AVID TECHNOLOGY, INC. 75 Network Drive Burlington, MA ###-###-#### EXECUTIVE BONUS PLAN

On February 23, 2012, the Compensation Committee (the “Committee”) of the Board of Directors (the “Board”) of Avid Technology, Inc. (the “Company”) adopted this 2012 Executive Bonus Plan (the “Plan”).

The purpose of this Plan is: (i) to advance the interests of the Company's stockholders by enhancing the Company's ability to attract, retain and motivate certain Company officers, and (ii) to reward such officers for their contributions toward the achievement of certain Company financial goals and their personal performance in 2012. Except where the context otherwise requires, the term “Company,” as used in this Plan, includes any of the Company's present or future parent or subsidiary corporations, as defined in Sections 424(e) or (f) of the Internal Revenue Code of 1986, as amended, and any regulations promulgated thereunder, and any other business venture (including, without limitation, joint venture or limited liability company) in which the Company has a controlling interest, as determined by the Board.

The Committee will administer and have final authority on all matters relating to the Plan, except as otherwise set forth herein. The Committee may interpret and construe the Plan, decide any and all matters arising under or in connection with the Plan, and correct any defect, supply any omission or reconcile any inconsistency in the Plan in the manner and to the extent it deems expedient to implement the Plan. Additionally, the Committee may amend, suspend, revoke or terminate the Plan at any time. All bonus payouts under the Plan are subject to prior approval by the Committee. All decisions by the Committee will be made in the Committee's sole discretion and will be final and binding on all persons having or claiming any interest in the Plan.

All of the Company's executive officers and certain other officers designated by the Committee (collectively, “officers”) will be eligible to participate in the Plan; provided, however, that officers hired after September 30, 2012 will be eligible to participate in the Plan at the discretion of the Committee. Eligible officers must be employed by the Company on December 31, 2012 in order to receive a bonus, if any, under this Plan, unless otherwise provided in an employment agreement, offer letter or other similar agreement between the officer and the Company. An eligible officer who ceases to be employed by the Company, other than as a result of termination by the Company for cause, after December 31, 2012, but prior to the bonus payout date, will be entitled to receive a bonus pursuant and subject to the terms and conditions of this Plan. For purposes of the Plan, the following individuals will be deemed to be employed by the Company as of December 31, 2012: (i) any officer on an approved leave of absence on that date, and (ii) any officer who in 2012 becomes disabled and qualifies for benefits under the Company's long-term disability plan. For individuals who become officers of the Company during 2012 as a result of an acquisition, initial eligibility for participation in the Plan will be determined by the Committee on a case-by-case basis. Each eligible officer is deemed a “Participant” in the Plan.

Each Participant has been designated by the Company as being eligible to earn a target bonus amount equal to a percentage of the Participant's base salary (the “Bonus Percentage”).

Each Participant's “Target Bonus Amount” for 2012 is his or her Bonus Percentage multiplied by the base salary paid to him or her in 2012. For purposes of the Plan, base salary includes regular wages and vacation, sick time and holiday pay, but not leave of absence, bonus or other premium pay.

Expected bonus payouts will initially be based on the following two components: Company Performance and Personal Performance (each referred to as a “Performance Component”). Each Performance Component is described in greater detail in Section 6. The Performance Components have been assigned the following weights:

For each Company Metric, the Committee will establish a minimum performance level, a target performance level and a maximum performance level. Each Company Metric will receive a score based upon achievement of these performance levels as set forth in the following table:

The scores attached to each Company Metric will be used in the following formula, which incorporates the weight of each Company Metric, to determine the “Company Performance Score”:

The Committee, within a reasonable period of time after December 31, 2012, will then determine, in its discretion, each Participant's performance relative to each goal on a numerical basis (a “Personal Performance Score”).

Each Participant will be assigned an “Overall Score” that will be calculated in accordance with the formula set forth below:

Notwithstanding the preceding, the Committee, in its sole discretion, may determine an actual bonus payout for any Participant that is less than the amount determined in accordance with the foregoing formula or zero with respect to such Participant or, taking into account such factors as the Committee determines appropriate in its sole discretion, determine an actual bonus payout that exceeds the expected bonus payout calculated above, but not beyond two times the Participant's Target Bonus Amount (a Participant's “Capped Amount”). The Committee may make its determination on a Participant by Participant basis and need not treat Participants uniformly. A Participant who is eligible for a bonus payout does not earn a bonus payout until the Committee makes any and all final determinations as authorized by the Plan.