2007 Success Sharing Plan for Employees

Contract Categories: Human Resources › Bonus & Incentive Agreements
Summary

This agreement outlines the 2007 Success Sharing Plan, which allows eligible full-time and certain part-time employees to receive bonus payments based on the company's revenue and operating income performance, as well as individual performance. Employees must meet specific eligibility criteria, including being actively employed at payout and not participating in other incentive plans. Bonuses are calculated as a percentage of base salary and are paid in two halves, with potential adjustments for top performers. The plan also includes discretionary accelerators for exceeding financial targets.

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EX-10.15 14 a2179526zex-10_15.htm EXHIBIT 10.15

Exhibit 10.15

2007 Success Sharing Plan

Objectives

    •
    Provide strong incentives to achieve revenue and operating income plans

    •
    Allow employees to share in the company's results

    •
    Provide managers with the ability to award top performers

Eligibility/Administrative Guidelines

    •
    Includes all full-time employees and certain part-time employees (see second bullet) not on the following plans:

    •
    Commission

    •
    Account Management

    •
    Business Development

    •
    Consulting

    •
    Sales Support

    •
    Part-time employees must be employed for twelve months prior to payout date

    •
    Employees hired in first half are eligible for the second half bonus while those hired in the second half are not eligible for a bonus

    •
    Employees on performance improvement plan at anytime during the 6 month period are not eligible

    •
    Employees must be actively on payroll at the time of payment to receive an award
    •
    All awards calculated on the employee's base salary at the end of the award period

 
   2006
   2007
Funding Components   50% Booking
50% Operating Income		   50% Bookings
50% Operating Income
Corporate Performance Funding   Revenue
<95% = 0%
95 – 99% = 50%
> or = 100% = 100%*		   Bookings
<95% = 0%
95 – 99% = 50%
> or = 100% = 100%*
    Operating Income
<95% = 0%
95 – 99% = 50%
> or = 100% = 100%*		   Operating Income
<95% = 0%
95 – 99% = 50%
> or = 100% = 100%*
Employee Bonus Percent   Director: 8%
Manager: 6%
Employee: 4%		   Director: 10%
Manager: 6%
Employee: 4%
Individual Payout   50% Corporate performance paid out based on employee's bonus percent   50% Corporate performance paid out based on employee's bonus percent
    50% Individual performance paid out based on employee's bonus percent adjustable by managers based on employees performance   50% Individual performance paid out based on employee's bonus percent adjustable by managers based on employees performance
Timing   Halves—50% 1H and 50% 2H—stand alone   Halves—50% 1H and 50% 2H—year-to-date
    *Discretionary accelerators for over achievement in both operating income and revenue achievement   *Discretionary accelerators for over achievement in both operating income and revenue achievement

Payout Example

        Assumptions:

    •
    1H Corporate attainment is 100% = 100% funding/payout

    •
    Employee A is an individual contributor with an annual salary of $35,000 and is an average performer

    •
    Employee B is also an individual contributor with an annual salary of $35,000 and is a top performer

Employee A

 
   Corporate Component
   Individual Component
   Total
Annual Target   $ 700.00   $ 700.00   $
 1,400
(35000*.04)
1H Target   $ 350.00   $ 350.00   $ 700.00
1H Payout   $ 350.00   $
 175.00
(25% of pool)		   $ 525.00

Employee B

 
   Corporate Component
   Individual Component
   Total
Annual Target   $ 700.00   $ 700.00   $
 1,400
(35000*.04)
1H Target   $ 350.00   $ 350.00   $ 700.00
1H Payout   $ 350.00   $
 525.00
(75% of pool)		   $ 875.00