2011 Executive Bonus Compensation Plan for LinkedIn Corporation Executives
This agreement outlines LinkedIn Corporation's 2011 Executive Bonus Compensation Plan. Eligible executives can earn bonuses based on the company's performance and their individual achievements. The bonus pool is funded according to how well the company meets specific financial and operational targets, with payouts ranging from 50% to 150% of the target amount. Half of each executive's bonus is based on company results, while the other half depends on the CEO's evaluation of their leadership, productivity, and overall contribution. Individual bonuses may exceed 150% of the target with CEO and Board approval.
Exhibit 10.20
Confidential Treatment Requested by LinkedIn Corporation
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 |
[***] Information has been omitted and filed separately with the Securities and Exchange Commission. Confidential Treatment has been requested with respect to the omitted portions.
