EX-10.13



 Exhibit 10.13 
 eResearchTechnology, Inc. 
 2012 Bonus Plan 

Set forth below is a summary of the eResearchTechnology, Inc. (“ERT” or the “Company”) 2012 Bonus Plan (the
“2012 Plan”) approved by the Compensation Committee at its meeting on February 24, 2012, which was effective January 1, 2012. 
 The purpose of the 2012 Plan is to promote the interests of the Company and its stockholders by providing employees with financial rewards upon achievement of specified business objectives, as well as
help us attract and retain employees by providing attractive compensation opportunities linked to performance results. All of our employees are eligible to participate in the 2012 Plan, subject in some cases to certain waiting periods and with the
exception that certain sales personnel participate in a separate commission incentive plan instead of the 2012 Plan. 
 Bonuses
payable under the 2012 Plan are approved by the Compensation Committee. Bonuses payable to eligible participants are based on a variety of factors, including both objective and subjective criteria. The objective criteria consist of targets for
revenue, non-GAAP net income and the revenue projected to be generated by new contracts into which we enter regardless of when we actually recognize the revenue (the “Contract Revenues”). The subjective criteria consist of individual
performance goals and objectives. The non-GAAP net income target reflects the adjustments to net income calculated in accordance with accounting principles generally accepted in the United States that we report as part of our periodic reports on our
results of operations. 
 The revenue target at which bonus plan participants would earn 100% of the bonus opportunity
attributable to that target is slightly above the range for revenues provided as guidance for 2012 in the Company’s press release issued on February 27, 2012, while the non-GAAP net income target at which 100% would be earned is within that
guidance. The Committee intends that the plan participants earn the full bonus opportunity with respect to revenues only if the Company exceeds the revenues target set forth in its financial business plan, while earning the full bonus opportunity
provided the Company executes its plan with respect to non-GAAP net income. 
 Each participant in the 2012 Plan will be
eligible to receive 50% to 125% of their 2012 bonus opportunity that is allocable to each objective target category provided that we achieve at least 90% of the revenue target and at least 85% of the non-GAAP net income target. The actual bonus
earned will be based on the extent to which our 2012 revenues and non-GAAP net income meet thresholds established by the Committee. Amounts payable based on achievement of individual performance objectives can range from 0-100% of the applicable
bonus opportunity. 







 The bonus opportunities and the related performance targets for each of the Company’s
executive officers approved in February 2012 are as follows: 
  

																			
	 	  	 	  	 	 	  	Percentage of Bonus Based On:	 
	 	  	 	  	 	 	  	 	 	  	Non-GAAP	 	  	 	 
	 	  	 	  	Bonus	 	  	 	 	  	Net	 	  	Contract	 
	 Name
	  	 Position
	  	Opportunity	 	  	Revenues	 	  	Income	 	  	Revenues	 
	 Jeffrey S. Litwin, MD
	  	President and Chief Executive Officer	  	$	424,875	  	  	 	40	  	  	 	60	  	  			
						
	 Keith D. Schneck
	  	Executive Vice President and Chief Financial Officer	  	$	164,800	  	  	 	25	  	  	 	75	  	  			
						
	 John M. Blakeley
	  	Executive Vice President and Chief Marketing Officer	  	$	160,938	  	  	 	20	  	  	 	20	  	  	 	60	  
						
	 Thomas P. Devine
	  	Executive Vice President and Chief Information Officer	  	$	167,375	  	  	 	40	  	  	 	60	  	  			
						
	 Amy Furlong
	  	Executive Vice President and Chief Operations Officer	  	$	175,100	  	  	 	25	  	  	 	75	  	  			
						
	 Joel Morganroth, MD
	  	Executive Vice President and Chief Scientific Officer	  	$	247,500	  	  	 	40	  	  	 	60	  	  			
						
	 Achim Schulke
	  	Executive Vice President and Chief Technology Officer	  	$	159,650	  	  	 	50	  	  	 	50	  	  			

  

	*	 Note that
Individual Performance Goals and Objectives are not a criterion under the 2012 Bonus Plan for any of the executive officers. 


 Bonuses are payable based on the extent to which annual targets have been achieved, with the bonuses (if any) normally being paid within ninety (90) days after the end of the calendar year in which
the bonuses were earned. Bonuses normally will be paid in cash in a single lump sum, subject to payroll taxes and tax withholdings, as applicable. 
 Notwithstanding the foregoing, the Compensation Committee retains the discretion under the 2012 Plan to adjust the amount of any bonus to be paid, regardless of whether or the extent to which any of the
objective criteria, including revenue, net income and Contract Revenues, are achieved. 

  
 2