Executive, Management and Sales Incentive Plan (US and Canada)
Exhibit 10.17
Executive, Management and Sales Incentive Plan
(US and Canada)
Business Confidential
Innophos, Inc.
Effective 1/1/07
Innophos Executive, Management and Sales Incentive Plan
Purpose
The Executive, Management and Sales Incentive Plan (“the Plan”) is designed to promote the interests of Innophos (“the Corporation”) by providing senior executives, managers and sales persons with incentives and rewards commensurate with the achievement of the business and their personal achievement of business objectives.
Participation and Eligibility
Executives, managers, sales persons and other key contributors of Innophos Inc. and Innophos Canada Inc. who have signed the “Employee Agreement” which covers obligations with regard to anti-trust law, patents, inventions, and the company’s proprietary confidential information will be eligible to participate in the plan upon timely nomination and proper approval.
If a person is hired or promoted during the year, the position maintains the same target incentive as was previously associated with the position. Adding a participant or changing a participant’s target incentive during a calendar year requires the approval of the group VP, the CEO and the VP of Human Resources. Changes to the CEO’s bonus require approval of the Compensation Committee of the Board of Directors.
The following chart outlines the bonus target guidelines (Note: actual targets may be lower or higher than the guidelines):
| Salary Grade | Target Incentive % of Base Salary | |
| Leadership Team | Determined by the Compensation Committee of the Board of | |
| Other senior managers | 25 - 35% | |
| Salary Grades E and D | 20% - 25% | |
| Salary Grade F [1,3] | 15% - 20% (Sales 25%) | |
| Salary Grade G [2,3] | 10% - 15% (Sales 25%) [4] |
| [1] | Non-sales and non-management positions at grade F are not necessarily participants in the management incentive program. |
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Innophos Executive, Management and Sales Incentive Plan
It is recommended that first year level F participants enter the plan with a target incentive of 10%. An increase to bring the participant to the higher guideline target may be considered in the following years.
| [2] | Individuals in grade G or H may be nominated for participation in the management incentive program. |
| [3] | Those individuals in all grades in or nominated for the program should meet these criteria: |
| • | high performers or high potentials, |
| • | managers of an area having substantial impact on the business (a market area, a stand-alone production unit, etc.), or |
| • | functional experts |
| [4] | Sales positions below grade G have a target of 15%. |
Note: New hires to the sales organization at any level may have target incentive set below 25% until such time as management approves an increase in the target percentage.
Guidelines for Changes
General:
Except as to the CEO, all changes, additions or deletions to the management and sales incentive program require approval by the group VP, the CEO and the VP of Human Resources.
New Participants:
| 1. | No new participants will be added in the last five months of the bonus year. Nominations received in the last five months of the year will be considered for participation in the following year. |
| 2. | Targets will be pro-rated based on the number of months of participation for new hires and new entrants. |
Base Salary and Payment:
The annual base salary on December 31 is to be used for calculating management and sales incentives. Bonuses will be paid annually upon review of the audited financial results by the Board of Directors. Management has the discretion to pay bonuses or portions thereof more frequently than annually. All bonuses are subject to withholding taxes in accordance with the requirements of the relevant taxing authorities.
Basis of the formula:
The formula for bonuses is made up of common and personal components. These have different weights depending on the type of management position (see below.) In general the bonus is calculated in this manner: Base salary (on 12/31) X Target % X (common results + personal results).
Full achievement is assumed to equal 1.0 in both the common and personal factors. Only target achievement levels will be set at the beginning of a bonus term. Scores in relationship to target will be determined by management within the guidelines that follow. Actual scores may be as low as 0 or as high as 3.0.
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Innophos Executive, Management and Sales Incentive Plan
| • | Common results are measured by financial performance against targets set by management and approved annually by the Compensation Committee of the Board of Directors. The C Factor targets will be set for the following entities: (1) United States and Canada and (2) Mexico, and (3) Global Innophos. The percent of the overall C Factor derived from each entity is determined by the Compensation Committee of the Board of Directors in the case of executives and by management for all others. In general, the C Factor will be weighted toward the region in which a participant’s primary responsibilities lie. This is typically, although not exclusively, 80% from the home region and 20% from the foreign region. For participants with global roles, the C Factor is typically weighted 100% Global Innophos. The C factor results must be verified by the Chief Financial Officer and based upon audited financial statements. |
| • | The weight of the overall C factor in the bonus formula is 70% of the total bonus target for members of the Innophos Leadership Team. It is 50% of the total bonus target for all other sales and management participants. The financial targets will be approved by the Compensation Committee of the Board of Directors on an annual basis. Disclosure of the financial targets will be in compliance with all laws and regulations applicable to such public disclosures. |
| • | Personal factor (“P factor”) targets are proposed by the participating employee and approved by his/her manager or by the Compensation Committee of the Board of Directors in the case of the CEO. The P targets should be aggressive but attainable. |
| • | Measurement of P factor results is the responsibility of each manager and participant and must be verified by the VP of that group. In the case of the Leadership Team, the P factor results must be approved by the CEO in consultation with the Compensation Committee of the Board. P factor results may range from 0 to 2.0. |
| • | Management has the responsibility and discretion to adjust P factor results giving consideration to changes in the business environment and observation of the individual’s behavior in performing the job. |
| • | The weight of the P factor in the bonus formula is 30% of the overall bonus target for members of the Innophos Leadership Team. It is 50% of the overall bonus target for all other sales and management incentive participants. |
Bonus targets:
In the event that a management or sales incentive target is changed during the year, the most recent target will be used for the bonus calculation unless otherwise specified by management.
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Innophos Executive, Management and Sales Incentive Plan
Administrative Procedures
To request the addition of a participant or change a current participant’s target percentage during the plan year, the appropriate approval authority should:
| • | document the request in writing; |
| • | include all relevant information (name, title, target incentive percentage, effective date, rationale); and |
| • | forward this request to the group VP and the VP Human Resources. |
Example Calculation
Employee Mary Doe holds a management position with salary grade E. She earned $110,000 as annual base salary on 12/31. She is a management incentive participant at the 20% target level. The C factor for her bonus is weighted 50% (80% from US/Can and 20% from Mexico) and the P factor also is weighted 50%. The performance target for her C Factor is calculated at $50M. Within the P factor Mary has two goals. Goal A has a performance target of $200K cost savings. Goal B has a performance target of 10% reduction in lost days. Each goal has a value of 50% of the P factor (or 25% of the overall target.)
The C Factor results are $52M for the year- exceeding the projected target of $50M. The C score is approved by the Board to be 1.3. Mary’s performance in her personal goals is $250K of cost savings and an 8% reduction in lost days. At management’s discretion, considering Mary’s overall performance, the final P score is set at 1.25. Reminder: Each factor is only 50% of the overall score, i.e. the final scores would be these: C = 0.65 and P = 0.625.
Mary’s Bonus Calculation
$110,000 (Base Salary) X .20 (Target) X [(0.65 (C) + 0.625 (P)] = $28,050 gross amount of management incentive payment
Plan Administration and Related Matters
Awards will be paid as soon as administratively possible after the annual financial audit has been reviewed by the Board of Directors. (Management has the discretion to pay bonuses or portions thereof more frequently than annually. All bonuses are subject to withholding taxes in accordance with the requirements of the relevant taxing authorities.)
1. TERMINATION OF EMPLOYMENT
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Innophos Executive, Management and Sales Incentive Plan
| • | If a participant ceases his or her employment with Innophos at any time prior to the distribution of the awards, the employee forfeits any award under the MICP plan, unless the employee terminates due to retirement, death or disability. To qualify for bonus payment after retirement, the participant must reach age 55 and give formal written notification of his or her voluntary departure no less than ninety (90) days prior to his or her last day worked. In the event of a death, the award will be paid to the estate of the deceased upon receipt of the proper court approved documentation. |
| • | If a participant transfers out of an eligible position or leaves the Company due to involuntary termination (except for cause), he or she may be eligible for a pro-rated payment. However, participants who resign or are terminated for cause will not be eligible for an incentive payment. |
| • | Participants who are on extended disability leave or on an approved leave of absence during the year may receive prorated awards based upon the time actually worked during the plan year. Disability pay and benefits are not bonus eligible compensation. |
2. FUNDING
No funds need be set aside or reserved for payment of any Participant under the Plan, and any obligation by the Corporation to a Participant under the Plan shall be unfunded and shall be paid from the general assets and general funds of the Corporation. However, the Corporation, for accounting purposes, will budget and accrue, on the books of the Corporation, an amount sufficient to cover the estimated expense for the fiscal year.
3. NOT AN EXCLUSIVE METHOD OF INCENTIVE
This Plan shall not be deemed an exclusive method of providing incentive compensation for employees of the Corporation, nor shall it preclude the Corporation from authorizing or approving other forms of incentive compensation.
4. NO RIGHT TO CONTINUED PARTICIPATION
Participation in the Plan by an employee in any plan year shall not be held or construed to confer upon the employee the right to participate in the Plan in any subsequent fiscal year or plan semester.
5. NO RIGHT TO CONTINUED EMPLOYMENT
Neither the establishment of the Plan, the participation by an employee in the Plan nor the payment of any award hereunder or any other action pursuant to the Plan shall be held or construed to confer upon any Participant the right to
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continue in the employ of the Corporation or affect any right which the Corporation may have to terminate at will the employment of any such Participant.
6. RELATIONSHIP TO OTHER PLANS
Participation and payments under the Plan shall not affect or be affected by participation or payments under any other plan of the Corporation, except as otherwise specifically provided by the Corporation.
7. NON-TRANSFERABILITY OF FUNDS
Except as otherwise provided by the Plan, no amount payable at any time under the Plan shall be subject to alienation by anticipation, sale, transfer, assignment, bankruptcy, pledge, attachment, charge, or encumbrance of any kind. Nor shall it in any manner be subject to the debts or liabilities of any person. Any attempt to so alienate or subject any such amount shall be void.
8. AMENDMENT OF THE PLAN
Except as to the terms of the CEO’s incentive, The CEO and the VP of Human Resources (“The Committee”) may amend or terminate this Plan at any time. No amendment or termination shall affect the right of a Participant to payment of any amounts which have been determined prior to such amendment or termination, but the Committee may amend or terminate the rights of any Participant under the Plan at any time prior to the calculation of the award to be paid for any plan period.
Any changes to the terms of the CEO’s incentive require approval of the Compensation Committee of the Board of Directors.
9. EFFECTIVE DATE
The Plan document shall be effective as of January 1, 2007, and shall continue in effect until terminated or modified.
Last printed 3/12/2008 2:42 PM
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