exv10w30






Exhibit 10.30




Analog Devices, Inc. 2009 Executive Bonus Plan




     All executive officers and other senior management selected by the Chief Executive
Officer will participate in the Executive Bonus Plan. Bonus payments under the Executive Bonus Plan
are calculated and paid as follows:



     1. Each participant’s Fiscal 2009 Bonus Target is obtained by multiplying his or her
Base Salary by his or her Individual Target Bonus Percentage:




	 	•	 	Base Salary — the individual’s base pay during the applicable bonus period.
	 
	 	•	 	Individual Target Bonus Percentage — a percentage of the individual’s Base Salary,
determined individually for each participant by the Compensation Committee and ranging from 50% to
160%.





     2. Each participant’s Fiscal 2009 Bonus Target is then multiplied by the Bonus
Payout Factor. The Bonus Payout Factor is based on the Company’s operating profit before tax
(OPBT) as a percentage of revenue for the applicable bonus period, which is adjustable by the
Compensation Committee in its sole discretion to exclude special items, including but not limited
to: restructuring-related expense, acquisition-related expense, gain or loss on disposition of
businesses, non-recurring royalty payments, and other similar non-cash or non-recurring items. The
Bonus Payout Factor can range from 0% to 300%.



     The Compensation Committee adopted the following Bonus Payout Factor table under the
Executive Bonus Plan:



	 	 	 
	Company Performance	 	 
	(OPBT/Revenue)	 	Bonus Payout Factor
	12%
	 	0%
	22.5%
	 	100%
	31%
	 	200%
	36%
	 	300%






     The Bonus Payout Factor is determined quarterly and is also used to determine the
bonuses paid to all other employees of the Company under the Company’s 2009 Profit Sharing Plan for
Employees.



     The product obtained by multiplying a participant’s Fiscal 2009 Bonus Target by the
Bonus Payout Factor shall be the Fiscal 2009 Bonus Payment for each participant. Each participant’s
Fiscal 2009 Bonus Payment can therefore be reduced to zero, or increased by up to three times his
or her Fiscal 2009 Bonus Target.



     3. Each participant in the Executive Bonus Plan, other than Ray Stata and Jerald
Fishman, is eligible for an additional Individual Payout Factor that can increase the calculated
bonus payment by up to 30% based on superior business performance. Evidence of superior business
performance will include, but is not limited to, overachievement of revenue and profitability
goals, and achievement of non-financial results that contributed positively to the performance of
the Company. At the end of fiscal year 2009, the Chief Executive Officer will review and assess the
performance of each of the eligible participants with respect to his or her goals, and will provide
his recommendations regarding each participant’s performance to the Compensation Committee. The
Compensation Committee will then, in its discretion, determine whether there is superior
performance justifying the application of an Individual Payout Factor.



     4. Fiscal 2009 Bonus Payments, if any, under the Executive Bonus Plan will be calculated at
the end of each fiscal quarter and distributed after the first half and second half of fiscal year
2009. In the event that the Compensation Committee determines that a participant should receive an
Individual Payout Factor, such amount would be distributed to the participant after the end of the
fiscal year. Therefore, the distribution paid after the first half of fiscal year 2009 will be
based only on paragraphs 1 and 2 above, while the distribution paid after the fiscal year end will
be based on paragraphs 1 and 2 above and will also include any amount based on the application of
the Individual Payout Factor as described in paragraph 3 above.