**EXHIBIT10.8(d)**
| ***AMO BONUS PLAN*** |   |  |
|----------------------|--------|--|

 

**2007 PERFORMANCE OBJECTIVE**

***2007 PERFORMANCE OBJECTIVE***

The 2007performance objective for the Bonus Plan is 75% based on Adjusted OperatingIncome and 25% based on Revenue for the full year of AMO performance.  “Adjusted Operating Income” is defined as sales less cost of goods sold and all basicoperating expenses of the business.  “AdjustedOperating Income” excludes the impact of charges or write-offs associated withacquisitions, recapitalizations, and unrealized gains or losses on derivativeinstruments.  “Revenue” is defined as thetotal dollar payment for goods and services that are credited to theincome statement over the measurement period.  Targets for both AdjustedOperating Income and Revenue both assume the closing of the IntraLaseacquisition on March 31st, 2007.

Each segment ofthe bonus is funded when AMO achieves the threshold levels of Adjusted OperatingIncome and Revenue performance, respectively, as indicated below.   If the Adjusted Operating Income fundingtrigger threshold is not met, the 75% element of the plan is not funded.  If the Revenue funding trigger threshold isnot met, the 25% element of the plan is not funded.  If neither funding trigger threshold is met, nobonuses will be paid out.

***FUNDING TRIGGER ELEMENTS***

**75% -ADJUSTED OPERATING INCOME**
| **PERFORMANCE  LEVEL** | ** ** | **2007 ADJ OP  RANGE  VARIANCE TO  TARGET** | ** ** | **BONUS AWARD  AS A % OF  TARGET** | ** ** |
|------------------------|------------|------------------------------------------------------------|------------|--------------------------------------------------------|------------|
| Below Threshold        |       |                                                       | -31.51  mm |                                                   | 0          | % |
| Threshold              |       |                                                       | -31.50  mm |                                                   | 50         | % |
|                   |       |                                                       | **Target** | ** **                                             | **100**    | **%** |
| Maximum                |       |                                                       | +31.50  mm |                                                   | 150        | % |

 

If actual AdjustedOperating Income results fall between the performance levels shown above, theportion of bonus will be prorated accordingly.

**25% - REVENUE**
| **PERFORMANCE  LEVEL** | ** ** | **2007 REVENUE  RANGE  VARIANCE TO  TARGET** | ** ** | **BONUS AWARD  AS A % OF  TARGET** | ** ** |
|------------------------|------------|--------------------------------------------------------|------------|--------------------------------------------------------|------------|
| Below Threshold        |       |                                                   | -77.51  mm |                                                   | 0          | % |
| Threshold              |       |                                                   | -77.50  mm |                                                   | 50         | % |
| Tier 1                 |       | ** **                                             | -62.50  mm |                                                   | 80         | % |
| Tier 2                 |       | ** **                                             | -12.50  mm |                                                   | 97         | % |
| Tier 3                 |       |                                                   | **Target** | ** **                                             | **100**    | **%** |
| Tier 4                 |       |                                                   | +12.50  mm |                                                   | 105        | % |
| Tier 5                 |       |                                                   | +37.50  mm |                                                   | 125        | % |
| Maximum                |       |                                                   | +51.15 mm  |                                                   | 150        | % |

 

If actual Revenueresults fall between the Tiers shown above, the portion of bonus will beprorated accordingly.

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**BONUS POOL FUNDING**

At the end of the year,the President and Chief Executive Officer of Advanced Medical Optics, Inc. mayrecommend adjustments to the bonus funding levels to the Organization,Compensation and Corporate Governance Committee (the “Committee”) afterconsideration of key operating results. When calculating Adjusted Operating Income and Revenue performance forpurposes of this Plan, the Committee has the discretion to include or excludeany or all of the following items:

·      Extraordinary,unusual or non-recurring items

·      Effectsof accounting changes

·      Effectsof financing activities

·      Expensesfor restructuring or productivity initiatives

·      Othernon-operating items

·      Spendingfor acquisitions

·      Effectsof divestitures

**BONUSPOOL DIFFERENTIATION BY BUSINESS UNIT/FUNCTION**

The target bonus pool isdetermined by performance against Adjusted Operating Income (75%) and Revenue (25%).  The factors below will be considered forallocation of SBU/function bonus pools:

***CORPORATESTAFFS***

·      CorporateAdjusted Operating Income

·      CorporateRevenue

·      Strategicmetrics and milestones

***STRATEGICBUSINESS UNITS***

·      BusinessUnit Adjusted Operating Income

·      BusinessUnit Revenue

·      Strategicmetrics

***RESEARCH& DEVELOPMENT, WORLD WIDE MANUFACTURING, GLOBAL CUSTOMER SERVICES, IT***

·      Strategicmetrics and milestones

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**INDIVIDUAL BONUS AWARDCALCULATION**

Target bonus awards areexpressed as a percentage of the participant’s year-end annualized basesalary.  The target percentages formanagers other than corporate officers vary by salary grade:

| SALARY GRADE | ** ** | **TARGET  BONUS** | ** ** |
|--------------|------------|-------------------|------------|
| 5E *         |       | 5                 | %          |
| 6E *         |       | 10                | %          |
| 7E           |       | 15                | %          |
| 8E           |       | 20                | %          |
| 9E           |       | 25                | %          |
| 10E          |       | 30                | %          |
| 11E          |       | 35                | %          |

 

Target percentages or amounts for corporate officers are individuallyestablished by the Committee.

A participant’s actualbonus award may vary above or below the targeted level based on the supervisor’sevaluation of his or her performance in relation to the predetermined MBOs.  Each participant may receive from 0% to 150%of his or her target bonus amount, which may be adjusted upwards or downwards basedon the Company’s relative attainment of the pre-established financialperformance objectives.

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* U.S. and Puerto Ricoemployees only.

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