Item 5.02            Departure of Directors or Certain Officers; Election

of Directors;


                     Appointment of Certain Officers; Compensatory

Arrangements of Certain


                     Officers.

FY 2021 Management Incentive Plan



On October 6, 2020, the Compensation Committee (the "Compensation Committee") of
the Board of Directors (the "Board") of Deckers Outdoor Corporation (the
"Company") adopted a management incentive plan (the "FY 2021 Management
Incentive Plan") that will be utilized to calculate the cash incentive
compensation that may become payable with respect to the fiscal year ended March
31, 2021 (the "Performance Period") to certain members of the Company's senior
management team, including Mr. David Powers, President and Chief Executive
Officer; Mr. Steven J. Fasching, Chief Financial Officer; Mr. David E. Laffite,
Chief Operating Officer; Mr. Stefano Caroti, President of Omni-Channel; and Ms.
Andrea O'Donnell, Fashion Lifestyle Group President (collectively, the "Named
Executive Officers"). The FY 2021 Management Incentive Plan is designed to
reflect the Company's pay-for-performance philosophy by aligning the payment of
cash incentive compensation with the Company's achievement of financial
performance criteria that is closely aligned with the Company's business and
strategic objectives.

Cash incentive compensation may be earned under the FY 2021 Management Incentive
Plan based on the Company's achievement with respect to a number of financial
performance targets that have been established by the Compensation Committee,
which relate to (i) "consolidated revenue" and "consolidated operating income"
for each of Messrs. Powers, Fasching and Lafitte, and (ii) "consolidated
operating income," "business unit operating income" and "business unit revenue"
for Mr. Caroti and Ms. O'Donnell (collectively, the "Performance Measures"). The
specific Performance Measures applicable to each participant, and the relative
weighting applied to each of these measures, were established by the
Compensation Committee based on a number of factors, including the respective
titles and responsibilities of each of the participants, an assessment of the
ability of each participant to impact the Company's achievement of the specified
Performance Measures, a review of peer group compensation data, and consultation
with the Compensation Committee's independent compensation consultant.

The Compensation Committee has established "threshold", "target" and "maximum" amounts for each of the Performance Measures, which will impact the cash incentive payments under the FY 2021 Management Incentive Plan as follows:

•If the "threshold" level of a Performance Measure is achieved, participants will earn 50% of the target cash incentive payment that relates to that Performance Measure.



•If the "target" level of a Performance Measure is achieved, participants will
earn 100% of the target cash incentive payment that relates to that Performance
Measure.

•If the "maximum" level of a Performance Measure is achieved, participants will
earn 200% of the target cash incentive payment that relates to that Performance
Measure.

To the extent the Company's achievement with respect to a Performance Measure is
between the "threshold" amount and the "target" amount, or between the "target"
amount and the "maximum" amount, the cash incentive compensation will be
calculated based on a pre-established sliding payout scale. No cash incentive
compensation will be payable under the FY 2021 Management Incentive Plan with
respect to a particular Performance Measure to the extent the Company fails to
achieve the "threshold" level of performance for that Performance Measure.

The determination of the level of the Company's achievement with respect to the
Performance Measures will be made by the Compensation Committee based on the
audited financial statements of the Company relating to the Performance Period,
subject to certain adjustments agreed upon by the Compensation Committee.

The target cash incentive payment amount for the Named Executive Officers is set
as a percentage of base salary as determined by the Compensation Committee. The
current base salary, "target" cash incentive percentage, and resulting "target"
cash incentive compensation amount for each of the Named Executive Officers is
set forth opposite their respective names in the table below:


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Named Executive Officer                       FY 2021 Base Salary               "Target" Percentage              "Target" Cash Incentive
Dave Powers                                       $1,100,000                           125%                            $1,375,000
Steven J. Fasching                                 $600,000                             75%                             $450,000
David E. Lafitte                                   $700,000                             75%                             $525,000
Stefano Caroti                                     $650,000                             75%                             $487,500
Andrea O'Donnell                                   $625,000                             75%                             $468,750



The foregoing summary of the terms of the FY 2021 Management Incentive Plan does
not purport to be complete and is qualified in its entirety by the terms of the
Management Incentive Plan, the form of which was filed as Exhibit 10.1 to the
Company's Quarterly Report on Form 10-Q for the fiscal quarter ended June 30,
2015.

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