Company: ENTXW
Filing Date: 2025-05-14
Form Type: PRE 14A
Source: 0001178913-25-001794
Chunk: 88

Company: Entera Bio Ltd.
Filing Date: 2025-05-14
Form: PRE 14A
Chunk 88
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| • | Company measures - economic or strategic quantitative measures, relating to the Company's performance (capital investment, cash balance relative to equity, obtaining approval from the authorities in the target markets and other quantitative performance measures suitable to the company). These measures shall be the same for all Company Officers, and shall determine up to 40% of the total bonus of the Company's Officers. |

| • | Personal measures - quantifiable and measurable key performance indicators (KPIs) shall be determined for each Officer separately, according to his or her position. These measures shall determine up to 40% of the total bonus of the Company's Officers. The goals for each Officer's personal measures shall be based, to the extent possible, on performance focusing on the long-term view. |

| • | Managerial appraisal - an evaluation of each Officer’s performance in non-measurable terms. The managerial appraisal shall determine up to 20% of the total bonus of any Officer, including the CEO. At the beginning of each year, qualitative measures shall be determined on the basis of which the appraisal of each Officer shall be made. |

| The targets in the personal and managerial measures of each Officer shall be determined in accordance with the work plan targets for the bonus year. |

| 7.2.1.3. | Determination of the bonus budget                                                                                                              
 The total annual budget for the bonuses of Company's Officers shall be determined according to the sum of the maximum bonuses of all Officers. |

| 7.2.1.4. | Bonus calculation mechanism                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           
 The bonus for each Officer shall be calculated based on the achievement of the targets determined for each Officer for the bonus year.The bonus for meeting each of such targets will be made on the basis of a pro-rata allocation of the Officers' bonus cap in accordance with the respective weight of each target, subject to the "payment line" formula determined in the annual bonus plan for Officers, which shall be multiplied by the target bonus (the personal bonus) of the Officer for the purpose of calculating the actual bonus.The “payment line” shall determine: |

| • | The performance threshold, up to which the Officer shall not be paid any bonus whatsoever, as stated above. |

| • | The percentage of the target bonus which shall be paid in achieving the lower performance threshold; |

| • | A maximum bonus, as stated above. |

| Calculation of the target bonus percentage for each level of performance between the above-mentioned points shall be made by a linear