Exhibit
10.4


 


ADOBE
SYSTEMS INCORPORATED


EXECUTIVE
ANNUAL INCENTIVE PLAN


FISCAL
YEAR 2008


 


OBJECTIVES:


 


To drive growth and accountability, drive execution of long-term strategy
and operating plan, motivate and inspire employees to contribute at peak performance.


 


PURPOSE:


 


As
part of the total compensation program, Adobe has designed an Annual Incentive
Plan for its 2008 fiscal year for certain executive officers. This Executive
Annual Incentive Plan (“AIP”) operates under, and is part of, the Adobe Systems
Incorporated Executive Cash Performance Bonus Plan, which has been approved by
Adobe’s Board of Directors and stockholders.


 


ELIGIBILITY:


 


Executive
officers of the Company who are employed (full time or part time) during the
full eligibility period (fiscal year) and who are regular employees of Adobe at
the end of the eligibility period, are eligible to participate in the AIP. If
an executive officer is hired after the beginning of the AIP eligibility period
and the Committee determines that such executive should be eligible to earn
compensation under the AIP, the executive officer’s target bonus will be
pro-rated based on the officer’s length of service in the AIP eligibility
period  If the executive officer’s salary
and/or AIP target bonus changes during the AIP eligibility period, the officer
will be eligible for a pro-rated bonus under the AIP.  The pro-rated bonus will be based on the
number of days in the AIP period with the former AIP target bonus/salary and the
number of days in the AIP eligibility period with the new AIP target
bonus/salary.  Except as provided in an
applicable severance plan in the event of a change of control or an individual
retention agreement with an executive, if the executive’s employment terminates
before the end of the AIP eligibility period, the executive will not be
eligible for a bonus payment, or any portion of a bonus payment.  If an executive is on a leave of absence for
the entire AIP eligibility period, the executive is not eligible for an AIP
bonus.  If a leave of absence is more
than 4 months, the target bonus is pro-rated based on time worked during the
AIP eligibility period; if the leave of absence is 4 months or less, the target
bonus is not pro-rated.


 


EMPLOYEES COVERED BY INTERNAL REVENUE CODE SECTION 162(M):


 


Notwithstanding
the foregoing eligibility provisions, to the extent it determines to be
necessary or desirable to achieve full deductibility of bonus compensation
awarded under the AIP, the Committee, in its sole discretion, (i) may
exclude from participation under the AIP those individuals who are or who may
likely be “covered employees” under Section 162(m) of the Internal
Revenue Code of 1986, as amended (“Section 162(m)”) whose employment in an
eligible position commenced after the Committee established the Threshold Goal
(described below), which generally will be a date not later than the 90th
day of the AIP eligibility period, and (ii) may not pro-rate such
individuals’ bonuses under the AIP to reflect increases in AIP target bonuses
during the AIP eligibility period.


 


HOW THE AIP WORKS


 


INCENTIVE BONUS TARGET:


 


A
target percentage of base pay is designated for each eligible participant.  Each participant’s incentive bonus target is
then calculated as a percentage of annual base pay.  For example, a Senior Vice President whose
target percentage is 60% and whose annual base pay is $400,000 would have an
annual bonus target of $240,000 ($400,000 x 60%).


 


 

















 


If
the Threshold Goal (described below) has been attained, Adobe calculates how
well the Company (Adobe Systems Incorporated, together with its group of
subsidiary companies) has performed against its budgeted operating profit and
revenue for the year.  The Company must
achieve greater than 90% of its budgeted non-GAAP operating profit (adjusted to
reflect additional operating profit from ending shippable backlog) and 95% of
its budgeted non-GAAP revenue (including shippable backlog), each based on the
annual consolidated budget approved by Adobe’s Board of Directors at the
beginning of the fiscal year, in order for eligible executives to earn any
bonus under the AIP.  If the Company
attains less than either of those targets, eligible executives will receive no
bonus under the AIP.


 


AIP THUS HAS FOUR COMPONENTS:


 


Threshold
Goal, Corporate Result, Unit Multiplier and Individual Achievement


 


THRESHOLD GOAL:


 


The
Committee established an objective, non-discretionary Company performance goal
for the AIP eligibility period based on one of the criteria approved by the
Company’s shareholders in 2006 (the “Threshold Goal”).  If the Company achieves the Threshold Goal,
each executive who participates in the AIP is then eligible to earn a maximum
bonus (“Maximum Award”) under the AIP equal to 200% of such executive’s annual
bonus target, up to a maximum of $5 million. 
Under the AIP for 2008, the Threshold Goal is a minimum of 90%
achievement against the Company’s budgeted annual operating plan GAAP
revenue.  No bonuses will be earned or
payable under the AIP unless this Threshold Goal is achieved.  If this Threshold Goal is achieved, each
executive’s bonus under the AIP  is then
determined based on a formula that multiplies the executive’s annual bonus
target  (1) by either the Corporate
Result or the Unit Multiplier (the applicable percentage, which  in no event may exceed 200%  corresponding to the Maximum Award
percentage, is described below) and  (2) by
that executive’s Individual Achievement (which in no event may exceed
100%).  Thus, the actual bonus payable to
an executive under the AIP may never exceed the Maximum Award, and the effect
of the Corporate Result or the Unit Multiplier and the executive’s Individual
Achievement potentially is to reduce the bonus earned as a result of the
Company’s achievement of the Threshold Goal from the Maximum Award to the actual
bonus payable.


 


CORPORATE RESULT:


 


In
addition to establishing the Threshold Goal, the Committee established two
additional corporate goals, which together form the “Corporate Result.” The
Corporate Result is a percentage that is calculated under a matrix.  The Corporate Result measures Adobe’s
achievement against its budgeted non-GAAP revenue target (adjusted to reflect
shippable backlog), and Adobe’s achievement in containing costs, as determined
by reference to its achievement against its budgeted non-GAAP operating profit
target (adjusted to reflect additional operating profit from ending shippable
backlog).


 


The
Corporate Result percentage is zero, and each Executive’s Maximum Award is
reduced to zero,  unless the Company
achieves at least 90% of the its budgeted non-GAAP operating profit and 95% of
its budgeted non-GAAP revenue.  If these
minimum levels are achieved, the Corporate Result is 27%.  The maximum Corporate Result percentage is
200%, corresponding to the Maximum Award percentage.  The matrix used to calculate the actual
Corporate Result is attached as Exhibit A. 
The Corporate Result is used instead of the Unit Multiplier in the
calculation of  the actual bonus payable
under the AIP  if the Corporate Result
determined under the matrix is less than or equal to 100%.


 


2

















 


UNIT MULTIPLIER:


 


If
the Corporate Result exceeds 100%, the Committee in consultation with the CEO
determines an additional percentage (the “Unit Multiplier”) that expresses each
business unit’s and functional unit’s contribution toward the Company’s success
during the AIP eligibility period and that replaces the Corporate Result in
calculating the actual bonus payable under the AIP.  The maximum Unit Multiplier is 200%,
corresponding to the Maximum Award percentage, and the minimum Unit Multiplier
is 100%.  The Unit Multiplier is
determined as follows:


 


1.              The Committee in consultation with the CEO
determines the product of (1) the Corporate Result and (2) the sum of
the dollar value of all AIP participants’ target incentive bonuses (the “Aggregate
Corporate Result” — expressed as a dollar amount).


 


2.              The Committee in consultation with the CEO
allocates the Aggregate Corporate Result among each of Adobe’s business and
functional units based on the relative contribution by each such business and
functional unit to the Company’s success in the AIP eligibility period (such
allocated amount, the “Unit Allocation”).


 


3.              For each unit, the Committee in consultation
with the CEO then divides the Unit Allocation by the sum of the dollar value of
the aggregate participant target bonuses within the particular unit.    The resulting percentage is the Unit
Multiplier for that unit.


 


INDIVIDUAL ACHIEVEMENT:


 


The
Committee in consultation with the CEO determines each participant’s individual
achievement multiplier (expressed as a percentage not to exceed 100%, the “Individual
Achievement”) based on that executive’s achievement of certain goals selected
for such executive at the beginning of the AIP eligibility period from 3-5
categories of goals.  The categories are
as follows:  Revenue (BUs); Product
Roadmap (BUs only); Strategic Objectives; People Management; Expense
Management.  The weighting of goals will
be largely discretionary within fixed guidelines.  For business units, the Revenue, Product
Roadmap, and Strategic Objectives must, in the aggregate, total 85%; People
Management 10%; and Expense Management 5%. 
For functional units and those business units with no Revenue or Product
Roadmap component, 85% of Individual Achievement will be tied to one or more
Strategic Objectives tied to the operating plan


 


ADMINISTRATION:


 


AIP
bonuses are paid on an annual basis approximately 45-60 days after fiscal
year-end.  A 5% reduction will be applied
to the AIP bonus otherwise earned by any executive who fails to meet the annual
performance appraisal submission deadline. 
Participation in the AIP is at the discretion of the Committee, in
consultation with Company management. 
The Company reserves the right to interpret and to make changes to or
withdraw the AIP at any time, subject to applicable legal requirements.  All terms and conditions of the AIP are
subject to compliance with applicable law.


 


	
  Threshold Goal

  
	
   

  
	
  IF ACTUAL GAAP REVENUE EQUALS OR EXCEEDS 90%, EACH
  PARTICIPANT IS ELIGIBLE FOR A MAXIMUM AWARD OF 200% OF ANNUAL BONUS TARGET.

  
	
   

  
	
  If Corporate Result is less
  than or equal to 100%

  
	
   

  
	
  ANNUAL BONUS TARGET 
  X CORPORATE RESULT X INDIVIDUAL ACHIEVEMENT = BONUS

  
	
   

  
	
  If Corporate Result exceeds
  100%

  
	
   

  
	
  ANNUAL BONUS TARGET 
  X UNIT MULTIPLIER X INDIVIDUAL ACHIEVEMENT = BONUS

  



 


3

















 


	
  Example (SVP)

  	
   

  	
  Corporate Results Exceeds

  100%

  	
   

  	
  Corporate Result Less than

  or Equal to 100%

  	
   

  
	
  Annual Target

  	
   

  	
  $240,000

  	
   

  	
  $240,000

  	
   

  
	
  Threshold Goal (% of AOP Revenue)

  	
   

  	
  100% of AOP Revenue

  	
   

  	
  95% of AOP Revenue

  	
   

  
	
  Corporate
  Result (per matrix)

  	
   

  	
  110%*

  	
   

  	
  70%

  	
   

  
	
  Unit Multiplier

  	
   

  	
  102%

  	
   

  	
  n/a

  	
   

  
	
  Individual Achievement

  	
   

  	
  100%

  	
   

  	
  90%

  	
   

  
	
  Bonus Calculation Example

  	
   

  	
  $240,000 x
  102% (Unit

  Mult.) x 100% (Ind.)=

  $244,800

  	
   

  	
  $240,000 x
  70% (Corporate

  Result) x 90% (Ind.) =

  $151,200

  	
   

  



 






*Does
not apply because Unit Multiplier is in effect in this example.


 


4

















 


EXHIBIT A


 


	
   

  	
   

  	
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  106

  	
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  Operating
  Profit

  	
   

  	
  105

  	
  %

  	
  102

  	
  %

  	
  106

  	
  %

  	
  111

  	
  %

  	
  116

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  	
  135

  	
  %

  	
  140

  	
  %

  	
  145

  	
  %

  	
  150

  	
  %

  	
  155

  	
  %

  	
  160

  	
  %

  	
  165

  	
  %

  	
  170

  	
  %

  	
  175

  	
  %

  
	
   

  	
   

  	
  104

  	
  %

  	
  97

  	
  %

  	
  101

  	
  %

  	
  106

  	
  %

  	
  111

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  	
  135

  	
  %

  	
  140

  	
  %

  	
  145

  	
  %

  	
  150

  	
  %

  	
  155

  	
  %

  	
  160

  	
  %

  	
  165

  	
  %

  	
  170

  	
  %

  
	
   

  	
   

  	
  103

  	
  %

  	
  92

  	
  %

  	
  96

  	
  %

  	
  101

  	
  %

  	
  106

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  	
  135

  	
  %

  	
  140

  	
  %

  	
  145

  	
  %

  	
  150

  	
  %

  	
  155

  	
  %

  	
  160

  	
  %

  	
  165

  	
  %

  
	
   

  	
   

  	
  102

  	
  %

  	
  87

  	
  %

  	
  91

  	
  %

  	
  96

  	
  %

  	
  101

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  	
  135

  	
  %

  	
  140

  	
  %

  	
  145

  	
  %

  	
  150

  	
  %

  	
  155

  	
  %

  	
  160

  	
  %

  
	
   

  	
   

  	
  101

  	
  %

  	
  82

  	
  %

  	
  86

  	
  %

  	
  91

  	
  %

  	
  96

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  	
  135

  	
  %

  	
  140

  	
  %

  	
  145

  	
  %

  	
  150

  	
  %

  	
  155

  	
  %

  
	
   

  	
   

  	
  100

  	
  %

  	
  77

  	
  %

  	
  81

  	
  %

  	
  86

  	
  %

  	
  91

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  	
  135

  	
  %

  	
  140

  	
  %

  	
  145

  	
  %

  	
  150

  	
  %

  
	
   

  	
   

  	
  99

  	
  %

  	
  72

  	
  %

  	
  76

  	
  %

  	
  81

  	
  %

  	
  86

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  	
  135

  	
  %

  	
  140

  	
  %

  	
  145

  	
  %

  
	
   

  	
   

  	
  98

  	
  %

  	
  67

  	
  %

  	
  71

  	
  %

  	
  76

  	
  %

  	
  81

  	
  %

  	
  85

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  	
  135

  	
  %

  	
  140

  	
  %

  
	
   

  	
   

  	
  97

  	
  %

  	
  62

  	
  %

  	
  66

  	
  %

  	
  71

  	
  %

  	
  76

  	
  %

  	
  80

  	
  %

  	
  85

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  	
  135

  	
  %

  
	
   

  	
   

  	
  96

  	
  %

  	
  57

  	
  %

  	
  61

  	
  %

  	
  66

  	
  %

  	
  71

  	
  %

  	
  75

  	
  %

  	
  80

  	
  %

  	
  85

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  	
  130

  	
  %

  
	
   

  	
   

  	
  95

  	
  %

  	
  52

  	
  %

  	
  56

  	
  %

  	
  61

  	
  %

  	
  66

  	
  %

  	
  70

  	
  %

  	
  75

  	
  %

  	
  80

  	
  %

  	
  85

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  	
  125

  	
  %

  
	
   

  	
   

  	
  94

  	
  %

  	
  47

  	
  %

  	
  51

  	
  %

  	
  56

  	
  %

  	
  61

  	
  %

  	
  65

  	
  %

  	
  70

  	
  %

  	
  75

  	
  %

  	
  80

  	
  %

  	
  85

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  	
  120

  	
  %

  
	
   

  	
   

  	
  93

  	
  %

  	
  42

  	
  %

  	
  46

  	
  %

  	
  51

  	
  %

  	
  56

  	
  %

  	
  60

  	
  %

  	
  65

  	
  %

  	
  70

  	
  %

  	
  75

  	
  %

  	
  80

  	
  %

  	
  85

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  	
  115

  	
  %

  
	
   

  	
   

  	
  92

  	
  %

  	
  37

  	
  %

  	
  41

  	
  %

  	
  46

  	
  %

  	
  51

  	
  %

  	
  55

  	
  %

  	
  60

  	
  %

  	
  65

  	
  %

  	
  70

  	
  %

  	
  75

  	
  %

  	
  80

  	
  %

  	
  85

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  	
  110

  	
  %

  
	
   

  	
   

  	
  91

  	
  %

  	
  32

  	
  %

  	
  36

  	
  %

  	
  41

  	
  %

  	
  46

  	
  %

  	
  50

  	
  %

  	
  55

  	
  %

  	
  60

  	
  %

  	
  65

  	
  %

  	
  70

  	
  %

  	
  75

  	
  %

  	
  80

  	
  %

  	
  85

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  	
  105

  	
  %

  
	
   

  	
   

  	
  90

  	
  %

  	
  27

  	
  %

  	
  31

  	
  %

  	
  36

  	
  %

  	
  41

  	
  %

  	
  45

  	
  %

  	
  50

  	
  %

  	
  55

  	
  %

  	
  60

  	
  %

  	
  65

  	
  %

  	
  70

  	
  %

  	
  75

  	
  %

  	
  80

  	
  %

  	
  85

  	
  %

  	
  90

  	
  %

  	
  95

  	
  %

  	
  100

  	
  %

  
	
   

  	
   

  	
   

  	
   

  	
  95

  	
  %

  	
  96

  	
  %

  	
  97

  	
  %

  	
  98

  	
  %

  	
  99

  	
  %

  	
  100

  	
  %

  	
  101

  	
  %

  	
  102

  	
  %

  	
  103

  	
  %

  	
  104

  	
  %

  	
  105

  	
  %

  	
  106

  	
  %

  	
  107

  	
  %

  	
  108

  	
  %

  	
  109

  	
  %

  	
  110

  	
  %

  
	
   

  	
   

  	
  Revenue
  Achievement

  	
   

  



 


5