2010 Incentive Compensation Program for Executive Officers (Amir Bassan-Eskenazi, Ravi Narula, Rob Horton, Ran Oz)

Contract Categories: Human Resources › Bonus & Incentive Agreements
Summary

This agreement outlines the 2010 incentive compensation program for four executive officers, specifying their annual base salaries and potential bonuses based on achieving various performance goals. Each officer's bonus is tied to specific objectives, such as customer goals, product development, financial controls, regulatory compliance, and teamwork. The agreement details the weighting of each goal and the total bonus potential for each executive, with payouts contingent on meeting these targets during the year.

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EX-10.2 3 f56133exv10w2.htm EX-10.2 exv10w2
Exhibit 10.2
2010 Incentive Compensation Program
Amir Bassan-Eskenazi, President and Chief Executive Officer
         
Base Salary (annual):
   $ 412,000  
Bonus Potential at 100% funding
        
First Half (based on annual base salary of $325,000):
     162,500  
Second Half:
     206,000  
 
      
Total:
   $ 368,500  
         
    Second Half  
    % Goal  
2010 Officer Bonus Goal   Weighting  
1) Achieve specified customer goal
     10 %
2) Achieve IP product goal
     20 %
3) Achieve strategy goal
     20 %
4) Achieve MSP product goal
     15 %
5) Achieve business plan goal
     10 %
6) Achieve channel sales goal
     10 %
7) Achieve teamwork goal
     10 %
8) Achieve employee satisfaction and retention goal
     5 %
 
      
Total
     100 %
2010 Incentive Compensation Program
Ravi Narula, Senior Vice President and Chief Financial Officer
         
Base Salary (annual):
   $ 253,100  
Bonus Potential at 100% funding
        
First Half:
   NA
Second Half:
     75,930  
 
      
Total:
   $ 75,930  
         
    Second Half  
    % Goal  
2010 Officer Bonus Goal   Weighting  
1) Achieve operating results goals
     40 %
2) Achieve corporate development goal
     10 %
3) Achieve audit and financial controls goals
     30 %
4) Achieve processes improvements goal
     5 %
5) Achieve employee development goal
     10 %
6) Achieve employee satisfaction and retention goal
     5 %
 
      
Total
     100 %

 

 

2010 Incentive Compensation Program
Rob Horton, Senior Vice President and General Counsel
         
Base Salary (annual):
   $ 250,000  
Bonus Potential:
        
First Half:
     75,000  
Second Half:
     75,000  
 
      
Total:
   $ 150,000  
         
    Second Half  
    % Goal  
2010 Officer Bonus Goal   Weighting  
1) Achieve regulatory goal
     20 %
2) Achieve corporate governance and securities compliance goals
     35 %
3) Achieve internal customer satisfaction goal
     25 %
4) Achieve specified litigation management goal
     5 %
5) Achieve site leadership goal
     5 %
6) Achieve teamwork goal
     10 %
 
      
Total
     100 %
2010 Incentive Compensation Program
Ran Oz, Executive Vice President and Chief Technology Officer
         
Base Salary (annual):
   $ 225,000  
Bonus Potential at 100% funding
        
First Half:
     67,500  
Second Half:
     67,500  
 
      
Total:
   $ 135,000  
         
    Second Half  
    % Goal  
2010 Officer Bonus Goal   Weighting  
1) Achieve specified technology demonstration goals
     40 %
2) Achieve innovation process goal
     15 %
3) Achieve specified IP product goal
     15 %
4) Achieve specified strategic channel partner goal
     10 %
5) Achieve new applications goal
     10 %
6) Achieve teamwork goal
     10 %
 
      
Total
     100 %