EX-10.4



 Exhibit 10.4 

 

			
	



	  	2013 Management Incentive Program


 
 Administration Guidelines 

July 1, 2013 
 Purpose

 The purpose of the Endurance International Group Holdings, Inc. (the “Company”) Management Incentive Program is to share the
success of the company on a quarterly basis. This document describes guidelines and administration. 
 In general, incentive plans can be
described as a process for establishing a pool of value to be distributed to employees coupled with a process for determining who is eligible to receive a distribution and how the pool will be allocated between eligible employees. 

Eligibility 
 Eligibility is
determined by role and level within the organization; generally Director-level (SM) and above Exempt professionals. Eligible employees are notified in writing. Employees must be hired within the first two months of the quarter to be eligible for
that quarter’s bonus. To receive payment, an employee must be actively working for the Company at the time payment is made and in good standing. Any Employee eligible to participate in any other discretionary cash-based short-term incentive
plan including without limitation a sales commission plan is ineligible. 
 Participation Level 

Individual target bonus percentage is determined by Organization Level. 
 Eligible Earnings 
 Eligible earnings include payments made during the quarter of
regular earnings excluding payments for overtime, bonuses and other special or incentive payments. 
 Quarterly Bonus Pool Determination

 Bonus pool funding is dependent upon reaching Revenue growth and EBITDA targets set by management. A minimum threshold must be
achieved by the Company before any bonus will be paid. At the end of the month following the end of a quarter, a Company Achievement Factor is determined based upon performance results provided by the Finance group and approved by the Board.

 The Company Achievement Factor is based on the Company’s performance, and is weighted 60% on EBITDA performance and 40% on Revenue
growth. EBITDA and Revenue minimum performance threshold is set at 90%. The plan can pay out if one target is hit but not the other. Achievement of 100% EBITDA and 100% Revenue performance will equate to 100% funding of the bonus pool. 

 
 



 
  

									
	Achievement	 	Payout
	 	 	90	%	 	 	 	50	%
	 	 	95	%	 	 	 	95	%
	 	 	100	%	 	 	 	100	%
	 	 	105	%	 	 	 	105	%
	 	 	110	%	 	 	 	110	%
	 	 	115	%	 	 	 	125	%
	 	 	120	%	 	 	 	140	%
	 	 	125	%	 	 	 	155	%
	 	 	130	%	 	 	 	200	%

 Example: 92.3% Achievement g 70.7% Payout Factor 







 Calculation Guidelines 
 In addition to the corporate goals set by management, the bonus calculation is dependent upon individual performance as determined by direct manager. 

Target bonus payment is the product of eligible earnings * target % * Company Achievement Factor. Actual bonus payment is determined by management and
will be adjusted based on individual performance. 
  

			
	 Rating
	  	Individual Performance Multiplier
	Star Performer	  	100% ++
	On Track	  	100%
	Developing Performer	  	< 100%
	Off Track	  	0%; i.e., not bonus eligible

 Example 
  

					
	 	Eligible Earnings:	  	  	$25,000
	 	Target %:	  	  	10% or $2,500
	 	Achievement Factor:	  	  	70.7% or $1,768
	 	Individual Performance adjustment:	  	  	110% or $1,944
	 	Final Bonus Payment	  	  	$1,944

 Payment Timing 
 Payments are made via payroll in the second month of the following quarter. All payments and program funding are at Board discretion. 

  
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