MANTECH INTERNATIONAL CORPORATION
2020 EXECUTIVE INCENTIVE COMPENSATION PLAN
ManTech International Corporation (Company) has established this 2020 Executive Incentive Compensation Plan (Plan) to help attract, retain and motivate our executives to achieve certain goals and objectives. Incentive compensation is an integral part of the Companys compensation program. This Plan sets forth a uniform, systematic, and measurable process for determining incentive compensation payments earned under this Plan. The Compensation Committee of the Companys Board of Directors (Compensation Committee) has ultimate authority over the implementation and interpretation of this Plan, including the authority to make any and all determinations it deems necessary or advisable for the administration of the Plan.
Executive officers of the Company, including the CEO, CFO, and the presidents of the Companys principal business groups (Business Group Presidents) participate in this Plan (together, Participants). The Companys Executive Chairman does not participate in this Plan. The Compensation Committee has the authority to designate additional Company officers as Participants in this Plan, in its sole discretion.
For each Participant, a set of performance goals for the applicable criteria under this Plan (Participant Goals) and relative weightings shall be established, reviewed and memorialized according to the process set forth below. All Participant Goals should be specific, measurable, and quantitative, to the extent practical. The goal-setting process shall be accomplished in accordance with a time schedule established by the Compensation Committee, in consultation with the Companys CEO.
In the case of the Business Group Presidents, the Participant Goals will include both performance goals relating to the applicable business group (Business Group Goals) and performance goals for the Company as a whole (Company Goals). For all other Participants, the Participant Goals will be comprised solely of Company Goals.
Participant Goals will be memorialized in a separate agreement or worksheet for each Participant (each, a Plan Worksheet), and each Plan Worksheet will set forth the relative weightings for the Participant Goals; a threshold, target and maximum performance score (and corresponding award amount) or the Participant; and other factors to be used in the Scoring Process (as defined below).
Following completion of the fiscal year, the Committee will evaluate actual results versus Participant Goals to determine whether and to what extent incentive compensation has been earned under this Plan for each Participant. This process is referred to in this Plan as the Scoring Process.
2020 Executive Incentive Compensation Plan
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