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officers’ individual performance (which is 20% of the total bonus). The CFO’s bonus iscomprised of 85% Company performance and 15% individual performance. The corporate component hasranged between 80% and 150% of the corporate component target and the individual performancecomponent has ranged between approximately 80% and 150% of the individual performance componenttarget depending upon an executive’s individual performance rating. In 2009, the Committee set thecorporate component at 95% for all executive officers, including the CEO. The individual componentof the annual cash bonus is based on the executive officer’s individual performance rating,determined in the manner discussed above. For 2009, the individual performance component of theannual cash bonus was set between approximately 100% and 200% for executive officers who receivedone of the top three performance ratings.     The bonus targets for the named executive officers are either set in accordance with theiremployment agreements or are based upon their respective grade levels. The 2010 bonus targets(which represent a percentage of base salary) for the named executive officers are as follows:     **Name** **Target**Colin Goddard, Ph.D.  100%Pierre Legault  55%Gabriel Leung  50%Anker Lundemose, M.D., Ph.D., D. Sc.  50%Robert L. Simon  50%*Retention Bonuses*     In July 2009, the Compensation Committee approved the award of retention bonuses to all of our U.S.-basedemployees who agreed in writing to relocate to our new facility in Ardsley, New York. Under the terms ofthe retention bonuses, each employee who executed a commitment letter by October 1, 2009 received a lumpsum payment equal to a specified percentage of such employee's 2009 base salary, which varied by employeegrade level and other retention considerations. The commitment letter requires that the employee repay100% of the retention bonus if his or her employment terminates on or prior to September 30, 2010 and50% of the retention bonus if his or her employment terminates after October 1, 2010 but beforeSeptember 30, 2011.  The retention bonus is not subject to repayment after September 30, 2011.Pierre Legault, Gabriel Leung and Robert Simon each executed acommitment letter and received a retention bonus equal to 50% of their respective 2009 base salaries.*Equity Awards*     OSI grants equity awards of stock options, restricted stock, restricted stock units and/ordeferred stock units to certain employees under its Amended and Restated Stock Incentive Plan. Mostof its employees, including its executive officers, receive an annual equity grant in December. Thetotal amount of equity to be granted is initially determined by the CEO in consultation with theSenior Vice President of Human Resources, and then recommended to the Committee for approval. Theexercise price for all stock options is set at the closing price of OSI’s common stock on the datethat the Committee approves the annual grant, with such approval date serving as the date of grant.Equity grants to the named executive officers are designed to provide a level of equitycompensation that is at the approximate 50th percentile of that awarded by OSI’s peer group ofcompanies. OSI determines the value of the grants provided to each executive officer. For 2009, thenamed executive officers received grants within 20% of their target guidelines, with the exceptionof Mr. Legault who received a grant of options and restricted stock units in excess of his 20%target guideline based on his individual performance rating.*Perquisites*     OSI provides very few perquisites to its executive officers. Certain of its named executiveofficers receive a reimbursement of relocation expenses and legal fees.