Identification of Bonus Criteria under 2003 Senior Executive Incentive Plan for Richard Reese
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Summary
Iron Mountain Incorporated's Compensation Committee set the criteria for determining the 2008 annual bonus for Mr. Richard Reese under the company's 2003 Senior Executive Incentive Plan. The bonus will be based on meeting targets for gross revenue, operating income before depreciation and amortization, and other corporate goals such as new service offerings, growth strategies, and talent development. The Compensation Committee may reduce the bonus at its discretion, after consulting with certain Board committee chairs, as allowed by the plan.
EX-10.1 2 ex10-1.htm EX10-1 ex10-1.htm
EXHIBIT 10.1
Identification of Criteria under the 2003 Senior Executive Incentive Plan, as amended
The Compensation Committee of the Board of Directors (the “Compensation Committee”) of Iron Mountain Incorporated (the “Company”) established the criteria that will be used to determine the annual bonus payable for 2008 performance to Mr. Richard Reese under the Company’s 2003 Senior Executive Incentive Plan, as amended. The categories of criteria are as follows: (1) achieving gross revenue targets, (2) achieving operating income before depreciation and amortization (OIBDA) targets, and (3) achieving other corporate goals including, but not limited to, advancing new service offerings, furthering our growth strategies and supporting our talent development objectives. The bonus may be reduced in the discretion of the Compensation Committee, after consultation with the Chairs of the Audit and Executive Committees of the Board of Directors, in accordance with the Company's 2003 Senior Executive Incentive Plan, as amended.
