Exhibit
10.4


 


ADOBE
SYSTEMS INCORPORATED


EXECUTIVE
ANNUAL INCENTIVE PLAN


FISCAL YEAR
2009


 


OBJECTIVES:


To drive growth and accountability, drive execution
of long-term strategy and operating plan, motivate and inspire employees to
contribute at peak performance.


 


PURPOSE:


As
part of the total compensation program, Adobe has designed an Annual Incentive
Plan for its 2009 fiscal year for certain executive officers. This Executive
Annual Incentive Plan (“AIP”) operates under, and is part of, the Adobe Systems
Incorporated Executive Cash Performance Bonus Plan, which has been approved by
Adobe’s Board of Directors and stockholders.


 


ELIGIBILITY:


Executive officers of the Company who are employed
(full time or part time) during the full eligibility period (fiscal year) and
who are regular employees of Adobe at the end of the eligibility period, are
eligible to participate in the AIP. If an executive officer is hired after the
beginning of the AIP eligibility period and the Committee determines that such
executive should be eligible to earn compensation under the AIP, the executive
officer’s actual bonus will be pro-rated based on the actual earned salary
during the AIP eligibility period. If the executive officer’s salary and/or AIP
annual bonus target percent changes during the AIP eligibility period, the
officer’s actual bonus will be pro-rated based on those adjusted figures as
follows:  the actual bonus will be based
on the number of days in the AIP period with the former AIP annual bonus target
percent/earned salary and the number of days in the AIP eligibility period with
the new AIP annual bonus target percent/earned salary. Except as provided in an
applicable severance plan in the event of a change of control or an individual
retention agreement with an executive, if the executive’s employment terminates
before the end of the AIP eligibility period, the executive will not be
eligible for a bonus payment, or any portion of a bonus payment. If an
executive is on a leave of absence for the entire AIP eligibility period, the
executive is not eligible for an AIP bonus. If the executive officer is on a
leave of absence for a portion of the AIP eligibility period, the officer will
be eligible for a bonus under the AIP based on actual salary earned during the
fiscal year (exclusive of any salary replacement benefits paid during the leave
via insurance).


 


EMPLOYEES COVERED BY INTERNAL REVENUE CODE
SECTION 162(M):


Notwithstanding
the foregoing eligibility provisions, to the extent it determines to be
necessary or desirable to achieve full deductibility of bonus compensation
awarded under the AIP, the Committee, in its sole discretion, (i) may
exclude from participation under the AIP those individuals who are or who may
likely be “covered employees” under Section 162(m) of the Internal
Revenue Code of 1986, as amended (“Section 162(m)”) whose employment in an
eligible position commenced after the Committee established the Threshold Goal
(described below), which generally will be a date not later than the 90th day of the AIP eligibility
period and (ii) may take other actions as necessary to ensure
deductibility of the compensation paid under the AIP.


 


HOW THE AIP WORKS


 


INCENTIVE BONUS TARGET:


An annual bonus target percent is designated for
each eligible participant. Each participant’s actual bonus is calculated, in
part (as further described below), as the product of the annual bonus target
percent and the actual base salary earned by the participant in the fiscal year.
For example, a Senior Vice President whose annual bonus target percent is 60%
and whose actual earned annual base salary is $400,000 would have his actual
bonus calculated by reference to $240,000 ($400,000 x 60%).


 

















 


If the Threshold Goal (described below) has been
attained, Adobe calculates how well the Company (Adobe Systems Incorporated,
together with its group of subsidiary companies) has performed against its
budgeted operating profit and revenue for the year. The Company must achieve at
least 75% of its budgeted non-GAAP operating profit (adjusted to include the
operating profit associated with 
shippable backlog at the end of the fiscal year and to exclude profit
sharing, quarterly incentive plan payments and annual incentive plan payments)
and 90% of its budgeted revenue (adjusted to reflect shippable backlog at the
end of the fiscal year), each based on the annual consolidated budget approved
by Adobe’s Board of Directors at the beginning of the fiscal year, in order for
eligible executives to earn any bonus under the AIP. If the Company attains
less than either of those targets, eligible executives will receive no bonus
under the AIP.


 


AIP THUS HAS FOUR COMPONENTS:


Threshold Goal, Corporate Result, Unit Multiplier
and Individual Achievement


 


THRESHOLD GOAL:


The
Committee established an objective, non-discretionary Company performance goal
for the AIP eligibility period based on one of the criteria approved by the
Company’s stockholders in 2006 (the “Threshold Goal”). If the Company achieves
the Threshold Goal, each executive who participates in the AIP is then eligible
to earn a maximum bonus under the AIP equal to 110% of such executive’s annual
bonus target, up to a maximum of $5 million (“Maximum Award”). Under the AIP
for 2009, the Threshold Goal is a minimum of 90% achievement against the
Company’s budgeted annual operating plan GAAP revenue. No bonuses will be
earned or payable under the AIP unless this Threshold Goal is achieved. If this
Threshold Goal is achieved, each executive’s bonus under the AIP is then
determined based on a formula that multiplies the executive’s annual bonus
target percent and earned salary (1) by either the Corporate Result or the
Unit Multiplier (the applicable percentage, which in no event may exceed 110%
corresponding to the Maximum Award percentage, is described below) and (2) by
that executive’s Individual Achievement (which in no event may exceed 100%). Thus,
the actual bonus payable to an executive under the AIP may never exceed the
Maximum Award, and the effect of the Corporate Result or the Unit Multiplier
and the executive’s Individual Achievement potentially is to reduce the bonus
earned as a result of the Company’s achievement of the Threshold Goal from the
Maximum Award to the actual bonus payable.


 


CORPORATE RESULT:


In addition to establishing the Threshold Goal, the
Committee established two additional corporate goals, which together form the “Corporate
Result.” The Corporate Result is a percentage that is calculated under a matrix.
The Corporate Result measures Adobe’s achievement against its budgeted revenue
target (adjusted to reflect shippable backlog), and Adobe’s achievement in
containing costs, as determined by reference to its achievement against its
budgeted non-GAAP operating profit target (adjusted to include the operating
profit associated with shippable backlog at the end of the fiscal year and to
exclude profit sharing, quarterly incentive plan payments and annual incentive
plan payments).


 


The Corporate Result percentage is zero, and each
Executive’s Maximum Award is reduced to zero, unless the Company achieves at
least 75% of its budgeted adjusted non-GAAP operating profit and 90% of its
budgeted adjusted revenue. If these minimum levels are achieved, the Corporate
Result is 23%. The maximum Corporate Result percentage is 110%, corresponding
to the Maximum Award percentage. The matrix used to calculate the actual
Corporate Result is attached as Exhibit A. The Corporate Result is used
instead of the Unit Multiplier in the calculation of  the actual bonus payable under the AIP if the
Corporate Result determined under the matrix is less than or equal to 100%.


 


2

















 


UNIT MULTIPLIER:


If the Corporate Result exceeds 100%, the Committee
in consultation with the CEO determines an additional percentage (the “Unit
Multiplier”) that expresses each business unit’s and functional unit’s
contribution toward the Company’s success during the AIP eligibility period.
The Unit Multiplier replaces the Corporate Result in calculating the actual
bonus payable under the AIP. The maximum Unit Multiplier is 110%, corresponding
to the Maximum Award percentage, and the minimum Unit Multiplier is 100%. The
Unit Multiplier is determined as follows:


 


1.               The Committee in consultation with the CEO
determines the product of (1) the Corporate Result and (2) the sum of
the dollar value of all AIP participants’ target incentive bonuses (the “Aggregate
Corporate Result” — expressed as a dollar amount).


 


2.               The Committee in consultation with the CEO
allocates the Aggregate Corporate Result among each of Adobe’s business and
functional units based on the relative contribution by each such business and
functional unit to the Company’s success in the AIP eligibility period (such
allocated amount, the “Unit Allocation”).


 


3.               For each unit, the Committee in consultation
with the CEO then divides the Unit Allocation by the sum of the dollar value of
the aggregate participant target bonuses within the particular unit. The
resulting percentage is the Unit Multiplier for that unit.


 


INDIVIDUAL ACHIEVEMENT:


The Committee in consultation with the CEO
determines each participant’s individual achievement multiplier (expressed as a
percentage not to exceed 100%, the “Individual Achievement”) based on that
executive’s achievement of certain goals selected for such executive at the
beginning of the AIP eligibility period from 3-5 categories of goals. The
categories are as follows:  Revenue
(BUs); Product Roadmap (BUs only); Strategic Objectives; People Management;
Expense Management. The weighting of goals will be largely discretionary within
fixed guidelines. For business units, the Revenue, Product Roadmap, and
Strategic Objectives must, in the aggregate, total 85%; People Management 10%;
and Expense Management 5%. For functional units and those business units with
no Revenue or Product Roadmap component, 85% of Individual Achievement will be
tied to one or more Strategic Objectives tied to the operating plan.


 


ADMINISTRATION:


AIP bonuses are paid on an annual basis
approximately 45-60 days after fiscal year-end. A 5% reduction will be applied
to the AIP bonus otherwise earned by any executive who fails to meet the annual
performance appraisal submission deadline. A separate 5% reduction will be
applied to the AIP bonus that would otherwise be earned by any executive who
fails to timely complete mandatory training during the fiscal year.
Participation in the AIP is at the discretion of the Committee, in consultation
with Company management. The Company reserves the right to interpret and to
make changes to or withdraw the AIP at any time, subject to applicable legal
requirements. All terms and conditions of the AIP are subject to compliance
with applicable law.


 


3

















 


Threshold Goal


 


IF ACTUAL GAAP REVENUE EQUALS OR EXCEEDS 90%, EACH
PARTICIPANT IS ELIGIBLE FOR A MAXIMUM AWARD OF 110% OF ANNUAL BONUS TARGET.


 


If Corporate Result is less than
or equal to 100%


 


EARNED SALARY X ANNUAL BONUS TARGET PERCENT  X CORPORATE RESULT X INDIVIDUAL ACHIEVEMENT =
BONUS


 


If Corporate Result exceeds 100%


 


EARNED SALARY X ANNUAL BONUS TARGET PERCENT  X UNIT MULTIPLIER X INDIVIDUAL ACHIEVEMENT =
BONUS


 


	
  Example (SVP)

  	
   

  	
  Corporate Results Exceeds

  100%

  	
   

  	
  Corporate Result Less than

  or Equal to 100%

  
	
  Earned Salary

  	
   

  	
  $400,000

  	
   

  	
  $400,000

  
	
  Annual Bonus Target

  	
   

  	
  $400,000 x 60% = $240,000

  	
   

  	
  $400,000 x 60% = $240,000

  
	
  Threshold Goal (% of AOP GAAP Revenue)

  	
   

  	
  100% of AOP Revenue

  	
   

  	
  95% of AOP Revenue

  
	
  Corporate Result (per matrix)

  	
   

  	
  100% Adjusted Revenue, 101% Adjusted Non-GAAP Operating Profit =
  102%*

  	
   

  	
  95% Adjusted Revenue, 96% Adjusted Non-GAAP Operating Profit = 75%

  
	
  Unit Multiplier

  	
   

  	
  105%

  	
   

  	
  n/a

  
	
  Individual Achievement

  	
   

  	
  100%

  	
   

  	
  90%

  
	
  Bonus Calculation Example

  	
   

  	
  $240,000 x 105% (Unit Mult.) x 100% (Ind.) = $252,000

  	
   

  	
  $240,000 x 75% (Corporate Result) x 90% (Ind.) = $162,000

  



 






*Does not apply because Unit Multiplier is in effect
in this example.


 


4

















 


EXHIBIT A


 


	
   

  	
  125%

  	
  99%

  	
  103%

  	
  107%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
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  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  124%

  	
  97%

  	
  101%

  	
  105%

  	
  109%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
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  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  123%

  	
  96%

  	
  100%

  	
  104%

  	
  108%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
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  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  122%

  	
  94%

  	
  98%

  	
  102%

  	
  106%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  121%

  	
  93%

  	
  97%

  	
  101%

  	
  105%

  	
  108%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  120%

  	
  91%

  	
  95%

  	
  99%

  	
  103%

  	
  107%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  119%

  	
  90%

  	
  94%

  	
  98%

  	
  102%

  	
  105%

  	
  109%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  118%

  	
  88%

  	
  92%

  	
  96%

  	
  100%

  	
  104%

  	
  108%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  117%

  	
  87%

  	
  91%

  	
  95%

  	
  99%

  	
  102%

  	
  106%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
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  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  116%

  	
  85%

  	
  89%

  	
  93%

  	
  97%

  	
  101%

  	
  105%

  	
  109%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  115%

  	
  84%

  	
  88%

  	
  92%

  	
  96%

  	
  99%

  	
  103%

  	
  107%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  114%

  	
  82%

  	
  86%

  	
  90%

  	
  94%

  	
  98%

  	
  102%

  	
  106%

  	
  109%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  113%

  	
  81%

  	
  85%

  	
  89%

  	
  93%

  	
  96%

  	
  100%

  	
  104%

  	
  108%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  112%

  	
  79%

  	
  83%

  	
  87%

  	
  91%

  	
  95%

  	
  99%

  	
  103%

  	
  106%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  111%

  	
  78%

  	
  82%

  	
  86%

  	
  90%

  	
  93%

  	
  97%

  	
  101%

  	
  105%

  	
  109%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  110%

  	
  76%

  	
  80%

  	
  84%

  	
  88%

  	
  92%

  	
  96%

  	
  100%

  	
  103%

  	
  107%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  109%

  	
  75%

  	
  79%

  	
  83%

  	
  87%

  	
  90%

  	
  94%

  	
  98%

  	
  102%

  	
  106%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  108%

  	
  73%

  	
  77%

  	
  81%

  	
  85%

  	
  89%

  	
  93%

  	
  97%

  	
  100%

  	
  104%

  	
  108%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  107%

  	
  72%

  	
  76%

  	
  80%

  	
  84%

  	
  87%

  	
  91%

  	
  95%

  	
  99%

  	
  103%

  	
  107%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  
	
   

  	
  106%

  	
  70%

  	
  74%

  	
  78%

  	
  82%

  	
  86%

  	
  90%

  	
  94%

  	
  97%

  	
  101%

  	
  105%

  	
  109%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  109%

  
	
   

  	
  105%

  	
  69%

  	
  73%

  	
  77%

  	
  81%

  	
  84%

  	
  88%

  	
  92%

  	
  96%

  	
  100%

  	
  104%

  	
  108%

  	
  109%

  	
  110%

  	
  110%

  	
  110%

  	
  110%

  	
  109%

  	
  108%

  	
  108%

  	
  107%

  	
  107%

  
	
   

  	
  104%

  	
  67%

  	
  71%

  	
  75%

  	
  79%

  	
  83%

  	
  87%

  	
  91%

  	
  94%

  	
  98%

  	
  102%

  	
  106%

  	
  107%

  	
  109%

  	
  108%

  	
  108%

  	
  107%

  	
  107%

  	
  106%

  	
  105%

  	
  105%

  	
  104%

  
	
   

  	
  103%

  	
  66%

  	
  70%

  	
  74%

  	
  78%

  	
  81%

  	
  85%

  	
  89%

  	
  93%

  	
  97%

  	
  101%

  	
  105%

  	
  106%

  	
  106%

  	
  106%

  	
  105%

  	
  105%

  	
  104%

  	
  103%

  	
  103%

  	
  102%

  	
  102%

  
	
   

  	
  102%

  	
  64%

  	
  68%

  	
  72%

  	
  76%

  	
  80%

  	
  84%

  	
  88%

  	
  91%

  	
  95%

  	
  99%

  	
  103%

  	
  104%

  	
  104%

  	
  103%

  	
  103%

  	
  102%

  	
  102%

  	
  101%

  	
  100%

  	
  100%

  	
  99%

  
	
   

  	
  101%

  	
  63%

  	
  67%

  	
  71%

  	
  75%

  	
  78%

  	
  82%

  	
  86%

  	
  90%

  	
  94%

  	
  98%

  	
  102%

  	
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  101%

  	
  101%

  	
  100%

  	
  100%

  	
  99%

  	
  99%

  	
  98%

  	
  97%

  	
  97%

  
	
  Operating 

  	
  100%

  	
  61%

  	
  65%

  	
  69%

  	
  73%

  	
  77%

  	
  81%

  	
  85%

  	
  88%

  	
  92%

  	
  96%

  	
  100%

  	
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  98%

  	
  98%

  	
  97%

  	
  97%

  	
  96%

  	
  96%

  	
  95%

  	
  94%

  
	
  Profit

  	
  99%

  	
  60%

  	
  64%

  	
  68%

  	
  72%

  	
  75%

  	
  79%

  	
  83%

  	
  87%

  	
  91%

  	
  95%

  	
  98%

  	
  97%

  	
  96%

  	
  96%

  	
  95%

  	
  95%

  	
  94%

  	
  94%

  	
  93%

  	
  92%

  	
  92%

  
	
   

  	
  98%

  	
  58%

  	
  62%

  	
  66%

  	
  70%

  	
  74%

  	
  78%

  	
  82%

  	
  85%

  	
  89%

  	
  93%

  	
  95%

  	
  95%

  	
  94%

  	
  93%

  	
  93%

  	
  92%

  	
  92%

  	
  91%

  	
  91%

  	
  90%

  	
  89%

  
	
   

  	
  97%

  	
  57%

  	
  61%

  	
  65%

  	
  69%

  	
  72%

  	
  76%

  	
  80%

  	
  84%

  	
  88%

  	
  91%

  	
  93%

  	
  92%

  	
  91%

  	
  91%

  	
  90%

  	
  90%

  	
  89%

  	
  89%

  	
  88%

  	
  88%

  	
  87%

  
	
   

  	
  96%

  	
  55%

  	
  59%

  	
  63%

  	
  67%

  	
  71%

  	
  75%

  	
  79%

  	
  82%

  	
  86%

  	
  89%

  	
  90%

  	
  90%

  	
  89%

  	
  88%

  	
  88%

  	
  87%

  	
  87%

  	
  86%

  	
  86%

  	
  85%

  	
  85%

  
	
   

  	
  95%

  	
  54%

  	
  58%

  	
  62%

  	
  66%

  	
  69%

  	
  73%

  	
  77%

  	
  81%

  	
  85%

  	
  86%

  	
  88%

  	
  87%

  	
  87%

  	
  86%

  	
  85%

  	
  85%

  	
  84%

  	
  84%

  	
  83%

  	
  83%

  	
  82%

  
	
   

  	
  94%

  	
  52%

  	
  56%

  	
  60%

  	
  64%

  	
  68%

  	
  72%

  	
  76%

  	
  79%

  	
  82%

  	
  84%

  	
  85%

  	
  85%

  	
  84%

  	
  84%

  	
  83%

  	
  82%

  	
  82%

  	
  81%

  	
  81%

  	
  80%

  	
  80%

  
	
   

  	
  93%

  	
  51%

  	
  55%

  	
  59%

  	
  63%

  	
  66%

  	
  70%

  	
  74%

  	
  78%

  	
  80%

  	
  81%

  	
  83%

  	
  82%

  	
  82%

  	
  81%

  	
  80%

  	
  80%

  	
  79%

  	
  79%

  	
  78%

  	
  78%

  	
  77%

  
	
   

  	
  92%

  	
  49%

  	
  53%

  	
  57%

  	
  61%

  	
  65%

  	
  69%

  	
  73%

  	
  76%

  	
  77%

  	
  79%

  	
  80%

  	
  80%

  	
  79%

  	
  79%

  	
  78%

  	
  77%

  	
  77%

  	
  76%

  	
  76%

  	
  75%

  	
  75%

  
	
   

  	
  91%

  	
  48%

  	
  52%

  	
  56%

  	
  60%

  	
  63%

  	
  67%

  	
  71%

  	
  73%

  	
  75%

  	
  76%

  	
  78%

  	
  77%

  	
  77%

  	
  76%

  	
  76%

  	
  75%

  	
  74%

  	
  74%

  	
  73%

  	
  73%

  	
  72%

  
	
   

  	
  90%

  	
  46%

  	
  50%

  	
  54%

  	
  58%

  	
  62%

  	
  66%

  	
  69%

  	
  71%

  	
  72%

  	
  74%

  	
  75%

  	
  75%

  	
  74%

  	
  74%

  	
  73%

  	
  73%

  	
  72%

  	
  71%

  	
  71%

  	
  70%

  	
  70%

  
	
   

  	
  89%

  	
  45%

  	
  49%

  	
  53%

  	
  57%

  	
  60%

  	
  64%

  	
  67%

  	
  68%

  	
  70%

  	
  71%

  	
  73%

  	
  72%

  	
  72%

  	
  71%

  	
  71%

  	
  70%

  	
  70%

  	
  69%

  	
  68%

  	
  68%

  	
  67%

  
	
   

  	
  88%

  	
  43%

  	
  47%

  	
  51%

  	
  55%

  	
  59%

  	
  63%

  	
  64%

  	
  66%

  	
  67%

  	
  69%

  	
  70%

  	
  70%

  	
  69%

  	
  69%

  	
  68%

  	
  68%

  	
  67%

  	
  66%

  	
  66%

  	
  65%

  	
  65%

  
	
   

  	
  87%

  	
  42%

  	
  46%

  	
  50%

  	
  54%

  	
  57%

  	
  60%

  	
  62%

  	
  63%

  	
  65%

  	
  66%

  	
  68%

  	
  67%

  	
  67%

  	
  66%

  	
  66%

  	
  65%

  	
  65%

  	
  64%

  	
  63%

  	
  63%

  	
  62%

  
	
   

  	
  86%

  	
  40%

  	
  44%

  	
  48%

  	
  52%

  	
  56%

  	
  58%

  	
  59%

  	
  61%

  	
  62%

  	
  64%

  	
  65%

  	
  65%

  	
  64%

  	
  64%

  	
  63%

  	
  63%

  	
  62%

  	
  62%

  	
  61%

  	
  60%

  	
  60%

  
	
   

  	
  85%

  	
  39%

  	
  43%

  	
  47%

  	
  51%

  	
  54%

  	
  55%

  	
  57%

  	
  58%

  	
  60%

  	
  61%

  	
  63%

  	
  62%

  	
  62%

  	
  61%

  	
  61%

  	
  60%

  	
  60%

  	
  59%

  	
  59%

  	
  58%

  	
  57%

  
	
   

  	
  84%

  	
  37%

  	
  41%

  	
  45%

  	
  49%

  	
  51%

  	
  53%

  	
  54%

  	
  56%

  	
  57%

  	
  59%

  	
  61%

  	
  60%

  	
  59%

  	
  59%

  	
  58%

  	
  58%

  	
  57%

  	
  57%

  	
  56%

  	
  55%

  	
  55%

  
	
   

  	
  83%

  	
  36%

  	
  40%

  	
  44%

  	
  47%

  	
  49%

  	
  50%

  	
  52%

  	
  53%

  	
  55%

  	
  57%

  	
  58%

  	
  58%

  	
  57%

  	
  56%

  	
  56%

  	
  55%

  	
  55%

  	
  54%

  	
  54%

  	
  53%

  	
  52%

  
	
   

  	
  82%

  	
  34%

  	
  38%

  	
  42%

  	
  45%

  	
  46%

  	
  48%

  	
  49%

  	
  51%

  	
  52%

  	
  54%

  	
  56%

  	
  55%

  	
  54%

  	
  54%

  	
  53%

  	
  53%

  	
  52%

  	
  52%

  	
  51%

  	
  51%

  	
  50%

  
	
   

  	
  81%

  	
  33%

  	
  37%

  	
  41%

  	
  42%

  	
  44%

  	
  45%

  	
  47%

  	
  48%

  	
  50%

  	
  52%

  	
  53%

  	
  53%

  	
  52%

  	
  51%

  	
  51%

  	
  50%

  	
  50%

  	
  49%

  	
  49%

  	
  48%

  	
  48%

  
	
   

  	
  80%

  	
  31%

  	
  35%

  	
  38%

  	
  40%

  	
  41%

  	
  43%

  	
  44%

  	
  46%

  	
  48%

  	
  49%

  	
  51%

  	
  50%

  	
  50%

  	
  49%

  	
  48%

  	
  48%

  	
  47%

  	
  47%

  	
  46%

  	
  46%

  	
  45%

  
	
   

  	
  79%

  	
  30%

  	
  34%

  	
  36%

  	
  37%

  	
  39%

  	
  40%

  	
  42%

  	
  44%

  	
  45%

  	
  47%

  	
  48%

  	
  48%

  	
  47%

  	
  47%

  	
  46%

  	
  45%

  	
  45%

  	
  44%

  	
  44%

  	
  43%

  	
  43%

  
	
   

  	
  78%

  	
  28%

  	
  32%

  	
  33%

  	
  35%

  	
  36%

  	
  38%

  	
  39%

  	
  41%

  	
  43%

  	
  44%

  	
  46%

  	
  45%

  	
  45%

  	
  44%

  	
  43%

  	
  43%

  	
  42%

  	
  42%

  	
  41%

  	
  41%

  	
  40%

  
	
   

  	
  77%

  	
  27%

  	
  29%

  	
  31%

  	
  32%

  	
  34%

  	
  35%

  	
  37%

  	
  39%

  	
  40%

  	
  42%

  	
  43%

  	
  43%

  	
  42%

  	
  42%

  	
  41%

  	
  40%

  	
  40%

  	
  39%

  	
  39%

  	
  38%

  	
  38%

  
	
   

  	
  76%

  	
  25%

  	
  27%

  	
  28%

  	
  30%

  	
  31%

  	
  33%

  	
  35%

  	
  36%

  	
  38%

  	
  39%

  	
  41%

  	
  40%

  	
  40%

  	
  39%

  	
  39%

  	
  38%

  	
  37%

  	
  37%

  	
  36%

  	
  36%

  	
  35%

  
	
   

  	
  75%

  	
  23%

  	
  24%

  	
  26%

  	
  27%

  	
  29%

  	
  31%

  	
  32%

  	
  34%

  	
  35%

  	
  37%

  	
  38%

  	
  38%

  	
  37%

  	
  37%

  	
  36%

  	
  36%

  	
  35%

  	
  34%

  	
  34%

  	
  33%

  	
  33%

  
	
   

  	
   

  	
  90%

  	
  91%

  	
  92%

  	
  93%

  	
  94%

  	
  95%

  	
  96%

  	
  97%

  	
  98%

  	
  99%

  	
  100%

  	
  101%

  	
  102%

  	
  103%

  	
  104%

  	
  105%

  	
  106%

  	
  107%

  	
  108%

  	
  109%

  	
  110%

  



Revenue


 


5