Exhibit 10.27 Annual Salaried Incentive Plan 4Q14


Exhibit 10.27




2014 ANNUAL INCENTIVE PLAN


Purpose 
The purpose of the 2014 Annual Incentive Plan (the “Plan”) is to attract, retain, motivate, and reward salaried employees for successful Company, Business Unit and individual performance with awards that are commensurate with the level of performance attained.  


Eligibility
Each salaried employee employed by U. S. Concrete and its 100% owned subsidiary companies will be considered an eligible participant in the Plan.  


In order to receive any award under this Plan, the employee must be an active employee or on an approved leave of absence at the time of the payment of any bonus award.  Employees who leave the Company, either voluntarily or involuntarily, prior to the payment of the bonus award will be ineligible for an award. 


Salaried employees hired prior to November 1, 2014 will receive a pro-rata share for any award they are eligible to receive under the provisions of the Plan.  Employees hired on or after November 1 are ineligible for a 2014 bonus award. 


In order to receive an award, an Individual Performance Review must be completed by the salaried employee’s supervisor and submitted to Human Resources on or before January 31, 2015.  


Threshold Performance Level
In order for a bonus to be awarded, the overall Company EBITDA performance must be equal to or greater than 80% of budget.  The EBITDA performance to budget can be adjusted at the discretion of the Compensation Committee to reflect non-recurring items, and/or the impact of acquisitions and divestitures.


As the Company and Business Unit EBITDA increases, so does the bonus pool dollars and the percent of target bonus payout (Exhibit I).   


In the event that the overall Company EBITDA performance to budget does not exceed 80%, the Compensation Committee may approve the creation of a reduced bonus pool for award to specific individuals and/or Business Units with superior performance. 


Award Calculation
The percent of a target bonus available is determined first by the size of the bonus pool created by the Company’s EBITDA performance to budget, and then by (i) the Company’s EBITDA performance, (ii) the Business Unit’s EBITDA performance, and (iii) the individual’s performance relative to specific goals and objectives.  


The weighting for each of these three performance criteria is as follows: 



















Employees Grade 16 and Above:
	
			
	 
	Criteria
	Weighting Range

	U.S. Concrete
	EBITDA
	20-30%*

	Business Unit
	EBITDA
	45%

	Individual
	Individual Goal Performance
	25-35%

	 
	 
	 

	Total
	 
	100%






The criteria weighting established by the Chief Executive Officer for the Vice President/General Manager of each Business Unit must be applied to all plan participants Grade 16 and higher within that Business Unit.  


Employees Grade 15 and Below:
	
			
	 
	Criteria
	Weighting Range

	U.S. Concrete
	EBITDA
	20-25%*

	Business Unit
	EBITDA
	50%

	Individual
	Individual Goal Performance
	25-30%

	 
	 
	 

	Total
	 
	100%






The Vice President/General Manager of each Business Unit has the discretion to determine the appropriate criteria weighting, within the above listed ranges, for individual participants in Grade 15s and below. 


*The bonus award for eligible employees in the Corporate Office will be based 75% on the total U.S. Concrete EBITDA performance.


Individual Performance
Each employee’s individual performance target bonus is based on their salary grade level and is expressed as a percentage of their annual base pay (see Exhibit II).  


Employees who are promoted into a higher grade level position prior to June 1, 2014 will have their bonus calculated on the higher target bonus percentage (and base salary if appropriate).  The target bonus percentage for employees promoted on or after June 1 will be prorated to reflect the mid-year grade level and salary increase.


An employee’s performance relative to their annual goals and objectives will be evaluated and based upon the Individual Goals and Objectives - Performance Rating Scale, attached as Exhibit III.  This scale allows employees with superior goal performance to receive a larger percentage of their target bonus.  


Bonus Awards 
All bonus awards are contingent on the approval of the Compensation Committee and Board of Directors.  All payments will be paid as soon as administratively feasible after the previous year’s financial results are finalized.  An individual may not receive more than 150% of their target bonus.


Plan Administration
The Plan shall be administered by the Chief Executive Officer, the Chief Financial Officer, and the Vice President of Human Resources, referred to collectively hereafter as the “Plan Administrators.”  The Plan Administrators shall have sole authority to construe and interpret the Plan, to establish, amend, and rescind rules and regulations relating to the Plan, to exercise discretion in interpolating performance levels and award payouts outside of or within designated ranges, and to take all such steps and make all such 







determinations in connection with the Plan and Bonus Payments granted hereunder as it may deem necessary or advisable, which determination shall be final and binding upon all Participants.


Plan Communication
A copy of the Plan (including Exhibits) and the performance review form should be distributed to each eligible employee.


Retirement, Termination, Death and Disability
The Plan Administrators may, but are not required to, grant a pro-rated bonus award as it deems advisable to an eligible employee (or beneficiary in the event of death) who terminates employment during 2014 due to retirement, involuntary termination not for cause, or disability.  Payment of this pro-rated bonus will be made at the same time payment is made to other participants in accordance with the terms and conditions of this Plan, and may require the participants to sign a waiver and release with the Company.


No Right to Continued Employment
The Plan shall not create any contractual or other right to receive a bonus award or other benefits in the future.  All determinations with respect to any such payments shall be made at the sole discretion of the Plan Administrators.  An employee’s participation in the Plan shall not create a right to further employment nor interfere with the ability of the Company to terminate their employment with or without cause.


Termination
The Plan is in effect for the 2014 calendar year.  The Plan Administrators may at any time suspend the operation of or terminate the Plan.




/s/ William J. Sandbrook
William J. Sandbrook
President and CEO
U.S. Concrete, Inc.













































Exhibit I


	
																
	 
	2014 Bonus Scale - Overall Company Performance
	 
	Business Unit Scale

	 
	USC Consolidated EBITDA (pre bonus)
	EBITDA Achieve as % of Budget
	Bonus % of EBITDA
	Max Bonus Payout
	% of Employee Target
	 
	BU EDITDA Achieve as % of Budget
	% of Employee Target

	 
	 
	 
	 
	 
	 
	 
	 
	 

	Maximum Payout
	103,647
	

	150
	%
	9.7
	%
	10,064
	

	150
	%
	 
	150
	%
	150
	%

	 
	102,265
	

	148
	%
	9.7
	%
	9,929
	

	148
	%
	 
	148
	%
	148
	%

	 
	100,883
	

	146
	%
	9.7
	%
	9,795
	

	146
	%
	 
	146
	%
	146
	%

	 
	99,501
	

	144
	%
	9.7
	%
	9,661
	

	144
	%
	 
	144
	%
	144
	%

	 
	98,119
	

	142
	%
	9.7
	%
	9,527
	

	142
	%
	 
	142
	%
	142
	%

	 
	96,737
	

	140
	%
	9.7
	%
	9,393
	

	140
	%
	 
	140
	%
	140
	%

	 
	95,355
	

	138
	%
	9.7
	%
	9,258
	

	138
	%
	 
	138
	%
	138
	%

	 
	93,973
	

	136
	%
	9.7
	%
	9,124
	

	136
	%
	 
	136
	%
	136
	%

	 
	92,591
	

	134
	%
	9.7
	%
	8,990
	

	134
	%
	 
	134
	%
	134
	%

	 
	91,209
	

	132
	%
	9.7
	%
	8,856
	

	132
	%
	 
	132
	%
	132
	%

	 
	89,827
	

	130
	%
	9.7
	%
	8,722
	

	130
	%
	 
	130
	%
	130
	%

	 
	88,445
	

	128
	%
	9.7
	%
	8,588
	

	128
	%
	 
	128
	%
	128
	%

	 
	87,063
	

	126
	%
	9.7
	%
	8,453
	

	126
	%
	 
	126
	%
	126
	%

	 
	85,682
	

	124
	%
	9.7
	%
	8,319
	

	124
	%
	 
	124
	%
	124
	%

	 
	84,300
	

	122
	%
	9.7
	%
	8,185
	

	122
	%
	 
	122
	%
	122
	%

	 
	82,918
	

	120
	%
	9.7
	%
	8,051
	

	120
	%
	 
	120
	%
	120
	%

	 
	81,536
	

	118
	%
	9.7
	%
	7,917
	

	118
	%
	 
	118
	%
	118
	%

	 
	80,154
	

	116
	%
	9.7
	%
	7,782
	

	116
	%
	 
	116
	%
	116
	%

	 
	78,772
	

	114
	%
	9.7
	%
	7,648
	

	114
	%
	 
	114
	%
	114
	%

	 
	77,390
	

	112
	%
	9.7
	%
	7,514
	

	112
	%
	 
	112
	%
	112
	%

	 
	76,008
	

	110
	%
	9.7
	%
	7,380
	

	110
	%
	 
	110
	%
	110
	%

	 
	74,626
	

	108
	%
	9.7
	%
	7,246
	

	108
	%
	 
	108
	%
	108
	%

	 
	73,244
	

	106
	%
	9.7
	%
	7,112
	

	106
	%
	 
	106
	%
	106
	%

	 
	71,862
	

	104
	%
	9.7
	%
	6,977
	

	104
	%
	 
	104
	%
	104
	%

	 
	70,480
	

	102
	%
	9.7
	%
	6,843
	

	102
	%
	 
	102
	%
	102
	%

	2014 Budget
	69,098
	

	100
	%
	9.7
	%
	6,709
	

	100
	%
	 
	100
	%
	100
	%

	 
	67,716
	

	98
	%
	9.2
	%
	6,239
	

	93
	%
	 
	98
	%
	93
	%

	 
	66,334
	

	96
	%
	8.7
	%
	5,770
	

	86
	%
	 
	96
	%
	86
	%

	 
	64,952
	

	94
	%
	8.2
	%
	5,300
	

	79
	%
	 
	94
	%
	79
	%

	 
	63,570
	

	92
	%
	7.6
	%
	4,830
	

	72
	%
	 
	92
	%
	72
	%

	 
	62,188
	

	90
	%
	7.0
	%
	4,361
	

	65
	%
	 
	90
	%
	65
	%

	 
	60,806
	

	88
	%
	6.4
	%
	3,891
	

	58
	%
	 
	88
	%
	58
	%

	 
	59,424
	

	86
	%
	5.8
	%
	3,422
	

	51
	%
	 
	86
	%
	51
	%

	 
	58,042
	

	84
	%
	5.1
	%
	2,952
	

	44
	%
	 
	84
	%
	44
	%

	 
	56,660
	

	82
	%
	4.4
	%
	2,482
	

	37
	%
	 
	82
	%
	37
	%

	80% of Budget
	55,278
	

	80
	%
	3.6
	%
	2,013
	

	30
	%
	 
	80
	%
	30
	%



















Exhibit II


2014 Individual Target Bonus Percentage Chart


	
			
	Grade Level
	 
	Target

	21
	 
	100%

	20
	 
	60%

	19
	 
	40%

	18
	 
	35%

	17
	 
	30%

	16
	 
	25%

	15
	 
	20%

	14
	 
	15%

	13
	 
	12.50%

	12
	 
	10%

	11
	 
	5%

	10 
	 
	5%

	9 and below
	 
	3%



















































































Exhibit III
Individual Goals and Objectives - Performance Rating Scale


	
		
	Achieved
	% of Target

	150%
	150.0%

	148%
	148.0%

	146%
	146.0%

	144%
	144.0%

	142%
	142.0%

	140%
	140.0%

	138%
	138.0%

	136%
	136.0%

	134%
	134.0%

	132%
	132.0%

	130%
	130.0%

	128%
	128.0%

	126%
	126.0%

	124%
	124.0%

	122%
	122.0%

	120%
	120.0%

	118%
	118.0%

	116%
	116.0%

	114%
	114.0%

	112%
	112.0%

	110%
	110.0%

	108%
	108.0%

	106%
	106.0%

	104%
	104.0%

	102%
	102.0%

	100%
	100.0%

	99%
	96.5%

	98%
	93.0%

	97%
	89.5%

	96%
	86.0%

	95%
	82.5%

	94%
	79.0%

	93%
	75.5%

	92%
	72.0%

	91%
	68.5%

	90%
	65.0%

	89%
	61.5%

	88%
	58.0%

	87%
	54.5%

	86%
	51.0%

	85%
	47.5%

	84%
	44.0%

	83%
	40.5%

	82%
	37.0%

	81%
	33.5%

	80%
	30.0%

	<80%
	—%