Cascade Microtech, Inc. 2009 Executive Compensation Plan

Contract Categories: Human Resources - Compensation Agreements
EX-10.1 2 dex101.htm EXECUTIVE COMPENSATION PLAN FOR THE SIX-MONTH PERIOD ENDING JUNE 30, 2009 Executive Compensation Plan for the Six-Month Period Ending June 30, 2009

Exhibit 10.1

Cascade Microtech, Inc.

2009 Executive Compensation Plan

for the Six-Month Period Ending June 30, 2009

Participants

 

Geoff Wild

    Chief Executive Officer and President

Steven Sipowicz

    Chief Financial Officer, Vice President of Finance, Treasurer and Corporate Secretary

Eric Strid

    Chief Technology Officer

Steve Harris

    Vice President, Engineering

Paul O’Mara

    Vice President, Sales and Customer Support

Mike Kondrat

    Vice President, Marketing

Anand Nambiar

    Vice President, Operations

Performance Criteria

Bonuses for these participants are calculated on a percentage of their base salary based on attainment of planned levels of net income, operating income and goals and objectives. Determinations as to whether the performance targets have been met are made on a six-month basis.

This table lists the portion of the total bonus payout that is based on the different performance measures, for each executive:

 

     Corporate Metrics  
    
Net
income		    
Operating
income		     Individual
goals and
objectives		  

Chief Executive Officer

    30 %   40 %   30 %

Chief Financial Officer

    30 %   40 %   30 %

Chief Technology Officer

    —       70 %   30 %

VP, Engineering

    —       70 %   30 %

VP, Sales and Customer Support

    —       70 %   30 %

VP, Marketing

    —       70 %   30 %

VP, Operations

    —       70 %   30 %

The payout for the operating income and net income revenue portion will be:

 

  •  

100% payout for achievement of 100% of the planned consolidated operating income or net income (“target”)

 

  •  

Linear with zero payout for metric at 50% of target to 200% payout cap at 150% of target or higher

 

  •  

Zero for operating income and net income below 50% of target

The payout for the goals and objectives portion will be determined by the goals and objectives score which takes into account relative importance of goals and other success criteria. A set of objectives has been formulated by consensus of the executive management team at the beginning of the six month period.