BROADSOFT 2015 EXECUTIVE OFFICER CLOUD-REVENUE BONUS PLAN PLAN DOCUMENT

Annual variable incentive pay serves to align Company and individual organizational objectives and personal performance. The objectives of the BroadSoft 2015 Executive Officer Cloud-Revenue Bonus Plan are as follows:

BroadSoft 2015 Executive Officer Cloud Revenue Bonus Plan (“the Plan”)

The Plan is effective as of January 1, 2015 for calendar year 2015.

The Plan only applies to those executive employees who are notified in writing by the Company that they are eligible to receive an annual bonus under the Plan.

Newly eligible employees begin participating in the Plan during the calendar year in which they become eligible. Overall awards will be prorated based upon active employment with BroadSoft and the date on which eligibility begins. Unless otherwise expressly specified in writing, employees hired after September 30, 2015, are not eligible to earn a bonus under the Plan for the 2015 plan year.

Employees must actively perform services for BroadSoft from January 1, 2015 (or the date of hire for new employees) through the date bonuses are paid to earn a bonus. Performance of services is a criteria for earning a bonus, not simply a condition of payment. No bonus payments, prorated or otherwise, can be earned if an employee is terminated or resigns for any reason prior to the date on which annual bonuses are paid.

Each eligible plan participant will be assigned a target award opportunity, which will be communicated at the beginning of the plan year or when they become eligible to participate in the Plan as specified herein. The target award represents the level of bonus payment the participant may earn in the event the criteria for earning a bonus and individual and corporate performance are achieved.

Near the beginning of each calendar year, senior management will establish and communicate the corporate Cloud revenue financial objectives for BroadSoft.  The goals and key performance factors for BroadSoft will be developed by management and approved by the Compensation Committee of the BroadSoft Board of Directors (the “Compensation Committee”).

After the end of the calendar year, overall performance against the corporate Cloud Revenue financial objectives and a participant’s overall personal performance in assisting with respect to the achievement of those financial objectives, will be assessed and the resulting incentive amounts that may be earned if the criteria for earning a bonus are met will be calculated as outlined below. The Company, in its sole discretion, will determine the extent to which the Company has achieved its corporate Cloud revenue financial objectives and the participant’s overall personal performance with respect thereto.

A bonus pool will be established as follows:

The funding for the bonus pool shall be as follows:

Cloud Revenue: 100% of the target award opportunity for all executive officers entitled to participate in the Plan in the event the Company achieves its 2015 consolidated Cloud revenue goal specified below.

For purposes of the Plan, Cloud revenue shall be defined as total software, subscription and support, and professional services and other revenue reported by the Company for 2015 associated with the following BroadCloud products and services: BroadCloud, finocom, Hipcom, Hospitality, iLinc, NGT, PacketSmart and SIP Advantage, which definition is consistent with the basis on which the 2015 BroadCloud budget was determined.

For purposes of calculating achievement of the Cloud revenue targets set forth herein, (a) any non-USD revenue will be converted to USD using the budgeted exchange rate set at the beginning of 2015, which currency exchange rate will not change during the year and (b) the financial impact from in-year acquisitions shall not be taken into consideration.

Once the performance measure has been calculated, the final bonus pool will be established and the bonus pool will be equal to the funded portion of the target award opportunity (calculated as specified above) for all eligible Plan participants. The Compensation Committee shall allocate the bonus pool to eligible Plan participants, with reference to such participant’s target award opportunity and the Compensation Committee’s assessment of such participant’s personal contributions towards achievement of the objective. If the Company meets its performance objectives as outlined above, actual bonus awards may be higher than target for plan participants where the Company believes their accomplishments during the year justify special recognition. On the other hand, actual bonus awards can also be lower than target even if an eligible plan participant meets performance expectations and the Company meets its performance objectives as outlined in the Plan.

Payouts of awards under the Plan will be made at the discretion of the Compensation Committee, in either cash or restricted stock units (“RSUs”) fully vested on the date of grant, as soon as practical after year-end financials are available (subject to applicable taxes and withholdings). In the event the Compensation Committee determines to payout awards under the Plan in RSUs, the number of RSUs granted to each participant shall be determined as follows:

Such participant’s payout divided by the average closing price of the Company’s stock on the NASDAQ Global Select Market for the 30 trading days ending two trading days prior to date of grant.

The Compensation Committee will be responsible for the administration and governance of the Plan. The decisions of the Compensation Committee shall be conclusive and binding on all participants.

The Compensation Committee reserves the right to modify any of the provision of the Plan at any time with ten (10) days written notice.

The Plan supersedes all prior bonus programs of the Company and all other previous oral or written statements regarding the subject matter hereof.