Description of Second Half 2008 Incentive Compensation Plan Goals and Awards



 Exhibit 10.25 
 2008 Incentive Compensation Program 
 Amir Bassan-Eskenazi, President and Chief Executive Officer

  

				
	 Base Salary (annual):
	  	$	325,000
	 Bonus Potential 
	  		
	 First Half:
	  	 	97,500
	 Second Half:
	  	 	97,500
	 Annual:
	  	 	130,000
		  	 	 
	 Total:
	  	$	325,000

  

										
	 2008 Officer Bonus Goal
	  	First Half
% Goal
Weighting	 	 	Second Half
% Goal
Weighting	 	 	Annual
% Goal
Weighting	 
	 1) Achieve revenues goal
	  	40	%	 	40	%	 	40	%
	 2) Achieve earnings goal
	  	25	%	 	25	%	 	25	%
	 3) Achieve product release schedule goal
	  	5	%	 	5	%	 	5	%
	 4) Achieve specified product plan goal
	  	5	%	 	5	%	 	5	%
	 5) Achieve specified new product sales goal
	  	5	%	 	5	%	 	5	%
	 6) Achieve specified customer satisfaction goal
	  	10	%	 	10	%	 	10	%
	 7) Achieve employee satisfaction and retention goal
	  	10	%	 	10	%	 	10	%
		  	 	 	 	 	 	 	 	 
	 Total
	  	100	%	 	100	%	 	100	%

 2008 Incentive Compensation Program 
 Maurice Castonguay, Senior Vice President and Chief Financial Officer 
  

				
	 Base Salary (annual):
	  	$	280,000
	 Bonus Potential 
	  		
	 First Half:
	  	 	21,000
	 Second Half:
	  	 	42,000
	 Annual:
	  	 	56,000
		  	 	 
	 Total:
	  	$	119,000

  

										
	 2008 Officer Bonus Goal
	  	First Half
% Goal
Weighting	 	 	Second Half
% Goal
Weighting	 	 	Annual
% Goal
Weighting	 
	 1) Achieve earnings goal
	  	20	%	 	20	%	 	20	%
	 2) Achieve cash and investments goal
	  	7	%	 	7	%	 	7	%
	 3) Achieve expense hedging goal
	  	7	%	 	7	%	 	7	%
	 4) Achieve investor relations, financial analyst relations, and operating results goals
	  	21	%	 	21	%	 	21	%
	 5) Achieve financial controls goal
	  	25	%	 	25	%	 	25	%
	 6) Achieve corporate governance goal
	  	5	%	 	5	%	 	5	%
	 7) Achieve internal communication goal
	  	5	%	 	5	%	 	5	%
	 8) Achieve employee satisfaction and retention goal
	  	10	%	 	10	%	 	10	%
		  	 	 	 	 	 	 	 	 
	 Total
	  	100	%	 	100	%	 	100	%








 2008 Incentive Compensation Program 
 David Heard, Chief Operating Officer 
  

						
	 Base Salary (annual):
	  	$	325,000	  	
	 Bonus Potential:
	  			  	
	 First Half:
	  	 	68,250	  	
	 Second Half:
	  	 	68,250	  	
	 Annual:
	  	 	91,000	  	
		  	 	 	  	
	 Total:
	  	$	227,500	  	

  

										
	 2008 Officer Bonus Goal
	  	First Half
% Goal
Weighting	 	 	Second Half
% Goal
Weighting	 	 	Annual
% Goal
Weighting	 
	 1) Achieve specified bookings goal
	  	7	%	 	7	%	 	7	%
	 2) Achieve specified margins goal
	  	7	%	 	7	%	 	7	%
	 3) Achieve cost reduction and operating cost of goods goal
	  	7	%	 	7	%	 	7	%
	 4) Achieve product footprint goal
	  	7	%	 	7	%	 	7	%
	 5) Achieve SDV market share goal
	  	7	%	 	7	%	 	7	%
	 6) Achieve product delivery goal
	  	5	%	 	5	%	 	5	%
	 7) Achieve product support goal
	  	5	%	 	5	%	 	5	%
	 8) Achieve development process goal
	  	5	%	 	5	%	 	5	%
	 9) Maintain low product returns
	  	5	%	 	5	%	 	5	%
	 10) Maintain TL9000 certification
	  	5	%	 	5	%	 	5	%
	 11) Achieve product release schedule goal
	  	5	%	 	5	%	 	5	%
	 12) Achieve specified product plan goal
	  	5	%	 	5	%	 	5	%
	 13) Achieve new product sales goal
	  	5	%	 	5	%	 	5	%
	 14) Achieve customer satisfaction goal
	  	10	%	 	10	%	 	10	%
	 15) Achieve customer response time goal
	  	5	%	 	5	%	 	5	%
	 16) Achieve employee satisfaction and retention goal
	  	10	%	 	10	%	 	10	%
		  	 	 	 	 	 	 	 	 
	 Total
	  	100	%	 	100	%	 	100	%








 2008 Incentive Compensation Program 
 Jeffrey Lindholm, Senior Vice President of Sales and Marketing 
  

				
	 Base Salary (annual):
	  	$	250,000
	 Bonus Potential:
	  		
	 First Half:
	  	 	63,000
	 Second Half:
	  	 	63,000
	 Annual:
	  	 	84,000
		  	 	 
	 Total:
	  	$
	210,000


  

										
	 2008 Officer Bonus Goal
	  	First Half
% Goal
Weighting	 	 	Second Half
% Goal
Weighting	 	 	Annual
% Goal
Weighting	 
	 1) Achieve sales contracting goal
	  	25	%	 	25	%	 	25	%
	 2) Achieve specified product goal
	  	20	%	 	20	%	 	20	%
	 3) Achieve partnership and distribution goal with respect to new product
	  	10	%	 	10	%	 	10	%
	 4) Achieve specified marketing goal with respect to new product
	  	10	%	 	10	%	 	10	%
	 5) Achieve direct marketing roll-out goal
	  	25	%	 	25	%	 	25	%
	 6) Achieve employee satisfaction and retention goal
	  	10	%	 	10	%	 	10	%
		  	 	 	 	 	 	 	 	 
	 Total
	  	100	%	 	100	%	 	100	%

 2008 Incentive Compensation Program 
 Ran Oz, Executive Vice President and Chief Technology Officer 
  

				
	 Base Salary (annual):
	  	$	225,000
	 Bonus Potential:
	  		
	 First Half:
	  	 	33,750
	 Second Half:
	  	 	33,750
	 Annual:
	  	 	45,000
		  	 	 
	 Total:
	  	$
	112,500


  

										
	 2008 Officer Bonus Goal
	  	First Half
% Goal
Weighting	 	 	Second Half
% Goal
Weighting	 	 	Annual
% Goal
Weighting	 
	 1) Achieve specified product demonstration and trials goal
	  	25	%	 	25	%	 	25	%
	 2) Achieve specified SDV development goal
	  	25	%	 	25	%	 	25	%
	 3) Achieve specified product demonstration and development goal
	  	15	%	 	15	%	 	15	%
	 4) Achieve QAM development strategy goal
	  	15	%	 	15	%	 	15	%
	 5) Achieve specified on-demand product strategy goal
	  	13	%	 	13	%	 	13	%
	 6) Achieve customer relations and positioning goal
	  	7	%	 	7	%	 	7	%
		  	 	 	 	 	 	 	 	 
	 Total
	  	100	%	 	100	%	 	100	%