2011 EXECUTIVE BONUS COMPENSATION PLAN
Exhibit 10.20
2011 EXECUTIVE BONUS COMPENSATION PLAN
| • | Bonus pool is funded by achievement of corporate plan, with pro-rata payment for achievement between 50% and 150%. |
| • | Payout to eligible executives will be based 50% on Corporate Component and 50% on Individual Performance Component. |
| • | Individual performance will be measured by CEO evaluation of executive’s demonstration of Leadership, Leverage and Results |
| • | Maximum plan funding is 150% of target, but individual bonus awards can exceed 150% of target with CEO discretion and with Board approval |
Plan Funding and Corporate Component (50% of Target Bonus)1
| Corporate Plan | Plan Weight | 50% Payout if results above following but below plan/target | 100% Payout Target | 150% Payout Target | ||||||||||||
| Revenue | 20 | % | $ | [*** | ] | $ | [*** | ] | $ | [*** | ] | |||||
| Members | 20 | % | [*** | ] | [*** | ] | [*** | ] | ||||||||
| Internal Uniques2 | 20 | % | [*** | ] | [*** | ] | [*** | ] | ||||||||
| Page views | 20 | % | [*** | ] | [*** | ] | [*** | ] | ||||||||
| EBITDA | 20 | % | [*** | ] | $ | [*** | ] | $ | [*** | ] | ||||||
Individual Performance Component (50% of Target Bonus)
Based on CEO evaluation of executive’s performance relative to Leadership, Leverage and Results:
| • | Leadership: Ability to inspire others to achieve shared objectives and uphold our culture and values |
| • | Leverage: Specific measures of productivity |
| • | Results: Span of control, scope of responsibility and overall contribution to achievement of corporate goals. |
| 1 | Will be funded based on % of overall Corporate Component achievement (e.g. if Corp Component funded at 90% then individual Component would be funded at 90% of 50%, or 45% of target bonus). |
| 2 | Q4 average Internal Uniques |
