Exhibit 10.23







PHARMERICA CORPORATION







SUMMARY OF







2014 SHORT-TERM INCENTIVE PROGRAM – CEO







AND







2014 SHORT-TERM INCENTIVE PROGRAM












2014 Short-Term Incentive Program – CEO







On March 11, 2014, the Board of Directors of PharMerica Corporation (the “Corporation”), upon recommendation of the Compensation Committee, adopted the 2014 Short-Term Incentive Program (the “CEO STIP”) under the PharMerica Corporation 2007 Omnibus Incentive Plan, as amended (the “Omnibus Plan”), for the Corporation’s Chief Executive Officer, Mr. Gregory Weishar. The CEO STIP provides for a performance-based annual cash award to Mr. Weishar.







Performance Cycle. The STIP performance cycle is for the current year, beginning on January 1, 2014 and ending on December 31, 2014.







Maximum Award. If the Corporation’s Adjusted EBITDA (as defined below) is equal to or greater than a target Adjusted EBITDA for the 2014 fiscal year, then Mr. Weishar is eligible to receive a payment under the CEO STIP equal to the lesser of (i) 2.2% of Adjusted EBITDA for the 2014 fiscal year; or (ii) $2 million (the “Maximum Award”). The Compensation Committee, in its sole discretion, may decrease the Maximum Award based on its assessment of the Corporation’s performance, the Chief Executive Officer’s individual performance, or any other factors it considers relevant, however in no event may the Compensation Committee reduce the Maximum Award below the annual bonus amount for the Chief Executive Officer (the “Bonus Amount”).







Bonus Amount. The target Bonus Amount for Mr. Weishar is 125% of 2014 Base Salary. Fifty percent (50%) of the target Bonus Amount is based on the Corporation’s performance and 50% of the target Bonus Amount is based on individual performance goals. The Corporation must at least meet threshold Adjusted EBITDA of 80.0% of the target Adjusted EBITDA amount in order for any payment to be made under the individual performance-based component.







The Corporation’s performance will be measured by comparing the Corporation’s annual earnings before interest, taxes, depreciation and amortization, and other amounts as reported in the Corporation’s disclosures in its Form 10-K as of and for the year ended December 31, 2014, except that there shall not be an add-back for stock based and deferred compensation (“Adjusted EBITDA”), to a target Adjusted EBITDA for the entire 2014 fiscal year. Individual performance will be measured by comparing certain individual performance metrics to the target individual performance metrics determined by the Compensation Committee.








 


The actual Bonus Amount is based on the percentage of the performance target achieved. Generally, the percentage of the Bonus Amount earned at the end of the performance cycle will be determined according to the following schedule; however the actual Bonus Amount will be interpolated between the percentages set forth in the chart based on actual results:


 


	
Performance Achievement

	
 

	
Payout Level


	
< 80.0% of Performance Target

	
 

	
0.0% of Award Target


	
80.0% of Performance Target

	
 

	
40.0% of Award Target


	
90.0% of Performance Target

	
 

	
70.0% of Award Target


	
96.0% of Performance Target

	
 

	
88.0% of Award Target


	
100.0% of Performance Target

	
 

	
100.0% of Award Target


	
105.0% of Performance Target

	
 

	
118.8% of Award Target


	
110.0% of Performance Target

	
 

	
137.5% of Award Target


	
115.0% of Performance Target

	
 

	
156.3% of Award Target


	
120.0% of Performance Target

	
 

	
175.0% of Award Target


	
> 120.0% of Performance Target

	
 

	
175.0% of Award Target










2014 Short-Term Incentive Program







On March 11, 2014, the Board of Directors of the Corporation, upon recommendation of the Compensation Committee, adopted the 2014 Short-Term Incentive Program (the “STIP”) under the Omnibus Plan. The STIP provides for performance-based annual cash awards to the Corporation’s executive officers, and certain other officers and employees of the Corporation. The STIP advances the Corporation’s commitment to performance-based compensation practices by providing participants an opportunity to earn annual cash bonuses upon achievement of certain pre-established short-term performance objectives.







Eligibility. Officers and employees of the Corporation may receive STIP cash awards as determined by the Board of Directors or the Compensation Committee.







Performance Cycle. The STIP performance cycle is for the current year, beginning on January 1, 2014 and ending on December 31, 2014.







Award Targets. The amount of the awards under the STIP are based on individual participant bonus targets. Individual participant bonus targets are established for each participant by the Compensation Committee, in the case of the senior executive officers reporting to the Chief Executive Officer, and by the Chief Executive Officer, for other participants, based upon a determination of the appropriate bonus target amounts which will enable the Corporation to remain competitive, to retain and recruit top employees, and to align such employee’s interests with certain strategic initiatives of the Corporation. Individual non-executive participant bonus targets range from 5% to 100% of base salary on December 31, 2014, with targets for the Corporation’s executive officers between 25% and 125% of base salary.


















The Compensation Committee established the bonus targets under the STIP for the Corporation’s fiscal 2013 Named Executive Officers, other than the principal executive officer, as follows:







	
Executive

	
 

	
Title

	
 

	
Bonus Target


	
David Froesel

	
 

	
Executive Vice President, Chief Financial Officer and Treasurer

	
 

	
80% of base salary


	
Robert McKay

	
 

	
Senior Vice President of Purchasing and Trade Relations

	
 

	
65% of base salary


	
Thomas Caneris

	
 

	
Senior Vice President, General Counsel, Chief Compliance Officer and Secretary

	
 

	
70% of base salary










Performance Criteria. The performance criteria under the STIP is divided into a company performance-based component and individual/group performance-based component for different employees. The breakdown for the Named Executive Officers, other than the Chief Executive Officer, is as set forth in the chart below. The Corporation must at least meet threshold Adjusted EBITDA of 80.0% of target in order for any payment to be made to a Named Executive Officer under the individual/group performance-based components of the STIP.







	
Executive

		
Title

	 	
Company


Performance

	 	 	
Individual/Group


Performance

	 
	
David Froesel

		
Executive Vice President, Chief Financial Officer and Treasurer

	 	 	
50

	
%

	 	 	
50

	
%


	
Robert McKay

		
Senior Vice President of Purchasing and Trade Relations

	 	 	
50

	
%

	 	 	
50

	
%


	
Thomas Caneris

		
Senior Vice President, General Counsel, Chief Compliance Officer and Secretary

	 	 	
50

	
%

	 	 	
50

	
%










Under the STIP, company performance will be measured by comparing the Corporation’s Adjusted EBITDA, to a target Adjusted EBITDA for the entire 2014 fiscal year. Individual/group performance will be measured by comparing certain individual/group performance metrics to target individual/group performance metrics established by the Corporation’s Compensation Committee in consultation with the Chief Executive Officer for the Named Executive Officers other than the Chief Executive Officer.













 


Award Payouts. Award payout levels are based on the percentage of the performance target achieved. Generally, the percentage of the award earned at the end of the performance cycle will be determined according to the following schedule; however the actual award payout will be interpolated between the percentages set forth in the chart based on actual results:







	
Performance Achievement

	
 

	
Payout Level


	
< 80.0% of Performance Target

	
 

	
0.0% of Award Target


	
80.0% of Performance Target

	
 

	
40.0% of Award Target


	
90.0% of Performance Target

	
 

	
70.0% of Award Target


	
96.0% of Performance Target

	
 

	
88.0% of Award Target


	
100.0% of Performance Target

	
 

	
100.0% of Award Target


	
105.0% of Performance Target

	
 

	
118.8% of Award Target


	
110.0% of Performance Target

	
 

	
137.5% of Award Target


	
115.0% of Performance Target

	
 

	
156.3% of Award Target


	
120.0% of Performance Target

	
 

	
175.0% of Award Target


	
> 120.0% of Performance Target

	
 

	
175.0% of Award Target










Payment of Awards. Payment of STIP awards will be made in cash. Awards will be paid on a specific date by which the Compensation Committee reasonably expects that the Corporation’s Adjusted EBITDA for the year on which the award was based will have been reported. The Corporation will make the payment of the STIP awards to participants as soon as administratively practicable following the date of the award determination.







Vesting and Forfeiture. STIP participants must remain continuously employed full-time by the Corporation until the award payment date in order to be entitled to receive a payout of an STIP award.







Other Terms & Provisions. STIP participants are not permitted to transfer STIP awards, except by will or the laws of descent and distribution. The Corporation is entitled to withhold from any payments of awards under the STIP any and all amounts required to be withheld for federal, state and local withholding taxes. The Compensation Committee has the discretion to change terms and conditions of STIP awards as it deems necessary to ensure that the STIP awards satisfy all requirements for “performance-based compensation” within the meaning of Section 162(m)(4)(c) of the Internal Revenue Code.