exv10w27



 





Exhibit
10.27




Motorola Long Range Incentive Plan (LRIP) of 2005

(As Amended through November 14, 2006)




ELIGIBILITY



Corporate, Senior and Executive Vice Presidents (“Officers”) of Motorola, Inc. (“Motorola”) or a
Subsidiary, as recommended by the Chief Executive Officer and approved by the Compensation and
Leadership Committee of the Board of Directors (“Committee”), are eligible to participate in the
Motorola Long Range Incentive Plan (LRIP) of 2005 (the “Plan”). The Chief Executive Officer and the
Chief Operating Officer (if any) are also eligible to participate as approved by the Committee.



PARTICIPATION



Generally, Officers who become eligible to participate during the first quarter of a performance
cycle will participate in a full multi-year performance cycle. Officers who become eligible to
participate after the first quarter of a performance cycle will participate in the performance
cycle on a pro rata basis, except that Officers who become eligible to participate during the last
quarter of a performance cycle will not be eligible to participate in the performance cycle.



Participants who lose their eligibility to participate as a result of the lapse of status as an
elected officer after the first quarter of a performance cycle will participate in the performance
cycle on a pro rata basis if the employment of the participant continues through the last day of
the performance cycle. Participants who lose their eligibility to participate in the first quarter
of a performance cycle will not be eligible to participate in the performance cycle.



Pro rata awards will be determined on the basis of the number of completed months of employment as
an elected officer within the performance cycle.



OVERVIEW



The Plan is being implemented pursuant to the terms and conditions of the Omnibus Incentive Plan of
2003 (“Omnibus Plan”). Here is an overview of the Plan:




	» 	 	Performance Cycle
	 
	 	 	The Plan is based upon multi-year performance cycles selected by the Committee with an initial
three-year performance cycle beginning on January 1, 2005.
	 
	» 	 	Performance Measures
	 
	 	 	Performance measures for each cycle will be determined by the Committee based on improvement in
economic profit and growth in sales of Motorola during each multi-year performance cycle.
Performance measures may apply to performance in each year in the performance cycle, to
cumulative performance during the entire performance cycle, or a combination of both. If
performance measures are applied to performance in each year in the performance cycle,
performance to target for each year shall be divided by the number of years in the performance
cycle and added




 









 






	 	 	together to determine the award for the entire performance cycle. Awards may be subject to
partial forfeiture if Motorola’s total shareholder return for the entire performance cycle does
not exceed the median total shareholder return for the performance cycle for a defined
comparator group.






	 	 	Economic profit is defined as net operating profit after tax minus a capital charge.
	 
	 	 	Net operating profit after tax and sales for each year during a performance cycle shall be
determined in accordance with generally accepted accounting principles but shall exclude the
effect of all acquisitions with a purchase price of $250 million or more, all gains or losses
on the sale of a business, any asset impairment equal to $100 million or more, and any other
special items designated by the Committee.
	 
	» 	 	Maximum Earned Award
	 
	 	 	A participant’s maximum earned award will be two times his/her target award. A participant’s
target award is established at the commencement of a performance cycle based on a percentage of
the participant’s base pay rate in effect at that time. The target award of any participant
(other than a participant who is a “covered employee” within the meaning of Section 162(m) of
the Internal Revenue Code (a “Covered Employee”)), will be adjusted at the time of promotion,
demotion or other change of status and the award earned by the participant will be determined
using a blended target award reflecting the period of time before and after the change of
status and, if any, the target award applicable to each period. If performance measures are
applied to performance in each year in the performance cycle, the target award for a Covered
Employee for any succeeding year will be adjusted at the commencement of the next year in the
performance cycle.
	 
	» 	 	The Payout Process






	 	•	 	All earned awards will be paid in cash or Company stock, as determined by the
Committee in its discretion. To the extent awards are paid in Company stock, the number
of shares of stock earned by a participant shall be determined by dividing the amount of
the award earned during the performance cycle by the Certification Date Value. The
 shares will be issued under, and subject to the limitations of, the Omnibus Plan or such
other shareholder-approved Company equity-based incentive plan as designated by the
Committee.
	 
	 	•	 	The Company shall have the right to satisfy all federal, state and local
withholding tax requirements with respect to the award earned by reducing either
(1) the cash paid (in the event or a cash payment) by the amount of withholding
or (2) the number of earned shares (in the event of a stock payment) by the
number of shares determined by dividing the amount of withholding required by the
Certification Date Value.
	 
	 	•	 	Payments will be made as soon as administratively practicable following the
close of a performance cycle. A participant has no right to any award until that
award is paid.




-2-









 












	 	•	 	The Committee may reduce the amount of the payment to be made pursuant to this
Plan to any participant who is or may be a “covered employee” within the meaning
of Section 162(m) of the Internal Revenue Code at any time prior to payment as a
result of the participant’s performance during the performance cycle. The Chief
Executive Officer may adjust the amount of the payment to be made pursuant to
this Plan to any other participant at any time prior to payment as a result of
the participant’s performance during the performance cycle; provided, however,
that any such adjustment may not result in a payment to the participant in excess
of the participant’s maximum award under the Plan and any such adjustment to a
payment to a member of the Senior Leadership Team will be subject to the approval
of the Committee.
	 
	 	•	 	If the Committee determines, in its sole discretion, that a participant has
willfully engaged in any activity at any time, prior to the payment of an award,
that the Committee determines was, is, or will be harmful to the Company, the
participant will forfeit any unpaid award.





SITUATIONS AFFECTING THE PLAN





	» 	 	Change in Employment






	 	•	 	Generally, a participant will be eligible for payment of an earned award only
if employment continues through the last day of the performance cycle.
	 
	 	•	 	Pro rata awards may be possible, however, depending upon the type of
employment termination. The table below summarizes how earned awards will
generally be prorated in accordance with the type of employment termination:





	 	 	 
	If employment terminates due to	 	The earned award will be
	Death

	 	Pro rated based on the number
of completed months of
employment within the
performance cycle.
	 
	 	 
	Total and Permanent Disability

	 	Pro rated based on the number
of completed months of
employment within the
performance cycle.
	 
	 	 
	Retirement (in all countries other than
member states or acceding countries of
the European Union)

	 	Pro rated based on the number
of completed months of
employment within the
performance cycle.
	 
	 	 
	Termination of Employment Because of
Serious Misconduct

	 	Forfeited.
	 
	 	 
	Change in Employment in Connection with a Divestiture

	 	Forfeited.
	 
	 	 
	Termination of Employment for any Other
Reason than Described Above

	 	Forfeited.





For purposes of determining a prorated payout, completed months of employment
will include only those months in which the participant is actually working
and is an Officer.




-3-









 









	 	•	 	In the event a participant is reclassified from a higher elected officer
level to a lower elected officer level (i.e., (a) from Executive Vice President
to either Senior Vice President or Corporate Vice President or (b) from Senior
Vice President to Corporate Vice President), the participant’s target award will
be recalculated to reflect (a) the higher target award level for the actual
number of months completed within the performance cycle while employed in the
higher elected officer level and (b) the lower target award level for the actual
number of months completed within the performance cycle while employed in the
lower elected officer level.
	 
	 	•	 	In the event a participant is promoted from a lower elected officer level to a
higher elected officer level (i.e., (a) from Corporate Vice President to Senior
Vice President or Executive Vice President or (b) from Senior Vice President to
Executive Vice President), the participant’s target award will be recalculated to
reflect (a) the lower target award level for the actual number of months
completed within the performance cycle while employed in the lower elected
officer level and (b) the higher target award level for the actual number of
months completed within the performance cycle while employed in the higher
elected officer level.
	 
	 	•	 	In the event a participant remains on payroll as an active employee at the end
of a performance cycle, but is not actually working and/or is on a leave of
absence which carries a right to return to work, the participant will be entitled
to a pro rata award based on the number of completed months of employment within
the performance cycle in which the participant was actually working as an
Officer, provided that the participant is otherwise eligible for an award.
	 
	 	•	 	A prorated payout will be based on final performance results and paid as soon
as administratively practicable after the end of a performance cycle.
	 
	 	 	 	For purposes of the Plan, “Total and Permanent Disability” and Retirement” will be defined
as set forth below:
	 
	 	•	 	Total and Permanent Disability means for (x) U.S. employees, entitlement to
long-term disability benefits under the Motorola Disability Income Plan, as
amended and any successor plan and (y) non-U.S. employees, as established by
applicable Motorola policy or as required by local regulations.
	 
	 	•	 	Retirement shall only apply in countries other than member states or acceding
countries of the European Union and shall mean retirement from Motorola or a
Subsidiary as follows:






	 	(i)	 	retiring at or after age 55 with 20 years of service;
	 
	 	(ii)	 	Retiring at or after age 60 with 10 years of service;
	 
	 	(iii)	 	Retiring at or after age 65, without regard to years of service;




-4-









 






	 	(iv)	 	Retiring with any other combination of age and service, at the discretion of
the Committee.
	 
	 	 	 	Years of service will be based on the participant’s Service Club Date.






	» 	 	Change in Control
	 
	 	 	If Motorola undergoes a Change in Control as defined in the Omnibus Plan:






	 	•	 	If performance measures are applied to performance in the entire performance
cycle, the sales growth and economic profit improvement for the performance cycle
will be determined as of the effective date of the Change in Control and pro rata
award payments will be made based on the number of completed months of the cycle
as of the effective date of the Change in Control.
	 
	 	•	 	If performance measures are applied to performance in each year in the
performance cycle, the sales growth and economic profit improvement for any
partial year will be determined as of the date of the Change in Control and
performance to target as of that date will be divided by the number of years in
the performance cycle and added to the amounts earned in any completed years.
	 
	 	•	 	Awards will not be subject to any partial forfeiture based on total
shareholder return.
	 
	 	•	 	Awards will be paid in stock as soon as administratively practicable following
the effective date of the Change in Control, but no later than 90 days after that
date.





DEFINITION OF TERMS



“Subsidiary” means an entity of which Motorola owns directly or indirectly at least 50% and that
Motorola consolidates for financial reporting purposes.



“Serious Misconduct” means any misconduct that is a ground for termination under the Motorola Code
of Business Conduct, or human resources policies, or other written policies or procedures.



If a term is used but not defined, it has the meaning given such term in the Omnibus Plan.



RESERVATION AND RETENTION OF COMPANY RIGHTS





	 	•	 	The selection of any employee for participation in the Plan will not give that
participant any right to be retained in the employ of the Company.
	 
	 	•	 	Participation in the Plan is completely at the discretion of Motorola, and
Motorola’s decision to make an award in no way implies that similar awards may be
granted in the future.
	 
	 	•	 	Anyone claiming a benefit under the Plan will not have any right to or
interest in any awards unless and until all terms, conditions, and provisions of
Plan that affect that person have been fulfilled as specified herein.




-5-









 






	 	•	 	No employee will at any time have a right to be selected for participation in
a future performance period for any fiscal year, despite having been selected for
participation in a previous performance period.





GOVERNANCE



It is expressly understood that the Committee is authorized to administer, construe, and make all
determinations necessary or appropriate to the administration of the Plan, all of which will be
binding upon the participant.



AMENDMENT, MODIFICATION, and TERMINATION



The Committee may amend, modify, or terminate the Plan and the terms applicable to any performance
cycle at any time; provided, however, that no such action may adversely affect a participant’s
rights under the Plan subsequent to such time as negotiations or discussions which ultimately lead
to a Change in Control have commenced.



MISCELLANEOUS PROVISIONS





	 	•	 	Award opportunities may not be sold, transferred, pledged, assigned, or
otherwise alienated or hypothecated, other than by will or by the laws of descent
and distribution.
	 
	 	•	 	To the extent permitted by law, amounts paid under the Plan will not be
considered to be compensation for purposes of any benefit plan or program
maintained by the Company.
	 
	 	•	 	All obligations of the Company under the Plan with respect to payout of
awards, and the corresponding rights granted thereunder, will be binding on any
successor to the Company, whether the existence of such successor is the result
of a direct or indirect purchase, merger, consolidation, or other acquisition of
all or substantially all of the business and/or assets of the Company.
	 
	 	•	 	In the event that any provision of the Plan will be held illegal or invalid
for any reason, the illegality or invalidity will not affect the remaining parts
of the plan, and the Plan will be construed and enforced as if the illegal or
invalid provision had not been included.
	 
	 	•	 	No participant or beneficiary will have any interest whatsoever in any
specific asset of the Company. To the extent that any person acquires a right to
receive payments under the Plan, such right will be no greater than the right of
any unsecured general creditor of the Company.
	 
	 	•	 	To the extent not preempted by federal law, the Plan, and all agreements
hereunder, will be construed in accordance with and governed by the laws of the
state of Illinois without giving effect to the principles of conflicts of laws.
	 
	 	•	 	This Plan constitutes a legal document which governs all matters involved with
its interpretation and administration and supersedes any writing or
representation inconsistent with its terms.






-6-