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Exhibit 10.25
 
 2007 Management Incentive
Compensation Plan
 1




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Exhibit 10.25
 2007 Management Incentive Compensation Plan
 Plan Associates Micromet
 Purpose of the Plan
  
    
    Provide an incentive program to achieve overall corporate objectives and to enhance shareholder value
    
    Reward those individuals who significantly impact corporate results
    
    Encourage increased teamwork among all disciplines within Micromet
    
    Incorporate an incentive program in the overall compensation program of Micromet to help attract and retain key
Associates
 Plan Governance
 Chief Executive Officer Vorstand Executive Management Board Committee Board
 Eligibility
 Plan Participant or Vorstand
 2




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Exhibit 10.25
 Form of Incentive Award Payments
  Target Awards Multiplier
  Micromet, Inc. Position
    
    Micromet AG Position
    
    Target Award MultiplierPresident & CEO
    
    n.a.
    
    
    50
    %Senior Vice President
    
    Vorstand
    
    
    35
    %Vice President
    
    Vorstand
    
    
    35
    %Executive Director
    
    Vice President
    
    
    25
    %Senior Director
    
    Senior Director
    
    
    20
    %Director
    
    Director
    
    
    20
    %Associate Director
    
    Associate Director
    
    
    15
    %Senior Manager
    
    Senior Manager
    
    
    15
    %
  Corporate and Individual Performance
  3




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Exhibit 10.25
   Micromet, Inc.
    
    Micromet AG
    
    Corporate
    
    IndividualPresident & CEO
    
    n.a.
    
    
    100
    %
    
    
    0
    %Senior Vice President
    
    Vorstand
    
    
    75
    %
    
    
    25
    %Vice President
    
    Vorstand
    
    
    75
    %
    
    
    25
    %Executive Director
    
    Vice President
    
    
    75
    %
    
    
    25
    %Senior Director
    
    Senior Director
    
    
    50
    %
    
    
    50
    %Director
    
    Director
    
    
    50
    %
    
    
    50
    %Associate Director
    
    Associate Director
    
    
    25
    %
    
    
    75
    %Senior Manager
    
    Senior Manager
    
    
    25
    %
    
    
    75
    %
 Performance Measurement
  Performance Category
    
    Award Multiplier1. Performance for the year met or exceeded objectives or
was excellent in view of prevailing conditions
    
    75% - 150%2. Performance generally met the years objectives or was
very acceptable in view of prevailing conditions
    
    50% - 75%3. Performance for the year met some, but not all,
objectives
    
    25% - 50%4. Performance for the year was not acceptable in view of
prevailing conditions
    
    0%
 4




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Exhibit 10.25
 Calculation of Cash Incentive Award
 cash
  Example:
    
    Target Award CalculationPosition:
    
    Executive DirectorBase Salary:
    
    $120,000Target Award Multiplier:
    
    25%Target Award (in dollars):
    
    $30,000 ($120,000 x 25%)Weighting of Corporate and Individual Goals for Executive DirectorsCorporate goals:
    
    75%Individual goals:
    
    25%Maximum Target AwardMaximum Target Award based on corporate performance:
    
    $22,500 ($30,000 x 75%)Maximum Target Award based on individual performance:
    
    $7,500 ($30,000 x 25%)Assumed payment multipliers based on assessment of corporate and individual performance:Award Multiplier for Corporate Goals (performance
generally met years objectives)
    
    75%Award Multiplier for Individual Goals (performance
generally exceeded objectives)
    
    125%Actual Incentive AwardCorporate component
    
    $16,875 ($22,500 x 75%)Individual component
    
    $9,375 ($ 7,500 x 125%)
 Payment of the Incentive Award
  5




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Exhibit 10.25
  Termination
  Absolute Right to Alter or Abolish the Plan
  Employment Duration/Employment Relationship
  6




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Exhibit 10.25
 2007 Management Incentive Compensation Plan
  Name:
    
    
    
    
    
    Date:(print)(signature)Please return signed copy to the Human Resources Department.
 7