EX-10.30



 





EXHIBIT 10.30




STRATEGIC OUTSOURCING, INC. MANAGEMENT BONUS

INCENTIVE PLAN




Philosophy



For the fiscal year ending December 31, 2006, Strategic Outsourcing, Inc. will have a formal
management bonus plan (“Bonus Plan”). The philosophy behind the Bonus Plan is simple – to pay for
performance by linking, as close as possible, bonus payments to company performance.




Objectives



The Bonus Plan will set the overall objective of the company which ultimately ties to SOI’s bottom
line profitability. Attainment of this goal will help the overall company reach its objective of
being the best company in this industry.




Mechanics



The goal for purposes of this plan is the company’s EBITDA as defined in the company’s annual
budget. If the company’s budgeted EBITDA is exactly achieved, then the individual will receive
his/her “target bonus”. If the EBITDA goal is exceeded, the individual will receive more than
their target bonus and conversely, will receive less if the budgeted EBITDA target is not achieved.



Team Goal. SOI is a team where no one succeeds if all do not pull their weight. Thus,
although the bonus plan is expected to pay for individual performance, the entire team must succeed
for everyone to get 100% of his target bonus as described in #1 above. In all cases the Team Goal
will be the 2006 budgeted EBITDA of SOI. As SOI achieves its goal, each individual’s bonus will be
adjusted by the weighing factors listed below:




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Goal Attainment
	 	 	80	%	 	 	85	%	 	 	90	%	 	 	95	%	 	 	100	%	 	 	110	%	 	120% etc
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	% of Target
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Bonus Payment
	 	 	0	%	 	 	25	%	 	 	50	%	 	 	75	%	 	 	100	%	 	 	150	%	 	200% etc






Timetable





February. Each participant and his/her reviewing officer are to review and agree
upon the specific target bonus for the year.




Each Quarter. At the end of each quarter, the Chief Financial Officer will have
available a year-to-date actual versus plan for each individual based upon actual company
EBITDA results.




Year End. Bonuses will be paid at the end of the year. Under unusual
circumstances, the individual bonus payment “might be adjusted at the end of the year ” for
reasons such as windfalls, inequalities missed, or strategic decisions made by executive management
impacting pre-established individual goals.



 









 





STRATEGIC OUTSOURCING, INC. MANAGEMENT

INCENTIVE PLAN




NAME: Executive




TITLE: CxO




Reviewing Officer: CEO




Base
Salary: $ 300,000 (example) (Bonus will be based on year-end salary)




Target Bonus: $ 180,000




Target Bonus As

% of Salary/Cap: 60%/none




I.
Individual Goal = SOI EBITDA – 2006 Budget




     Company
Plan for Individual Goal = $21,225,355




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Individual Goal Achieved
	 	$	19.03	M	 	$	20.22	M	 	$	21.41	M	 	$	22.6	M	 	$	23.79	M	 	$	26.16	M	 	$	28.54	M	 	etc.
	Individual Goal vs. Plan
	 	 	80	%	 	 	85	%	 	 	90	%	 	 	95	%	 	 	100	%	 	 	110	%	 	 	120	%	 	etc.
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Target Bonus %
	 	 	0	 	 	 	25	%	 	 	50	%	 	 	75	%	 	 	100	%	 	 	150	%	 	 	200	%	 	etc.
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Target Bonus Payout *
	 	$	0	k	 	$	45	k	 	$	90	k	 	$	135	k	 	$	180	k	 	$	270	k	 	$	360	k	 	etc.
	(before Team Goal Adj.)
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 








 




			
	*	 	If the actual results are between the listed figures, the bonus payment will be extrapolated on the same ratio as above.





	 	 	 	 	 
	 

	 	 	 	 
	Participant

	 	 	 	Reviewing Officer
	 
	 	 	 	 
	 
	 	 	 	 
	 

	 	 	 	 
	Date

	 	 	 	Date