exv10w28






Exhibit 10.28




SUMMARY OF 2010 EXECUTIVE COMPENSATION




     The Company’s 2010 executive compensation, as approved by the Compensation Committee of the
Board of Directors, is substantially consistent with 2009 executive compensation and consists of
cash bonuses and equity incentives. With the guidance of a compensation consultant, executive
compensation was derived from third-party compensation survey data for comparable companies and
executive positions and is based upon performance targets and payments tied to a percentage of base
pay. The key elements of executive compensation  are as follows:



Bonus Incentive Compensation:




     Annual cash incentive bonuses are intended to compensate for the achievement of Company
strategic, operational and financial goals and/or individual performance objectives. Amounts
payable are discretionary and typically calculated as a percentage of the applicable executive’s
base salary, with higher ranked executives typically being compensated at a higher percentage of
base salary. Individual objectives are tied to the particular area of expertise of the employee
and their performance in attaining those objectives relative to external forces, internal resources
utilized and overall individual effort. The Compensation Committee works with the Chief Executive
Officer to develop and approve the performance goals for each executive and the Company as a whole.
The goals established by the Compensation Committee and the Board of
Directors are based on the Company’s historical operating results and growth rates, as well as
expected future results, and are
designed to require significant effort and operational success on the
part of the executives and
the Company. These bonus awards are in two levels based on the Company achieving certain specified
operating metrics, including revenue and operating profit. The applicable bonus payable will be
paid following the completion of 2010.



     The following table sets forth the 2010 salary and bonus, assuming achievement of 100% of the
target based on the foregoing criteria, for each of the Company’s named executive officers (as
defined in Item 402(a)(3) of Regulation S-K):



	 	 	 	 	 	 	 	 	 
	 	 	2010	 	Cash Bonus
	 	 	Base	 	(Assuming Achievement
	Name of Executive Officer	 	Salary	 	of 100% of Target)
	Michael K. Simon
	 	$	330,000	 	 	$	330,000	 
	James F. Kelliher
	 	$	245,000	 	 	$	122,500	 
	Kevin K. Harrison
	 	$	215,000	 	 	$	175,000	 
	Marton B. Anka
	 	$	236,500	 	 	$	118,250	 
	Michael J. Donahue
	 	$	200,000	 	 	$	50,000	 






Equity Incentive Compensation:




     
The Company’s equity award program is the primary vehicle for
offering long-term incentives to its executives. In determining these
awards, the Compensation Committee considers a number of factors,
including the Company’s overall performance, the applicable executive’s overall performance and
contribution to the Company’s overall performance, the size of awards granted to other
executives and senior employees, the size of the available option pool and the recommendations of
management. The following option grants to executives were granted under the Company’s 2009 Stock
Incentive Plan and have an exercise price of $18.98 per share, the closing price of the Company’s
common stock on February 19, 2010. The stock option grants to each executive officer vest in four equal installments over a four-year
period commencing on the first anniversary of the date of grant:



	 	 	 	 	 
	 	 	2010 Stock
	Name	 	Option Grants
	Michael K. Simon
	 	 	129,000	 
	James F. Kelliher
	 	 	40,000	 
	Kevin K. Harrison
	 	 	50,000	 
	Marton B. Anka
	 	 	50,000	 
	Michael J. Donahue
	 	 	14,000