exv10w01



 






Exhibit 10.01









Annual Bonus Program





			
	I.	 	Purpose:







The Annual Bonus Program has been developed in order to reward employees for outstanding
performance in achieving Diamond’s short and long-term organizational objectives. The bonus
program is designed to reward outstanding performance in achieving specified goals supporting
Diamond’s corporate objectives. The bonus period is the twelve-month period commencing in November
or December each year, and is subject to the approval of Diamond’s annual corporate objectives by
the Board of Directors.





			
	II.	 	Eligibility for Consideration:







To be eligible for consideration for the bonus program, a participant must be employed by July 1 to
participate in a partial program. The degree of participation to the program would be
proportionate to the portion of the year in which the individual is employed by Diamond in excess
of 6 months and period covered.





			
	III.	 	Program Description:







A.    Supervisors will submit each employee’s annual goals which requires approval by the department
vice president and the CEO/President.



B.    Goal achievement will be measured on a scale of 0-200 consisting of key objectives. Each
participant will define no more than 5 key objectives based on the strategic thrust of
their individual position. The objectives should be challenging and measurable. At the beginning
of the year, program objectives will be identified on a bonus plan appraisal form and approved by
the President/CEO. Annual objectives for the President/CEO and other executive officers will be
approved by the Board of Directors or the Compensation Committee.




As a guide:




	 	 	 	 	 	 	 
	 	 	 	 	Points
	 

	 	Exceptional
	 	 	200	 
	 

	 	Strong Performance
	 	 	150	 
	 

	 	Meeting Expectation
	 	 	100	 
	 

	 	Improvement Opportunity
	 	 	50	 
	 

	 	Unsatisfactory
	 	 	0	 





A participant’s score may range from 0-200. Ratings below 75 reflect poor performance and

a rating above 150 denotes exceptionally strong performance. To



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determine
bonus payment, a participant’s maximum bonus potential (established a percentage of base salary) is multiplied by the participant’s performance score divided by 200.




			
	IV.	 	Approval Process:







Each supervisor will tabulate the performance and the concurrent bonus awards, which is
subsequently submitted to the respective department vice president and the CEO/President for
ultimate approval. For employees other than the CEO/President and executive officers, the goals
and objectives established and the earnings recommendation must be approved by both the department
vice president and the CEO/President. Annual objectives and bonus payment for the President/CEO
and other executive officers will be approved by the Board of Directors or the Compensation
Committee.





			
	V.	 	Calculation of Incentive Payment:







The bonus payment is determined by multiplying the base salary of the individual employee by the
percentage bonus calculation that has been determined for each participant.





			
	VI.	 	Payment of Incentive Rewards:







Bonuses under this Annual Bonus Program generally will be paid in December of each year, unless
otherwise determined by the Board of Directors.





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