Rochester Medical Corporation Fiscal 2005 Executive Compensation Plan

Summary

Rochester Medical Corporation's Fiscal 2005 Executive Compensation Plan outlines a bonus program for executive officers and director-level managers. Eligible participants can earn bonuses based on company sales and operating income targets, with specific payout percentages tied to each executive's role. The President evaluates performance against these targets, and the Compensation Committee reviews and approves all bonus recommendations before payment. The plan ensures that incentive compensation remains competitive and is awarded based on measurable financial results.

EX-10.12 2 c88786exv10w12.htm THE COMPANY'S FISCAL 2005 EXECUTIVE COMPENSATION PLAN exv10w12

Exhibit 10.12

Rochester Medical Corporation
Fiscal 2005 Executive Compensation Plan

(adopted by the Compensation Committee of the Board of Directors on November 18, 2004)

MANAGEMENT INCENTIVE PLAN (BONUS)

Eligibility

•		All Executive Officers and Director level management personnel will be eligible to participate.

•		Recommended participation rates have been set by the President, and are based upon the respective position level and function of each executive. In all cases, participation rates are well within competitive incentive compensation ranges.

Fiscal 2005


	Bonus Participation									Weighted Performance
	(% of Base Salary)									Criteria
	Minimum			Target			Maximum						Operating
Participant	Payout			Payout			Payout			Sales			Income
Conway, Jim		0	%		35	%		52.5	%		50	%		50	%
Conway, Philip		0	%		25	%		37.5	%		50	%		50	%
Horner, Dara Lynn		0	%		25	%		37.5	%		50	%		50	%
Jonas, David		0	%		25	%		37.5	%		50	%		50	%
Sholtis, Martin		0	%		25	%		37.5	%		75	%		25	%
Anglin, Robert		0	%		20	%		30	%		50	%		50	%

•

The sales and operating income performance targets shall be set and approved annually by the Compensation Committee.

Bonus Calculation and Payout

The President will evaluate actual results from the respective areas of responsibility for each executive against financial targets. This evaluation will result in a recommended payout level as a percentage of the annual incentive target. Performance levels and recommended payouts will be reviewed and approved by the Compensation Committee prior to disbursement.