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EXHIBIT 10.GG




FY07 Executive Incentive Plan





	1.	 	Purpose: The FY07 Executive Incentive Plan (the”FY07 Plan”) is designed to reward key
management employees for achieving certain financial and business objectives.
	 
	2.	 	Plan Period: The FY07 Plan covers the period from October 1, 2006 through September 30,
2007.
	 
	3.	 	Eligibility: This program applies to the Chief Executive Officer and his direct reporting
senior executives. Other key employees may be added based upon the recommendation of the
Chief Executive Officer and subsequent approval of the Compensation Committee. Those
employees not covered by this plan may be eligible for other programs established by Skyworks.
	 
	4.	 	Incentive Targets: Participants are eligible to earn a percentage of their base salary for
attaining certain performance objectives. Nominal, target and stretch incentive awards have
been established as follows (shown as a percentage of the participant’s base salary):





	 	 	 	 	 	 	 
	 	 	Incentive At	 	Incentive At	 	Incentive
	Name	 	Nominal	 	Target	 	At Stretch
	CEO
	 	30%	 	100%	 	200%
	CFO, VP Sales, Business Unit
General Managers, VP Ops
	 	20%	 	60%	 	120%
	Other VPs
	 	20%	 	50%	 	100%
	Special Participants
	 	10%	 	40%	 	80%







	5.	 	FY07 Metrics: The performance metrics for FY07 are as follows:





          1st Half




	 	 	 	 	 	 	 
	Metric	 	Nominal	 	Target	 	Stretch
	Revenue

	 	REDACTED
	 	REDACTED
	 	REDACTED
	Operating Income $1

	 	REDACTED
	 	REDACTED
	 	REDACTED
	Operating Income %1

	 	REDACTED
	 	REDACTED
	 	REDACTED








 




			
	1	 	Operating income prior to accounting for incentives is presented in parenthesis.





 









 






2nd Half




Financial




	 	 	 	 	 	 	 
	Metric	 	Nominal	 	Target	 	Stretch
	Revenue2

	 	REDACTED
	 	REDACTED
	 	REDACTED
	Gross Margin3

	 	REDACTED
	 	REDACTED
	 	REDACTED
	Operating Income $3

	 	REDACTED
	 	REDACTED
	 	REDACTED
	Operating Income %3

	 	REDACTED
	 	REDACTED
	 	REDACTED






          Quality4




	 	 	 	 	 	 	 
	 	 	PDP	 	Test &	 	1st Pass
	 	 	Compliance	 	Validation5	 	Qualification
	Nominal
	 	REDACTED	 	REDACTED	 	REDACTED
	Target
	 	REDACTED	 	REDACTED	 	REDACTED
	Stretch
	 	REDACTED	 	REDACTED	 	REDACTED






Performance periods are semi-annual. The individual metrics above are for normal
operations and any extraordinary events and/or charges will be brought to the
Compensation Committee for review and approval.



Metrics will be weighted based on corporate performance for FY07 as follows:



          1st Half




	 	 	 	 	 	 	 	 	 	 	 
	 	 	Revenue	 	Operating	 	Operating	 	 
	 	 	Growth	 	Income $	 	Income $	 	Quality
	All Participants
	 	0%	 	45%	 	45%	 	 	10	%






          2nd Half




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	Operating	 	Operating	 	Gross	 	 
	 	 	Revenue	 	Income
$	 	Income %	 	Margin %	 	Quality
	VP Ops & VP Sales

	 	 	30	%	 	 	30	%	 	 	0	%	 	 	30	%	 	 	10	%
	Business Unit 

General Managers

	 	 	40	%	 	 	30	%	 	 	20	%	 	 	0	%	 	 	10	%
	CEO & Other 

Executives6

	 	 	30	%	 	 	30	%	 	 	30	%	 	 	0	%	 	 	10	%








 




			
	2	 	Revenue metric for Business Unit General
Managers based on respective Business Unit revenue metrics
	 
	3	 	After accounting for incentives
	 
	4	 	The quality metric for FY07 focuses on
drivers of Company Six Sigma initiative
	 
	5	 	Reduction in test program iterations compared
to similar historical product
	 
	6	 	Includes CFO, VP General Counsel, VP Quality,
VP HR and VP Corporate Development




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	6.	 	How the Plan Works: Upon completion of the first six months of the Fiscal Year, the Chief
Executive Officer will provide the Compensation Committee with recommendations for incentive
award payments to the named participants of the plan. The Committee will review the
recommendations and approve the actual amount to be paid to each participant. The Committee
will rely upon the CEO for the appropriate distribution of the authorized incentive pool. The
same process will occur for the second six months of the Fiscal Year.
	 
	7.	 	Administration: Actual performance between the Nominal and Target metrics will be paid on a
linear sliding scale beginning at the Nominal percentage and moving up to the Target
percentage. The same linear scale will apply for performance between Target and Stretch
metrics. In order to fund the incentive plans and insure the overall Company’s financial
performance, the following terms apply.






	 	•	 	No incentive award will be paid unless the Company meets its Nominal operating
income goal after accounting for any incentive award payments.
	 
	 	•	 	Payout for the first six month performance period will be capped at 80% of earnings
with 20% being held back until the end of the fiscal year based on sustained
performance.
	 
	 	•	 	Skyworks’ CEO, subject to approval by the Compensation Committee, retains discretion
to award below nominal or above Stretch.






	8.	 	Taxes: All awards are subject to federal, state, local and social security taxes. Payments
under this Plan will not affect the base salary, which is used as the basis for Skyworks’
benefits program.




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