EX-10.1 FORM OF INCENTIVE COMPENSATION PLAN



 







Exhibit 10.1







Form of

ChoicePoint Inc.

Incentive Compensation Plan



Complete Plan




 









 







Incentive Compensation Plan




	 	 	 	 	 
	 	 	 
	 
	 	 	 	 
	Purpose	 	The ChoicePoint Incentive Compensation Plan (ICP) rewards eligible employees for their
contribution toward the success of the Corporation. The purpose of the Plan is to encourage and
reward the attainment of established annual individual, business unit and corporate goals.
	 
	 	 	 	 
	 	 	 
	 
	 	 	 	 
	Participation In The Plan	 	All Salaried employees, levels 65 and higher, who are not participating in any other incentive
plan are eligible to participate in the ICP. Participants in salary levels 65-79 and Executive
levels must be employed for at least three months as of December 31 of the Plan year to be eligible
for an incentive payment.
	 
	 	 	 	 
	 	 	Participant must be an active employee at the date of the incentive payment.
	 
	 	 	 	 
	 	 	 
	 
	 	 	 	 
	Determination of Awards	 	Goals
	 
	 	 	 	 
	 	 	Each fiscal year, Management will establish minimum financial goals for the Corporation and each
Business Unit for Plan purposes. If the Corporation and the Business Unit fail to meet these
minimum goals for the year, then Management may, in its sole discretion, authorize incentive
payments to any, all, or none of the participants in the Plan.
	 
	 	 	 	 
	 	 	If the Corporation and the Business Unit meet the minimum financial goals for the year, incentive
awards will be determined on the basis of actual performance during the incentive year as compared
with established goals, as described below, and as indicated on the attachment to this Plan.
	 
	 	 	 	 
	 

	 	·
	 	Management shall establish the financial goals required for
threshold, target and maximum incentive awards for each incentive
level.
	 

	 	·
	 	The threshold, target and maximum business unit goals applicable
to each participant shall be based on the annual business plan and
other relevant data.
	 

	 	·
	 	Individual performance goals will be established by the
appropriate management authority for each participant.
	 

	 	·
	 	Management shall establish the relative weighting of the above
mentioned goals for each business unit and incentive level.
	 

	 	·
	 	A threshold, target and maximum incentive award shall be
established for each participant, expressed in terms of a
percentage of that participant’s salary.
	 
	 	 	 	 
	 	 	Individual incentive awards will be deemed earned based on the degree to which all established
goals are attained for the incentive year. Interpolation will be used between the designated award
levels. If the Corporation and/or Business Unit performance exceed the maximum financial goals,
the COO may recommend, and the CEO may designate incentive payments in excess of percent payouts on
the attachment to this Plan. In the event a participant is rated “marginal or partially met” on
his or her individual annual performance evaluation, no incentive payment is awarded except at the
discretion of the appropriate management authority.
	 
	 	 	 	 
	 	 	 
	 
	 	 	 	 
	 	 	Eligible Earnings
	 
	 	 	 	 
	 	 	Eligible earnings include base salary only. Transfer reimbursements, relocation pay, station
allowance, incentive pay and severance are excluded from the incentive calculation. Salary
received while on Short Term Disability or any other Leave of Absence is also excluded from
eligible earnings for incentive calculation purposes.
	 
	 	 	 	 
	 	 	 
	 
	 	 	 	 





 









 







	 	 	 	 	 
	 	 	Eligible employees transferred into or out of organizational entities covered by this plan will be
paid incentive for the
month(s) in the specific unit. Those employees eligible for a portion of
the year will receive an award applicable only to the salary for that portion of the year eligible
under this Plan.
	 
	 	 	 	 
	 	 	Payment of Awards
	 
	 	 	 	 
	 	 	Awards will normally be paid to eligible participants during February following the end of the Plan
Year or as soon as possible following the end of February.
	 
	 	 	 	 
	 	 	Management Discretion
	 
	 	 	 	 
	 	 	The guidelines indicated above and on the attachment to this Plan can be changed at the discretion
of Management for any or all plan participants. The actual incentive payment made to any
individual plan participant is at the sole discretion of Management.
	 
	 	 	 	 
	 	 	 
	 
	 	 	 	 
	 	 	The plan is administered by the Compensation Department. The Compensation Department shall:
	Plan

	 	·
	 	Maintain the plan documents
	Administration

	 	·
	 	Determine eligibility for the plan
	 

	 	·
	 	Calculate incentive amounts
	 

	 	·
	 	Have final authority for administration and interpretation of the Plan
	 
	 	 	 	 
	 	 	The Chief Operating Officer shall establish Corporate and Business Unit goals and determine the
extent to which those goals have been met.
	 
	 	 	 	 
	 	 	Participants’ managers shall establish individual goals and determine the extent to which those
goals have been met.
	 
	 	 	 	 
	 	 	The plan may be amended, suspended, or terminated at any time.







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