EX-10.1



 Exhibit 10.1 
  

			
	 




  
	  	2016 Management Incentive Program  


 Purpose 
 The
purpose of the Endurance International Group Holdings, Inc. (the “Company”) Management Incentive Program is to share the success of the company. This document describes guidelines and administration. 

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 by October 31st to be eligible
for that year’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 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 year of regular earnings excluding payments for overtime, bonuses and other special or incentive payments. 
 Annual Bonus
Pool Determination 
 Bonus pool funding is dependent upon reaching adjusted revenue, adjusted EBITDA and adjusted free cash flow targets set by
management. A minimum threshold must be achieved by the Company before any bonus will be paid. During the first quarter of the following year, a Company Achievement Factor is determined based upon performance results provided by the Finance group.
Adjustments to achievement may be made to neutralize the impact of any mergers, acquisitions and unexpected activities. 
 Any evaluation of the attainment
of the performance goals may include or exclude any of the following events that occur during the performance year: any reorganization or restructuring transactions; extraordinary nonrecurring items; and significant acquisitions or divestitures.

 The Company Achievement Factor is based on the Company’s performance, and is weighted 50% on adjusted revenue, 25% on adjusted EBITDA and 25% on
adjusted free cash flow (FCF). Minimum performance threshold for all three is set at 90%. The plan can pay out if one target is hit but not the others. Achievement of 100% EBITDA, 100% revenue and 100% FCF performance will equate to 100% funding of
the bonus pool. 
  
 



 
 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 following the 4th Quarter earnings release. All payments and program funding
are at Board discretion. 

  
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