EA Bonus Plan Addendum



 Exhibit 10.1 
 EA Bonus Plan 
 Addendum 

FY13 Bonus Formula 

Subject to all other terms and conditions of the EA Bonus Plan (“Plan”)*, those Plan Participants who have been specifically identified by
Electronic Arts Inc. (the “Company”) as eligible to receive a discretionary bonus pursuant to the terms of this Addendum shall have such bonus determined as follows: 

 

	1.	Additional Eligibility Criteria, If Any: 

 n/a (see Plan eligibility criteria) 
  

	2.	Fiscal Year 2013 Bonus Pool 


Funding for a Company-wide bonus pool (“Bonus Pool”) for Fiscal Year 2013 will be approved, on a discretionary basis, by the Executive
Compensation and Leadership Committee of the Company’s Board of Directors (the “Committee”). 
  

	3.	Bonus Awards for Eligible Participants Other than the Chief Executive Officer (“CEO”) 


 

							
	 Bonus
Component(s)
	  	 Weight
	 	 Performance Measure(s)
	  	 Measurement
 Period(s)

	Company Performance	  	20%	 	EA’s external guidance targets for Non-GAAP Earnings Per Share and Non-GAAP Net Revenue	  	Fiscal Year 2013
	Business Unit Performance	  	80%	 	The achievement of measurable business objectives, including, but not limited to, business unit financial and operational performance metrics, profit and revenue
targets	  	Fiscal Year 2013

 The Company Performance component is funded based on the Company’s performance against Non-GAAP Earnings Per Share
and Non-GAAP Revenue targets for the Measurement Period. 
 The Business Unit Performance component is funded at the discretion of the
Committee. 
  

	 	a.	Allocation of Bonus Pool Funding To Business Units: 

 Following the completion of the Measurement Period, Company management will allocate, at its discretion, a percentage of the Bonus Pool funding to each business unit. Such allocation will be based upon
the achievement of measurable business unit objectives or such other factors as Company management deems relevant to the business unit’s performance. 
 Subject to local laws, rules and regulations, Company management may also allocate, at its discretion, a percentage of any approved Bonus Pool funding to business units for the payment of bonus awards to
selected Participants at any time prior to the end of the Measurement Period (“Mid-Year Bonus Awards”). 








	 	b.	Individual Bonus Award Payouts: 


Annual Bonus Award payouts: in most circumstances, Annual Bonus Award payouts will be determined based upon an assessment of: 

 

	 	(1)	the Participant’s target bonus amount; 

  

	 	(2)	the percentage of the Bonus Pool allocated to a Participant’s business unit; and 


 

	 	(3)	the Participant’s Individual Achievement Factor, as determined by the Participant’s manager. 


The Individual Achievement Factor is a multiplier (generally ranging from zero to 200%) which takes into account the Participant’s
contributions to the Company for the fiscal year relative to individual performance expectations. 
 Mid-Year Bonus Award payouts:
Subject to local laws, rules and regulations, some Participants may receive a Mid-Year Bonus Award payout. Mid-Year Bonus Awards may be either: (1) in addition to; or (2) in place of, all or part of a Participant’s Annual Bonus Award.
The actual earning and payout of a Mid-Year Bonus Award is discretionary and may be based on factors such as the achievement of short-term performance goals, outstanding individual accomplishments or such other terms and conditions as may be
determined at the discretion of Management and/or the Committee. 
 Where applicable, the Committee will approve individual Participant bonus
award payouts. 
  

	4.	Bonus Awards for the CEO: 

  

							
	 Bonus
Component(s)
	  	 Weight
	 	 Performance Measure(s)
	  	 Measurement
 Period(s)

	 Financial

Performance
	  	75%	 	Non-GAAP Earnings Per Share, Non-GAAP Net Revenue, Non-GAAP Digital Revenue, and PopCap profit and revenue targets	  	Fiscal Year 2013
	Individual Performance	  	25%	 	The achievement of measurable business objectives, including, but not limited to, strategic and operational performance metrics	  	Fiscal Year 2013

 The Financial Performance component is funded based on the Company’s performance against Non-GAAP Earnings Per
Share, Non-GAAP Revenue, Non-GAAP Digital Revenue and PopCap profit and revenue targets for the Measurement Period. 
 The Individual
Performance component is funded at the discretion of the Company’s Board of Directors. 
 Annual Bonus Award payout: An Annual Bonus Award
payout for the CEO will be determined based upon an overall assessment of the following: 
  

	 	(1)	the CEO’s target bonus amount; 

  

	 	(2)	the funding of the Financial Performance and Individual Performance components; 


 

	 	(3)	the Company’s relative total stockholder return (“TSR”) for Fiscal Year 2013 as compared to those companies in the NASDAQ-100 Index on April 1, 2012
(the “NASDAQ-100”). 

 The Company’s relative TSR will determine an overall bonus multiplier to be
applied to the CEO’s bonus, ranging from 50% to 150%, with the multiplier percentage to be determined as follows: 
  

	 	•	 	 TSR for Fiscal Year 2013 for each company in the NASDAQ-100 will be calculated as the percentage change in the average closing stock price of the
company for the last 90 days of Fiscal Year 2013 as compared to the average closing stock price of the company for the first 90 days of Fiscal Year 2013. 










	 	•	 	 To determine the Company’s relative TSR percentile ranking, the TSR for Fiscal 2013 of each company in the NASDAQ-100 will be ranked from the
highest (100th percentile) to lowest (1st percentile) according to each company’s respective TSR as determined above. 


  

	 	•	 	 The TSR multiplier will be determined based on the relative TSR percentile ranking of the Company within the rankings of the companies in the
NASDAQ-100, as follows: 


  

					
	 	  	 Company’s TSR
 Percentile Ranking
	  	 TSR Multiplier for CEO Bonus

	MAXIMUM	  	77th percentile or greater	  	150%
		  	61st to 76th percentile	  	100% plus 3% for each percentile over 60th
	TARGET	  	60th percentile	  	100%
		  	36th to 59th percentile	  	100% minus 2% for each percentile under 60th
	MINIMUM	  	35th percentile or less	  	50%

 The Company’s Board of Directors will approve the Annual Bonus Award payout for the CEO after assessing the factors
set forth above, and has discretion to increase or decrease the final bonus payout based on any such other factors it deems applicable, provided that the final bonus payout shall not exceed 200% of the CEO’s Fiscal Year 2013 target bonus
amount. 
  

	5.	Payment Schedule: 

  

	 	1.	Annual Bonus Awards will be paid as soon as administratively practicable following the completion of the Measurement Period and the Committee’s approval of the
Bonus Pool. 

  

	 	2.	Mid-Year Bonus Awards: Mid-year Bonus Awards will be paid in accordance with the specific terms and conditions applicable to such awards. 


* Including, but not limited to: (1) the Plan Participant must be actually employed by EA or one of its subsidiaries or affiliates on the date that
each payment is made pursuant to the Plan in order to earn the right to receive each such payment, (2) except where otherwise required by local law, at any time until the date that bonuses are paid under the Plan, the individual must not have
(i) violated any provision of EA’s Code of Conduct, any other written EA policy and any law, rule or regulation applicable to EA and EA employees, or (ii) entered into an employment termination or separation agreement (not including
agreements entered into in connection with the commencement or continuation of employment), and (3) eligibility to receive a bonus calculated pursuant to this Addendum does not guarantee the payment of any bonus for a specific Performance
Period, nor does it guarantee employment for any specific period of time. Capitalized terms in this Addendum shall have the meanings set forth in the Plan, except where such terms are separately defined in this Addendum.