Executive Bonus Program 2012

Align key executives to key metrics driving the growth and success of the business.

The reviewing body of the plan will be the Compensation Committee.

Plan structure and payout will be approved by the Compensation Committee based upon the recommendations of the Chief Executive Officer (“CEO”).

This bonus plan is non-contractual and discretionary.

Plan year is defined as January 1 to December 31.

Bonus percentage levels will be reviewed and approved by the Compensation Committee annually.

Bonus opportunity is calculated using the employee’s base salary and the bonus rate that is effect at that time.

Incentive plan design is intended to provide for total compensation consistent with the market and and target compensation philosophy when company and individual performance meets expectations.

Design should encourage teamwork and cross functional communication to accomplish goals.

Employees should focus on satisfying financial expectations as well as internal business goals.

Bonuses should depend on factors that can be influenced by employees.

Program will be based and funded on achieving company performance metrics.

Two key company metrics will be set annually by the CEO and approved by the Compensation Committee.

The bonus pool will be funded if the Company threshold performance metrics meet the minimum targets.

Bonus plan provides for upside opportunity if company performance exceeds target levels/expectations

Final bonus payment will be dependent on a combination of corporate and individual performance

Individual performance metrics will be based on three to five weighted measurable goals.

Bonuses will be based on long-term performance (annual) and payable at the end of the fiscal year, approximately 90 days after the close of the fiscal year.

Company and individual performance metrics will not change during the year, regardless of changes in the business environment. However, the CEO retains the ability to review and approve recommendations for changes to individual performance metrics.

The CEO will retain final approval authority over all bonus recommendations to the Compensation Committee.

Employees are only eligible for up to 100% of their funded bonus rate.

Management reserves the right at its discretion with or without notice, to review, change amend or cancel the Plan, at any time.

All regular full-time employees at a Vice President level reporting to the CEO not covered on any other compensation plan.

The CEO has complete discretion to add other individuals to the plan.

Must be an active regular employee in good standing through the end of the plan year and a regular active employee in good standing at the time of payout to receive any bonus.

Employee must be in the plan for at least 3 months.

Employees on an approved Leave of Absence, will have their bonus period adjusted for the time they were on leave and payout pro-rated based upon the number of full weeks of employment/eligibility in the plan period however the employee must be in the plan for at least 3 months to qualify.

For those in the plan for more than 4 months, individual performance metrics must be completed and approved by their manager no later than 3 months into the plan year. If completed after 3 months, the bonus period may be adjusted to include the time from which the goals are completed and approved to the end of the plan year.

For those in the plan for 4 months or less, individual performance metrics must be completed and approved by their manager no later than 1 month into the plan year. If completed after 1 month, the bonus period may be adjusted to include the time from which the goals are completed and approved to the end of the plan year.

New hires and/or employees newly eligible for bonuses will have the bonus pro-rated based on the number of full weeks of employment/eligibility in the plan period.

Upon hire or eligibility to the Executive Bonus Program, the Head of Department / Hiring Manager / Manager indicates to HR the bonus effective date via an approved “Request for Offer Letter” form or a “Personnel Action Notice” (PAN).

The employee will receive a copy of the Executive Bonus Plan Document and Annual Goals and Objectives Summary form to review, complete, and discuss with their manager. The employee’s Annual Goal & Objectives will provide a basis to measure and determine the employee’s bonus payout.

Once the “Annual Goals & Objectives Summary” has been signed off, the Manager submits the final signed document to Human Resources.

The CEO will set the Company performance metrics each year

These metrics will be presented to and approved by the Compensation Committee

Employee must be in the plan for at least 3 months. For those in the plan for more than 4 months, individual performance metrics must be completed and approved by their Manager no later than 3 months into the plan year. If completed after 3 months, the bonus period may be adjusted to include the time from which the goals are completed and approved to the end of the plan year. For those in the plan for 4 months or less, individual performance metrics must be completed and approved by their Manager no later than 1 month into the plan year. If completed after 1 month, the bonus period may be adjusted to include the time from which the goals are completed and approved to the end of the plan year.

The manager will review progress regularly of the stated goals and objectives. As tasks are completed, indicate completion on the form

At mid-year, managers will review and assess performance against the objectives and submit recommendations to the Head of Department. These will be consolidated by HR for review by the CEO.

Upon conclusion of the fiscal year, the Finance organization will determine the company performance levels and funding.

At the end of plan year, the Manager will review and assess performance against the objectives and submit recommendations to their manager, who will review and submit to their manager. This continues until all recommendations are with the Head of Department. Human Resources will summarize all bonus payments for final review and approval by the CEO.

Recommendations of attainment and final bonus payment amount will be presented for approval to the Compensation Committee.

Upon approval by the Compensation Committee, the manager reviews attainment and final signed forms are submit to Human Resources for processing.

Human Resources will submit final approved bonuses to Payroll for processing.