Item 5.02 Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers.

On August 25, 2022, the Compensation Committee of the Board of Directors of Nutanix, Inc. (the "Company") approved certain matters relating to the Company's compensation arrangements with (i) Rajiv Ramaswami, the Company's President and Chief Executive Officer, (ii) Rukmini Sivaraman, the Company's Chief Financial Officer, (iii) David Sangster, the Company's Chief Operating Officer, and (iv) Tyler Wall, the Company's Chief Legal Officer.

Fiscal Year 2023 Annual Base Salaries

The annual base salaries for Mr. Ramaswami, Ms. Sivaraman, and Messrs. Sangster and Wall were set, effective as of August 1, 2022, as follows:

Name        Annual Base Salary
Rajiv Ramaswami        $800,000
Rukmini Sivaraman      $450,000
David Sangster         $475,000
Tyler Wall             $475,000

Fiscal Year 2023 Annual Bonus Targets

Mr. Ramaswami, Ms. Sivaraman, and Messrs. Sangster and Wall will continue to participate in the Company's Executive Incentive Compensation Plan. The annual bonus targets under the Executive Incentive Compensation Plan for the Company's fiscal year ending July 31, 2023 are as follows:



      Name               Target Award        Equivalent Dollar Amount*

Rajiv Ramaswami 100% of annual base salary $800,000 Rukmini Sivaraman 75% of annual base salary $337,500 David Sangster 75% of annual base salary $356,250 Tyler Wall 75% of annual base salary $356,250

* The equivalent dollar amounts are calculated based upon the applicable officer's annual base salary in effect as of August 1, 2022.

Fiscal Year 2023 Annual Equity Awards

In addition, on August 25, 2022, Mr. Ramaswami, Ms. Sivaraman, and Messrs. 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           275,302                    275,302
Rukmini Sivaraman         100,000                    100,000
David Sangster            100,000                    100,000
Tyler Wall                90,000                      90,000

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, 2022, 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, 2022 to July 31, 2023 ("Performance Period One"); (ii) August 1, 2022 to July 31, 2024 ("Performance Period Two"); and (iii) August 1, 2022 to July 31, 2025 ("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 $89.70.

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