per share at the end of Performance Period Three multiplied by the
Achievement Percentage cannot exceed $145.92.
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