exv10w1



 







EXHIBIT 10.1













2006 Cricket Non-Sales Bonus Plan










SECTION 1 — ESTABLISHMENT AND OBJECTIVE





	1.1	 	Establishment of Plan




Cricket Communications, Inc. (the “Company”) hereby establishes the 2006 Cricket Non-Sales Bonus Plan
(the “Plan”) for qualified employees of the Company as provided in Section 3 below.




1.2 Objective of the Plan



The objective of the Plan is to attract, motivate and retain employees who can, through their
collective and individual efforts, help the Company achieve its 2006 business goals. The Plan is
intended to share the success of the Company with eligible employees to the extent that the
Company’s performance and an employee’s individual performance warrant, and to provide compensation
for eligible employees which is competitive in a manner consistent with the Company’s philosophy of
paying for performance.




SECTION
2 — DEFINITIONS



Active Employee is any employee who is performing the regular duties of his/her assigned
work on a full-time or part-time basis.




Annual Base Salary Rate





Full-time employees



In the case of a salaried employee, his/her Annual Base Salary rate, or in the case of a full time
non-exempt employee his/her hourly rate of pay multiplied by 2080 hours, in each case, prorated to
reflect any salary/hourly rate changes received during the plan year.




Part time employees



The hourly rate of pay multiplied by the number of hours projected to be worked in one year,
prorated to reflect any salary/hourly rate changes received during the plan year.



Bonus Target Percentage is established for each eligible participant based on the
participant’s grade in the compensation structure, and is described as a percentage of an
employee’s Annual Base Salary Rate.




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2006 Cricket Non-Sales Bonus Plan









Performance Metric Results are the results of the Company, Region, Area, or Market on
metrics specified in the Plan for a particular plan year. The Performance Metric Results are
measured against the year-to-date budget for the current Plan year/quarter. Metric goals are set
by the Chief Executive Officer.



Sales Employee is defined as any employee of the Company who works in a Cricket retail
location or who is assigned to support Cricket’s indirect dealers or distributors, including but
not limited to employees with the titles listed in the attachments to the plan.



Target Bonus is the employee’s Annual Base Salary Rate multiplied by the Bonus Target
Percentage for the employee’s position.




SECTION 3 — ELIGIBILITY





	3.1	 	Eligibility




All regular Non-Sales Employees classified as working twenty (20) hours per week or more shall be
eligible participants in the Plan. Bonuses paid under the Plan to employees classified as working
less than thirty-five (35) hours but at least twenty (20) hours per week will be pro-rated to 50%
of the bonus otherwise payable under the Plan. An employee who joins the Company or otherwise
becomes eligible to participate in the Plan during the year will have any bonus awarded under this
Plan pro-rated from the date on which he/she first becomes a participant in the Plan.



Except as provided in Section 4.2, an employee must be an Active Employee of the Company or one of
its wholly owned subsidiaries on the day the bonus payment is made to receive a payment under the
Plan.



An employee on a Performance Improvement Plan and/or a Leave of Absence will be ineligible to
participate in the Plan for the period of time he/she is on the Performance Improvement Plan and/or
Leave of Absence. Payments will be reduced/pro-rated for periods on a Performance Improvement
Plan and/or Leave of Absence.



Employees who change positions during the Plan year will receive payments pro-rated for the time
and applicable Target Bonus for each position.



No participant in the Cricket Sales Bonus Plan or any other Company bonus plan may participate
in this Plan, except to the extent that the participant participates in two plans as a result of a
change in position during a Plan year.




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2006 Cricket Non-Sales Bonus Plan










SECTION
4 — PAYMENT OF BONUSES





	4.1	 	Calculation of Bonuses




Total bonus awards can range from:





	 	•	 	0% to 100% of the participant’s Target Bonus (pro-rated for the period covered) for the
first quarter of the year, and
	 
	 	•	 	0% to 75% of the participant’s Target Bonus (pro-rated for the period covered) for the
second and third quarters of the year.




Total bonus awards for the entire year can range from 0% to more than 100% of a participant’s
Target Bonus in accordance with the Attachments to this Plan. Bonus Awards to be paid pursuant to
the Plan will be calculated based on three main components: Target Bonus, Performance Metric
Results, and individual performance ratings.




Bonus Components




Q1 Components



For the first quarter, bonuses for participants who are in a Director level or above position will
be determined based on two parts: 75% based on the applicable Performance Metric Results and 25%
based on the achievement of the participant’s individual objectives. For participants in positions
up to the Manager level, 100% of the bonus for the first quarter will be determined based on the
applicable Performance Metric Results.




Q2 through Q4 Components



Effective with the start of the second quarter, bonuses for all Plan participants will be based 75%
on the applicable Performance Metrics Results and 25% on achievement of individual objectives.




Performance Metric Results



The portion of the quarterly bonus award based on year-to-date Company, Region, Area or Market
metric performance, as applicable, and will be paid on a quarterly basis after deducting any
previously paid quarterly bonuses based on Performance Metric Results.





	 	•	 	For the first quarter, the portion of the bonus award based on Performance Metric
Results will be capped at (a) 100% of the Target Bonus (pro-rated for the period covered)
for employees in positions up to the manager level, and (b) 75% of the Target Bonus
(pro-rated for the period covered) for employees at the Director and above levels
 with the remaining portion of the bonus award payment
for Directors and above based on individual performance.
	 
	 	•	 	For the second and third quarters, the portion of the bonus award based on Performance
Metric Results will be capped at 75% of the Target Bonus (pro-rated for the period covered)
with the remaining portion of the bonus award payment based on individual performance.




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2006 Cricket Non-Sales Bonus Plan











	 	•	 	For the fourth quarter, the portion of the bonus award based on Performance Metric
Results will be calculated in accordance with the Attachments to this Plan with any
remaining portion of the bonus award payment based on individual performance.




At each measurement date, the minimum performance level must have been achieved against each
Performance Metric Result for any bonus award to be paid out. The payout levels associated with
various levels of performance achievement can be found in the Attachments to the Plan.




Individual Performance Bonus



The portion of the bonus award based on individual performance will be determined with respect to
each quarter based on the employee’s achievement of his/her individual objectives during such
quarter. Individual objectives should be established early in the Plan year and each participant’s
achievement against such objectives should be measured each quarter by two levels of supervision.




Q1 Individual Performance Bonus For Directors and Above For First Quarter



The portion of the bonus associated with the achievement of the participant’s individual
objectives for the first quarter (only Directors and above have a portion of their bonus based on
individual objectives in the first quarter) will be payable as part of the first quarter’s bonus
award and can range from 0% to 25% of the Target Bonus (pro-rated for the period covered) Any
bonus payment above that amount associated with an employees achievement against his/her individual
objectives in the first quarter, based on the scale found in the Attachments to the Plan, will be
payable at the end of the year, concurrent with the Q4 payment.




Q2 through Q4 Individual Performance Bonus



The portion of the bonus associated with the achievement of the participant’s individual objectives
for the second, third, and fourth quarters will be payable as part of the fourth quarter’s bonus
award and will be calculated in accordance with the Attachments to this Plan.




4.2 Payment of Bonuses



The employee’s bonus, as calculated under Subsection 4.1, shall be earned by and paid to the
employee only if he/she is an Active Employee on the payroll or an employee classified as on a
Leave of Absence on the date the bonus payment is made. If an employee dies or becomes disabled
during the Plan year, he/she or his/her estate, personal representative or beneficiary shall be
paid a pro-rated portion of the bonus earned for the applicable period representing the days of
active employment during such period.



The Company will withhold, or require the withholding from any payment, any federal, state, or
local taxes required by law to be withheld with respect to such payment.




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2006 Cricket Non-Sales Bonus Plan











	4.3	 	Correction of Errors




The Company reserves the right to recalculate and correct any bonus awards that were calculated and
paid based on any clerical or administrative error. This includes, but is not limited to, changes
to Performance Metrics Results, dates in position, dates on PIPs or LOA’s, changes in Target Bonus
or salaries, etc. Any bonus award that was overpaid in error must be repaid by the employee within
30 days of notification of the error.





	4.4	 	401(k) Plan 




An employee’s bonus is not considered eligible compensation for purposes of employee contributions
or employer matching contributions to the employees’ 401(k) Plan.





	4.5	 	Special Circumstances




In the event that an employee is part of a reduction in force during the year, the bonus payment
for that portion of the year that falls between the employee’s final day of employment and the end
of the previous quarter will be calculated and paid at 100% of the employee’s Target Bonus,
pro-rated for the period of time the employee was an Active Employee during the applicable period.



With respect to each quarter in 2006, if an employee has not completed any Company required
training by the last day of such quarter, or is delinquent in other responsibilities on the last
day of such quarter (for example, if the employee is delinquent in preparing individual goals and
objectives or in preparing performance evaluations for employees in his or her group) then, at the
discretion of the Company:





(i) the employee shall not receive a separate bonus payment for such quarter, and




(ii) instead, once the employee has completed the required training or has performed such
other responsibilities, and the Human Resources department has been notified of such
successful completion or performance in writing by the employee’s supervisor or higher level
manager, the employee’s bonus payment on the next regularly scheduled bonus payment date (or
if there is no next regularly scheduled bonus payment date with respect to 2006, on such
date as the Company shall select) will be calculated based on cumulative performance on the
applicable metrics through the most recently ended quarter of 2006 less bonuses already paid
under this Plan to such employee.


Notwithstanding the provisions of the preceding sentence, if an employee does not complete any
Company required training or perform any other required responsibilities within one quarter
following the quarter in which such training or other responsibilities were first due, the Company,
in its discretion, may permanently withhold the bonus payment otherwise payable with respect to the
quarter in which such training or other responsibilities were first due.




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2006 Cricket Non-Sales Bonus Plan










SECTION 5 — GENERAL PROVISIONS





	5.1	 	Administration 




The Chief Executive Officer, Sr. Vice President Human Resources, and the Director, Compensation and
Benefits responsible for compensation systems (the “Committee”) shall administer this Plan for the
Company. The Committee shall have the authority to delegate responsibility for performance of
administrative functions necessary for administration of the plan.



The interpretation of any provisions of the Plan by the Chief Executive Officer shall be final
unless otherwise determined by the Board of Directors and/or the Compensation Committee of the
Company. The Chief Executive Officer is authorized to interpret the Plan, to prescribe, amend and
rescind rules and regulations relating to it, and to make all other determinations necessary for
its administration. The Plan is intended to be reviewed and approved by the Chief Executive
Officer not less often than semi-annually and may be amended or terminated at any time in the Chief
Executive Officer’s sole discretion.



The Chief Executive Officer shall have the authority to establish performance criteria and
calculate bonus award amounts.



Bonuses for all participants must be reviewed and approved by the Chief Executive Officer. Because
bonuses calculated under the Plan can reward or penalize a participant for developments unrelated
to his/her own efforts, the Chief Executive Officer reserves the right to make adjustments to
bonuses calculated under the terms of the Plan when, in the Chief Executive Officer’s opinion, it
would be inequitable or inappropriate to pay the bonus otherwise calculated under this Plan. It
also remains the Chief Executive Officer’s prerogative, in the Chief Executive Officer’s sole
discretion, to refrain from paying bonuses to participants who may attain the payment criteria
specified in this Plan but have otherwise failed to perform satisfactorily or have failed to
perform in a correct and efficient manner in accordance with the known or published policies and
procedures of the Company. In addition, the Chief Executive Officer may adjust bonuses otherwise
payable under the Plan to the extent he or she determines that the financial results, position or
interests of the Company make it prudent, in the Chief Executive Officer’s sole discretion, to make
such adjustments.



If the Company has not finalized the calculation of Performance Metric Results at the time any
bonus payment under this Plan is to be paid in accordance with Company payroll practices, the
Company may estimate any applicable metric result, and calculate and pay bonus awards based on such
estimated metric(s). The Company may, but shall not be required to, adjust the bonus payments once
the calculation of the metric results are finalized. Similarly, if the Company revises the
calculation of any metric result after paying bonus awards based on such metric result, the Company
may, but shall not be required to, adjust the bonus payments




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2006 Cricket Non-Sales Bonus Plan










	5.2	 	Employment Rights







The establishment of this Plan shall not confer legal rights upon any employee for the continuation
of employment, nor shall it interfere with the rights of the Company to discharge any person and/or
treat him/her without regard to the effect that such treatment might have upon him/her under this
Plan. All employees covered by this Plan remain “at will” employees unless otherwise expressly
agreed in writing in a separate contract.






	5.3	 	Applicable Laws




The Plan shall be governed by and construed according to the laws of the State of California.




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2006 Cricket Non-Sales Bonus Plan










ATTACHMENTS TO THE PLAN




     Attachment
I — Allocation of Bonus $’s to Business Unit Level by Participant for the First
Quarter



	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	Tied to	 	 	 	 	 	 	 	 	 	 	 	 	 	Tied to	 	Tied to	 	 
	Employee	 	Functional Area or	 	 	 	 	 	Total	 	Tied to	 	Tied to	 	Tied to	 	Launch	 	Indiv	 	Total
	Group	 	Position	 	Level	 	Company	 	Region	 	Area	 	Market	 	Project	 	Results	 	Bonus
	Corporate Employees	 	< Director	 	 	100	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	Corporate Employees	 	Director +	 	 	75	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Regional Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Field IT
	 	< Director	 	 	50	%	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Field HR
	 	< Director	 	 	50	%	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Field Finance
	 	< Director	 	 	50	%	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Tech Ops-Region
	 	< Director	 	 	50	%	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Tech Ops-Market
	 	< Director	 	 	50	%	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Reg’l G&A
	 	< Director	 	 	50	%	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Reg’l Marketing Mgrs
	 	< Director	 	 	50	%	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Reg’l COM’s
	 	< Director	 	 	50	%	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Field HR
	 	Director +	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Field Finance
	 	Director +	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Tech Ops (All)
	 	Director +	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Reg’l Sales Directors
	 	Director +	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Area Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	AGM
	 	Director +	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Area COM’s
	 	< Director	 	 	50	%	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Admin Assist to AGM
	 	< Director	 	 	50	%	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Receptionist
	 	< Director	 	 	50	%	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Market Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	District Directors
	 	Director +	 	 	25.0	%	 	 	 	 	 	 	 	 	 	 	50	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	District Managers
	 	< Director	 	 	50	%	 	 	 	 	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Market GM’s
	 	Director +	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Market Mgrs
	 	< Director	 	 	50	%	 	 	 	 	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Market COM’s
	 	< Director	 	 	50	%	 	 	 	 	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Marketing Mgrs
	 	< Director	 	 	50	%	 	 	 	 	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Admin Assistants
	 	< Director	 	 	50	%	 	 	 	 	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Customer Svc Assist
	 	< Director	 	 	50	%	 	 	 	 	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	Analyst Project
	 	< Director	 	 	50	%	 	 	 	 	 	 	 	 	 	 	50	%	 	 	 	 	 	 	 	 	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Launch Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Directors and above
	 	Director +	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	25	%	 	 	100	%
	 	 	All positions below
director level
	 	< Director	 	 	50	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	50	%	 	 	 	 	 	 	100	%








 




			
	*	 	Market refers to the specific Market where an employee works.

	 
	**	 	Participants / positions listed are for example purposes only and are not intended to include
all positions




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2006 Cricket Non-Sales Bonus Plan









Attachment
IA — Allocation of Bonus $’s to Business Unit Level by Participant for the
Second, Third and Fourth Quarters




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	Tied to	 	 	 	 	 	 	 	 	 	 	 	 	 	Tied to	 	Tied to	 	 
	Employee	 	Functional Area or	 	 	 	 	 	Total	 	Tied to	 	Tied to	 	Tied to	 	Launch	 	Indiv	 	Total
	Group	 	Position	 	Level	 	Company	 	Region	 	Area	 	Market	 	Project	 	Results	 	Bonus
	Corporate Employees	 	< Director	 	 	75	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	Corporate Employees	 	Director +	 	 	75	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Regional Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Field IT
	 	< Director	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Field HR
	 	< Director	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Field Finance
	 	< Director	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Tech Ops-Region
	 	< Director	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Tech Ops-Market
	 	< Director	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Reg’l G&A
	 	< Director	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Reg’l Marketing Mgrs
	 	< Director	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Reg’l COM’s
	 	< Director	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Field HR
	 	Director +	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Field Finance
	 	Director +	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Tech Ops (All)
	 	Director +	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Reg’l Sales Directors
	 	Director +	 	 	37.5	%	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Area Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	AGM
	 	Director +	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Area COM’s
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Admin Assist to AGM
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Receptionist
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Market Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	District Directors
	 	Director +	 	 	25.0	%	 	 	 	 	 	 	 	 	 	 	50.0	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	District Managers
	 	< Director	 	 	25.0	%	 	 	 	 	 	 	 	 	 	 	50.0	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Market GM’s
	 	Director +	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Market Mgrs
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Market COM’s
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Marketing Mgrs
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Admin Assistants
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Customer Svc Assist
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	Analyst Project
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	 	 	 	 	25	%	 	 	100	%
	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Launch Employees	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Directors and above
	 	Director +	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	25	%	 	 	100	%
	 	 	All positions below
director level
	 	< Director	 	 	37.5	%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	37.5	%	 	 	25	%	 	 	100	%








 




			
	*	 	Market refers to the specific Market where an employee works.
	 
	**	 	Participants / positions listed are for example purposes only and are not intended to include
	 
	 	 	all positions
	 
	***	 	Certain geographic situations may make the above allocations impractical, in which case the
	 
	 	 	allocations may be tied at least one level “higher” than the level noted above




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2006 Cricket Non-Sales Bonus Plan










Page 10 of 13









 










2006 Cricket Non-Sales Bonus Plan










Attachment
II — Weighting of Performance Metrics




	 	 	 	 	 	 	 	 	 
	Metric	 	Measurement	 	Weighting	 	Definition
	OIBDA

	 	YTD v. Plan
	 	 	50	%	 	Operating Income before
depreciation, amortization, tax
and interest. By definition,
this excludes the effects of: reorganization items; other
income (expense); gains on sale
of wireless licenses; impairment
of intangible or long-lived
assets and related charges; and
stock-based compensation awards.
This measure is generally used to
approximate the cash generated by
operations (before capital
expenditures).
	Net Adds

	 	YTD v. Plan
	 	 	50	%	 	Net growth in the customer base;
equals gross additions minus
First Bill Non Pays (FBNP) minus
net deactivations
	Total

	 	 	 	 	100	%	 	 





Attachment
III —Payout Scale for Individual Performance Component for Director Level
Employees or Above at Various Levels of Attainment (to be pro-rated to reflect that amount of the
bonus award in the period represented by individual performance achievement).




	 	 	 	 	 	 
	Quarter End Rating	 	 	% Payout
	Top Performer

	 	 	 	200	%
	Outstanding Performer

	 	 	 	150	%
	Successful Performer

	 	 	 	100	%
	Needs Improvement

	 	 	 	0	 








 




			
	**	 	Please note that any payments for Q1, Q2 or Q3 are capped at 100% payout (pro-rated). The
amounts noted for payout above 100% are available only at the end of the fourth quarter, up to the
maximum of 200% (pro-rated).




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2006 Cricket Non-Sales Bonus Plan











Attachment
IV — Payout Scale for Individual Performance Component for Employees below the Director
Level at Various Levels of Attainment (to be pro-rated to reflect that amount of the bonus award in
the period represented by individual performance achievement).




	 	 	 	 	 	 
	Quarter End Rating	 	 	% Payout
	Top Performer

	 	 	 	100	%
	Outstanding Performer

	 	 	 	100	%
	Successful Performer

	 	 	 	100	%
	Needs Improvement

	 	 	 	0	 





Attachment
V — Payout Scale for Performance Metrics at Various Levels of Attainment




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	OIBDA (50%)
	Total Company	 	Region	 	Area	 	Market
	YTD	 	 	 	 	 	YTD	 	 	 	 	 	YTD	 	 	 	 	 	YTD	 	 
	 Achievement	 	% Payout	 	Achievement	 	% Payout	 	Achievement	 	% Payout	 	Achievement	 	% Payout
	Level % *	 	**	 	Level % *	 	**	 	Level % *	 	**	 	Level % *	 	**
	<90%
	 	 	0	%	 	 	<90	%	 	 	0	%	 	 	<85	%	 	 	0	%	 	 	<85	%	 	 	0	%
	90.00%
	 	 	50	%	 	 	90.00	%	 	 	50	%	 	 	85.00	%	 	 	50	%	 	 	85.00	%	 	 	50	%
	100.00%
	 	 	100	%	 	 	100.00	%	 	 	100	%	 	 	100.00	%	 	 	100	%	 	 	100.00	%	 	 	100	%
	110.00%
	 	 	200	%	 	 	110.00	%	 	 	200	%	 	 	115.00	%	 	 	200	%	 	 	115.00	%	 	 	200	%






	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Net Adds (50%)
	Total Company	 	Region	 	Area	 	Market
	YTD	 	 	 	 	 	YTD	 	 	 	 	 	YTD	 	 	 	 	 	YTD	 	 
	 Achievement	 	% Payout	 	Achievement	 	% Payout	 	Achievement	 	% Payout	 	Achievement	 	% Payout
	Level % *	 	**	 	Level % *	 	**	 	Level % *	 	**	 	Level % *	 	**
	<70.00%
	 	 	0	%	 	 	<70.00	%	 	 	0	%	 	 	<60	%	 	 	0	%	 	 	<60	%	 	 	0	%
	70.00%
	 	 	50	%	 	 	70.00	%	 	 	50	%	 	 	60.00	%	 	 	50	%	 	 	60.00	%	 	 	50	%
	100.00%
	 	 	100	%	 	 	100.00	%	 	 	100	%	 	 	100.00	%	 	 	100	%	 	 	100.00	%	 	 	100	%
	150.00%
	 	 	200	%	 	 	150.00	%	 	 	200	%	 	 	160.00	%	 	 	200	%	 	 	160.00	%	 	 	200	%





Please note that any payments for Q1, Q2 or Q3 according to the payout scales above are capped
at 100% payout (pro-rated). The amounts noted for payout above 100% are available only at the end
of the fourth quarter, up to the maximum of 200% (pro-rated).






 




			
	**	 	The above payout levels contain only specific points of achievement and % payouts. Amounts
achieved between the specific points noted and the corresponding bonus award multipliers will be
determined by a calculation based on the known points and payout factors.




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