Form of 2012 Management Incentive Plan



 Exhibit 10.1 
 RealPage Confidential 
 Management Incentive Plan 

Approved by Compensation Committee 02/22/12 
 RealPage 2012 
 Management Incentive Plan 

 

													
	 Participant
	 	EMPLOYEE NAME	  	Division	 	DIVISION
	 Target Award % (1)
	 	PERCENTAGE	  	Eligibility Date:	 	DATE

  

															
	 Criteria
	  	Weight	 	  	Target
	 Corporate Revenue
	  	 	XX%	  	  	Each criterion has a target, a minimum, and a maximum. The target pays out at 100%. The minimum is 0% and the maximum is
200%.
	 Corporate EBITDA
	  	 	XX%	  	  
	 Divisional Revenue
	  	 	XX%	  	  
	 Divisional Profit
	  	 	XX%	  	  
	 Individual Performance (4)
	  	 	XX%	  	  	See Below

  

	(1)	Target Award % represents the percentage of base salary earned during the eligible portion of the year which is achieved at target. 


	(2)	Corporate Revenue & EBITDA objectives are confidential and will not be disclosed until year end results are released. Divisional revenue & profit
objectives may be disclosed, but should be kept strictly confidential. 


	(3)	Targets (including minimums and maximums) and awards may be adjusted by the compensation committee based on (i) risk assessment inherent in the target and
(ii) special circumstances that were not anticipated when the targets were established. 


	(4)	Achievement of strategic goals & initiatives identified in the individual’s MIP plan as well as individual performance ratings and rankings will be used
in the calculation of the individual rating. 

 The 2012 RealPage Management Incentive Plan (“MIP”) is intended to
reward mid-level and senior managers with bonus compensation based on the achievement of corporate, group, departmental and individual objectives. To be eligible to earn bonus awards under this plan, a participant must: 

 

	 	i.	be a regular, full-time employee for at least 3 months during 2012; 

  

	 	ii.	be a regular, full-time employee on the date of payment of each award; 

  

	 	iii.	be a senior manager grade E13 or above; 

  

	 	iv.	not be on another incentive plan; and 

  

	 	v.	achieve an individual performance rating above 3.5. 

 In addition, to be eligible to receive a bonus, minimum 2012 Revenue and EBITDA objectives for the Company must be met. 
 A new manager will be eligible to initiate participation in the MIP beginning the first full month after the individual’s date of hire or promotion. Bonus awards will be prorated for the period of
time the participant is a member of the plan; e.g., the bonus for a qualified manager hired on June 23rd would be prorated by 50%. Determination of how much is awarded to each participant is a function of up to five criteria. Achievement of
objectives and goals will be determined by the Compensation Committee of the Board of Directors based on recommendations made by the President. Possible ratings range from 0% to 200% for each category. Awards will be made when declared in cash less
required taxes and withholdings. 
 Example 
 Assume annual base salary earned during the year for a manager is $100K. The target award for this individual is 20% of base salary. Participant in the plan is based on the following weightings:

  

					
	 Corporate Revenue
	  	 	15	% 
	 Corporate EBITDA
	  	 	10	% 
	 Divisional Revenue
	  	 	30	% 
	 Divisional Profit
	  	 	20	% 
	 Individual Performance
	  	 	25	% 

 The compensation committee of the Board of Directors determines corporate revenue objective is halfway between the 100%
and 200% target, so this rating is 150%. EBITDA is also halfway between 100% and 200% goal so this rating is 150%. The division achieves both its revenue and profit goals, but does not exceed them. The employee’s individual performance
achievement was worth 125% of the individual target. The bonus award for this individual would be computed as follows: 
  

																			
	(1)	  	Bonus based on corporate revenue achievement	  	 	=	  	  	$100,000 * .2 * .15 * 1.50	 	 	=	  	  	$	 4,500	  
	(2)	  	Bonus based on corporate EBITDA achievement	  	 	=	  	  	$100,000 * .2 * .10 * 1.50	 	 	=	  	  	$	3,000	  
	(3)	  	Bonus based on divisional revenue achievement	  	 	=	  	  	$100,000 * .2 * .30 * 1.00	 	 	=	  	  	$	6,000	  
	(4)	  	Bonus based on divisional profit achievement	  	 	=	  	  	$100,000 * .2 * .20 * 1.00	 	 	=	  	  	$	4,000	  
	(5)	  	Bonus based on individual goals & initiatives	  	 	=	  	  	$100,000 * .2 * .25 * 1.25	 	 	=	  	  	$	6,250	  
		  		  				  		  		 				  	  
	  
	 
		  	Total Award	  				  		  		 				  	$	23,750	  








 RealPage Confidential 
 Management Incentive Plan 
 Approved by Compensation Committee 02/22/12 

Additional Terms and Conditions: 

All payments under the Management Incentive Plan shall be subject to standard withholding policies of the Company, including, without limitation,
withholding for Federal Income Tax, FICA, Medicare, etc. 
 The Management Incentive Plan may be modified or terminated from time to time or at
any time by the Company or the Compensation Committee at the Company’s or the Compensation Committee’s sole discretion. 
 Unless
provided otherwise a written employment agreement executed by the participant and an authorized representative of the Company, all participants in the Management Incentive Plan are employed “at will” and may be terminated at any time, at
the sole discretion of the Company. The Management Incentive Plan does not constitute an employment agreement, nor does it constitute a guarantee of continued employment. 
 A participant must be employed by the Company as a regular full-time employee on the date of any payment under the Management Incentive Plan. 
 This Management Incentive Plan is only effective for calendar year 2012. 
 By executing this
Management Incentive Plan, the undersigned acknowledges that (s)he has read the MIP, understands the MIP and agrees to be bound by the provisions of the MIP. 
  

			
	 
	Employee Name
	
	
	 
	DATE