2009 Incentive Compensation Program for Executive Officers

Contract Categories: Human Resources › Bonus & Incentive Agreements
Summary

This agreement outlines the 2009 incentive compensation program for several executive officers, including the President and CEO, CFO, COO, General Counsel, and CTO. It specifies each executive's annual base salary and potential bonus amounts, which are tied to achieving various performance goals such as revenue, earnings, product development, customer satisfaction, and employee retention. The program details the weighting of each goal and the percentage of bonus tied to their achievement, providing a structured framework for executive compensation based on company and individual performance.

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EX-10.25 2 f53060exv10w25.htm EX-10.25 EX-10.25
Exhibit 10.25
2009 Incentive Compensation Program
Amir Bassan-Eskenazi, President and Chief Executive Officer
         
Base Salary (annual):
   $ 325,000  
Bonus Potential at 100% funding
        
First Half:
     97,500  
Second Half:
     97,500  
Annual:
     130,000  
 
      
Total:
   $ 325,000  
                 
    First Half   Second Half
    % Actual   % Goal
2008 Officer Bonus Goal   Achievement   Weighting
1) Achieve revenues goal
     21 %     22 %
2) Achieve earnings goal
     15 %     15 %
3) Achieve bookings goal
     12 %     20 %
4) Achieve cash and investments goal
     4 %     4 %
5) Achieve financial analyst and investor relations goal
     2 %     4 %
6) Achieve new product development and release schedule goals
     9 %     14 %
7) Achieve specified product plan goal
     0 %     4 %
8) Achieve specified customer satisfaction goal
     7 %     7 %
9) Achieve global channels goal
     2 %     3 %
10) Achieve employee satisfaction and retention goal
     6 %     7 %
 
                
Total
     78 %     100 %
2009 Incentive Compensation Program
Maurice Castonguay, Senior Vice President and Chief Financial Officer
         
Base Salary (annual):
   $ 280,000  
Bonus Potential at 100% funding
        
First Half:
     21,000  
Second Half:
     42,000  
Annual:
     56,000  
 
      
Total:
   $ 119,000  
                 
    First Half   Second Half
    % Actual   % Goal
2008 Officer Bonus Goal   Achievement   Weighting
1) Achieve earnings goal
     7 %     5 %
2) Achieve departmental budgeting goal
     10 %     10 %
3) Achieve cash and investments goal
     15 %     15 %
4) Achieve expense hedging goal
     10 %     10 %
5) Achieve investor relations, financial analyst relations, and operating results goals
     5 %     15 %
6) Achieve financial controls goal
     15 %     15 %
7) Achieve corporate governance goal
     10 %     10 %
8) Achieve internal communication goal
     12 %     12 %
9) Achieve employee satisfaction and retention goal
     8 %     8 %
 
                
Total
     92 %     100 %

 

 

2009 Incentive Compensation Program
David Heard, Chief Operating Officer
         
Base Salary (annual):
   $ 325,000  
Bonus Potential at 100% funding
       
First Half:
     68,250  
Second Half:
     68,250  
Annual:
     91,000  
 
      
Total:
   $ 227,500  
                 
    First Half   Second Half
    % Actual   % Goal
2008 Officer Bonus Goal   Achievement   Weighting
1) Achieve specified bookings goal
     18 %     25 %
2) Achieve specified margins goal
     5 %     5 %
3) Achieve specified revenues goal
     14 %     10 %
4) Achieve specified earnings goal
     5 %     5 %
6) Achieve product footprint and market share goals
     14 %     22 %
8) Achieve product delivery goals
     0 %     10 %
9) Achieve specified new product development goal
   NA     5 %
10) Achieve development process goals
     9 %     8 %
16) Achieve customer satisfaction goal
     5 %     5 %
19) Achieve employee satisfaction, retention and development goals
     4 %     5 %
 
                
Total
     74 %     100 %
2009 Incentive Compensation Program
Rob Horton, Senior Vice President and General Counsel
         
Base Salary (annual):
   $ 250,000  
Bonus Potential:
        
First Half:
     37,500  
Second Half:
     37,500  
Annual:
     50,000  
 
      
Total:
   $ 125,000  
                 
    First Half   Second Half
    % Actual   % Goal
2008 Officer Bonus Goal   Achievement   Weighting
1) Achieve departmental budgeting goal
     13 %     15 %
2) Achieve corporate governance and securities compliance goals
     13 %     20 %
3) Achieve business development goals
     12 %     15 %
4) Achieve internal customer satisfaction goal
     25 %     15 %
5) Achieve employee satisfaction, retention and development goals
     15 %     5 %
6) Achieve specified litigation management goals
     12 %     10 %
7) Achieve corporate insurance program goal
   NA     10 %
8) Achieve records retention goal
     5 %   NA
9) Achieve sales support goals
   NA     10 %
 
                
Total
     95 %     100 %

 

 

2009 Incentive Compensation Program
Ran Oz, Executive Vice President and Chief Technology Officer
         
Base Salary (annual):
   $ 225,000  
Bonus Potential at 100% funding
       
First Half:
     33,750  
Second Half:
     33,750  
Annual:
     45,000  
 
      
Total:
   $ 112,500  
                 
    First Half   Second Half
    % Actual   % Goal
2008 Officer Bonus Goal   Achievement   Weighting
1) Achieve specified product roadmap and planning goals
     18 %     10 %
3) Achieve specified product demonstration and development goal
     26 %     25 %
4) Achieve product market share goal
     9 %     20 %
5) Achieve specified on-demand product strategy goal
     4 %     5 %
6) Achieve customer relations and positioning goal
     15 %     20 %
7) Achieve specified innovation-related sales goal
     5 %     10 %
8) Achieve employee satisfaction and retention goal
     8 %     10 %
9) Achieve research and development funding activities goal
     8 %   NA
 
                
Total
     93 %     100 %