exv10w03









EXHIBIT 10.03




Glu Mobile Executive Bonus Plan




(for approval by the Compensation Committee of the

Board of Directors on April 9, 2008)




	 	 	 
	Eligibility:

	 	1. All V.P.’s and above (not including the CEO, who shall be subject to a special CEO bonus plan).
	 
	 	 
	 

	 	2. Certain Directors and Senior Directors as designated by the CEO and CFO.
	 
	 	 
	Bonus Level:

	 	Target bonus levels are specified as a fixed percentage of the executive’s annual base salary at the time
the bonus is awarded. The exact percentage is specified in the executive’s employment offer letter, or as
subsequently modified by the CEO and CFO.
	 
	 	 
	Frequency:

	 	Awarded on a quarterly basis, for any quarter in which the company achieves at least 90% of its quarterly
corporate and/or regional objectives as set forth below. Pro-rated for each quarter (e.g., an executive
with a target bonus of 20% would be eligible for a bonus of up to 5% of his/her annual base salary
following a quarter assuming the company achieved its corporate and/or regional objectives for such
quarter).
	 
	 	 
	Components of
Bonus for Corporate
Executives:

	 	The total bonus for an executive designated by the CEO and CFO as a “corporate executive” is composed of
three parts:







	 	1.	 	37.5% of the bonus is awarded based on the
company achieving at least 90% of its quarterly Corporate Operational
Revenue Plan;
	 
	 	2.	 	37.5% of the bonus is awarded based on the
company achieving at least 90% of its quarterly Corporate Non-GAAP
Earnings Plan; and
	 
	 	3.	 	25.0% of the bonus is awarded based on the
executive achieving his/her individual objectives.





	 	 	 
	Components of
Bonus for Regional
Executives:

	 	The total bonus for an executive designated by the CEO
and CFO as a “regional executive” is composed of three
parts:







	 	1.	 	50.0% of the bonus is awarded based on the
company achieving at least 90% of its quarterly Regional Operational
Revenue Plan for that particular executive’s region (North America,
Latin America, APAC or EMEA);
	 
	 	2.	 	25.0% of the bonus is awarded based on the
company achieving at least 90% of its quarterly Corporate Non-GAAP
Earnings Plan; and
	 
	 	3.	 	25.0% of the bonus is awarded based on the
executive achieving his/her individual objectives (which, for a
regional executive, shall include among
other factors the company achieving at least 90% of its quarterly
Regional Operational Revenue Plan for such executive’s region).




 









 











	 	 	 
	Attainment of
Objectives:

	 	Each of the components will be evaluated independently. There are “cliffs”
associated with the attainment of the company’s quarterly corporate and regional
objectives. For components #1 and #2, the executive receives:







	 	•	 	40% of that component if the company achieves at least 90% of its plan;
	 
	 	•	 	70% of that component if the company achieves at least 95% of its plan; and
	 
	 	•	 	100%+ of that component if the company achieves at least 100% of its plan.





	 	 	 
	Attainment of
Individual Quarterly
Objectives:

	 	Independently of the company’s quarterly corporate and regional objectives, the
executive may receive up to 100% of component #3 based on the executive’s achievement
of his/her quarterly individual objectives. The executive’s manager is responsible
for determining the percentage of this component (0% to 100%+) to be awarded, and
such determination is subject to the approval of the CEO. Notwithstanding the above,
for regional executives, no quarterly individual objectives will be considered unless
the company has achieved at least 90% of its quarterly Regional Operational Revenue
Plan for such executive’s region.
	 
	 	 
	Example:

	 	Executive A has an annual salary of $150,000 with a target bonus of 20% ($30,000).
His quarterly target bonus is thus $7,500. Executive A is a regional executive for
the EMEA region.
	 
	 	 
	 

	 	In Q2 2008, the company achieves 101% of its Corporate Operational Revenue
Plan, 93% of its Corporate Non-GAAP Earnings Plan and 95% of its Regional
Operational Revenue Plan for the EMEA region. The executive’s manager also
concludes, and the CEO approves, that Executive A has achieved 80% of his
individual objectives. Executive A would thus receive the following amount
for his quarterly bonus for Q2 2008:
	 
	 	 
	 

	 	[Regional Operation Revenue Component] + [Corporate Non-GAAP Earnings Component] + [KPI’s], which translates into:
	 
	 	 
	 

	 	(70% x 50.0% x $7,500) + (40% x 25.0% x $7,500) + (80% x 25% x $7,500) =
$4,875.00