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| 2.1   | “Board” shall      mean the Board of Directors of theCompany. |
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| 2.2   | “Bonus” shall      mean the amount payable to a Participant under the  Plan. |
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| 2.3   | “Bonus Group”      shall mean the Executive Team, the Director and VP Team, the Management      Team or the Staff Team, or any or all of them, as established and      comprised of in the Committee’s solediscretion. |
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| 2.4   | “Bonus Pool”      shall mean discretionary funds established by the Committee pursuant to      Sections 4.2(a)(i) and 4.2(a)(vi)herein. |
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| 2.5   | “Code” shall      mean the Internal Revenue Code of 1986, as amended, or any successor      statute. |
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| 2.6   | “Committee”      shall mean the compensation committee of the  Board. |
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| 2.7   | “­Contractor”      shall mean an individual who provides services to the Company, but is not      employed by the Company. |
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| 2.8   | “Director and VP      Team” shall mean the director level and vice president level      employees who together with the Management Team, are responsible for the      operations of the departments and functional units of the Company and who      are designated as Director and VP Team members in the Committee’s sole      discretion. |
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| 2.9   | “Earned Bonus      Percentage” shall mean the portion of the Potential Bonus      Percentage that a Participant may receive based on the Committee’s      evaluation and assessment of the Qualitative Individual Measures set forth      in Section4.2(c)  herein. |
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| 2.10   | “Executive Team”      shall mean the executives responsible for the governance of the Company      who are designated as Executive Team members in the Committee’s sole      discretion. |
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| 2.11   | “Fiscal Year”      shall mean the period commencing August 1st and ending July      31st. |
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| 2.12   | “Management      Team” shall mean the managers who are responsible for the      operations of the departments and functional units of the Company and who      are designated as Management Team members in the Committee’s sole      discretion. |
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| 2.13   | “Net Income”      shall mean the Company’s net income from operations, including interest      income and expense, for any Fiscal Year after bonus accruals under this      Plan are deducted. |
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| 2.14   | “Participant”      shall mean the employees of the Company eligible to receive a Bonus under      the Plan, pursuant to Article III. |
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| 2.15   | “Part-Time      Employee” shall mean an employee who is customarily employed by the      Company for an average of fewer than 20 hours per  week. |
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| 2.16   | “Potential Bonus      Percentage” shall mean the maximum amount of Bonus, expressed as a      percentage of a Participant’s base salary, that is potentially payable to      the Participant under the Plan based on the attainment of the Quantitative      Company Measures set forth in Section 4.2(a)  herein. |
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| 3.1   | CONDITIONS      FOR BECOMING AN ELIGIBLE PARTICIPANT.  Conditions for becoming      an eligible participant are met upon the commencement of full-time      employment within the first nine months (August 1 through April 30) of the      Fiscal Year, subject to the limitation set forth in Section      4.3(a).  Employees who participate in one or more of the      Company’s commission incentive programs are eligible to participate in      this Plan, subject to the limitation set forth in Section 4.3      herein. |
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| 3.2   | EXCLUDED      EMPLOYEES.  Part-Time Employees and Contractors are not eligible      to participate in this Plan. |
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| 4.1   | AUTHORIZATION      OF PAYMENTS.  No Bonus is payable under the Plan for a Fiscal      Year unless the Committee determines Bonuses may be payable for such      Fiscal Year and provides Participants with written notice of such      determination. The Committee, thereafter, specifically authorizes the      Bonus payments to the Participants, provided the pre-established      objectives are met for such FiscalYear. |
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| 4.2   | FINANCIAL      GOAL AND PERFORMANCE FACTORS TRIGGERING BONUS.  In its sole and      absolute discretion, the Committee determines Bonus payments under the      Plan by establishing quantitative factors specific to the Company, taking      into account the Participant’s level in the Company, and assessing the      Participant’s attainment of qualitative individual performance      measures. |
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| (a)   | Quantitative Company      Measures.  A Participant’s Potential Bonus Percentage is      determined based on the Company’s Net Income.  If at the close      of any Fiscal Year, the Company achieves a positive Net Income, the Plan      will become active for such year; otherwise, the Plan will be inactive for      any Fiscal Year and no Bonus payments will be made      hereunder.  Net Income results for any Fiscal Year, Potential      Bonus Percentages or, if applicable, the discretionary bonus pool is      determined according to the followingschedule: |
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| (i)   |  Net Income Less Than      Trigger Target.  If the Company’s Net Income for any      Fiscal Year is less than the Trigger Target (a Net Income amount      determined by the Committee from time to time), the Committee in its sole      discretion may establish a Bonus Pool and allocate bonuses among members      of the Director and VP Team, the Management Team and/or Staff Team as the      Committee deems appropriate.  No bonuses may be paid to the      Executive Team under this Plan if Net Income for any Fiscal Year is less      than the Trigger Target. |
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| (ii)   | Trigger      Target.  If the Company’s Net Income for any Fiscal Year      is equal to or greater than the Trigger Target but less than the Stretch      Target (as described below), the Potential Bonus Percentages for the CEO,      Participants within the Executive Team (other than the CEO), the Director      and VP Team, the Management Team and the Staff Team shall be amounts      determined by the Committee as soon as administratively practicable      following the start of the Fiscal Year to which the bonus      relates. |
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| (iii)   |  Stretch      Target.   If the Company’s Net Income for any Fiscal      Year is equal to or greater than the Stretch Target (a Net Income amount      in excess of the Trigger Target, which shall be determined by the      Committee from time to time), but less than the Enhanced Stretch Target      (as described below), the Potential Bonus Percentages for the CEO,      Participants within the Executive Team (other than the CEO), the Director      and VP Team, the Management Team, and the Staff Team shall be amounts      determined by the Committee as soon as administratively practicable      following the start of the Fiscal Year to which the bonus      relates. |
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| (iv)   | Enhanced Stretch      Target.  If the Company’s Net Income for any Fiscal Year      is equal to or greater than the Enhanced Stretch Target (a Net Income      amount in excess of the Stretch Target, which shall be determined by the      Committee from time to time), but less than the Super Stretch Target (as      described below), the Potential Bonus Percentages for the CEO,      Participants within the Executive Team (other than the CEO), the Director      and VP Team, the Management Team, and the Staff Team shall be amounts      determined by the Committee as soon as administratively practicable      following the start of the Fiscal Year to which the bonus      relates. |
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| (v)   | Super Stretch      Target.  If the Company’s Net Income for any Fiscal Year      is equal to or greater than the Super Stretch Target (a Net Income amount      in excess of the Enhanced Stretch Target, which shall be determined by the      Committee from time to time), the Potential Bonus Percentages for the CEO,      Participants within the Executive Team (other than the CEO), the Director      and VP Team, the Management Team, and the Staff Team shall be amounts      determined by the Committee as soon as administratively practicable      following the start of the Fiscal Year to which the bonus      relates. |
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| (vi)   | Net Income in Excess of the      Super Stretch Target.  If the Company’s Net Income for      any Fiscal Year is greater than Super Stretch Target, the Committee may      establish a Bonus Pool and allocate among and distribute the Bonus Pool to      members of the Bonus Groups as the Committee determines in its sole      discretion. |
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| (b)   | Participant’s      Level.  If the Committee determines that the Plan is      active for any Fiscal Year (as determined under Section 4.2(a) herein),      the Bonus is payable in an amount appropriate for the Participant’s level      in the Company.  Bonus Groups consisting of the Executive Team,      the Director and VP Team, the Management Team, and the Staff Team, are      used to categorize the levels and bonus amounts of the      Participants. |
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| (c)   | Qualitative Individual      Measures.  The Plan, if active for any Fiscal Year (as      determined under Section 4.2(a) herein), is designed to link a      Participant’s Bonus with the Company’s performance by establishing target      objectives for each Participant and assessing the Participant’s attainment      of such objectives.  The objectives for each Bonus Group fall      within the following categories (also referred to as “Compass      Points”): |
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| (i)   | Executive Team –      Financial, investors, customers, peers and  leadership. |
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| (ii)   | Director and VP Team –      Financial, departmental andleadership. |
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| (iii)   | Management Team – Financial,      departmental and leadership. |
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| (iv)   |  Staff Team –      Financial, departmental andindividual. |
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| (d)   | Creation of      Goals.  The Participants’ objectives and measurements      thereof shall be written and pre-established.  To be      pre-established, the objective must be approved (consistent with the      procedures set forth in parts (i) through (iii) of this sub-section (d))      as soon as administratively practicable following the start of the Fiscal      Year to which the objective relates (or within 30 days after the date the      individual first becomes eligible to participate in the Plan, if later),      and the outcome must be uncertain at the time the objective is      established.  To ensure a balanced approach to the various      objectives applied to determine a Participant’s Bonus, each objective will      be assigned a weight value (expressed as a percentage) based upon the      overall objectives of the Company.  The foregoing shall be      communicated to each Participant as soon as practicable after the      establishment of the objectives, measurements and weight      values. |
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| (i)   | CEO and Executive      Team.   The CEO and members of the Executive Team      shall recommend objectives (as well as measurements and weight values      thereof) applicable to the CEO and members of the Executive Team for      approval by the Committee.  Each Executive Team member shall      have goals that are specific to their position.  Members of the      Executive Team shall share at least two common objectives, which      encourages and requires the team to work closely together to achieve the      objectives. |
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| (ii)   | Director and VP Team.      The CEO and members of the Executive Team shall establish and approve      financial, departmental and leadership objectives (as well as measurements      and weight values thereof) for members of the Director and VP      Team. |
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| (iii)   | Management      Team.  The CEO and members of the Executive Team shall      establish and approve financial, departmental and leadership objectives      (as well as measurements and weight values thereof) for members of the      Management Team. |
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| (iv)   |  Staff      Team.  The CEO, Executive Team, the Director and VP Team,      and Management Team, acting jointly or severally, shall establish and      approve financial, departmental and leadership objectives (as well as      measurements and weight values thereof) for members of the Staff      Team. |
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| (e)   | Review      Process.  As soon as practicable after the Fiscal Year      audit is completed and the Plan is determined to be active, each      Participant’s performance will be reviewed in relation to the      pre-established Company objectives, as well as the execution of the      individually-assigned duties.  The performance ratings,      expressed as a percentage (the Earned Bonus Percentage) are applied to      determine the amount of the Bonus Payment in accordance with Section 4.3      herein. |
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| (i)   | CEO Review      Process.  An annual review of the CEO will be completed      by the Chairman of the Board and the Chairman of the      Committee. |
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| (ii)   | Executive Team Review      Process.  An annual review of the Executive Team members,      other than the CEO, will be completed by the CEO and the      Committee. |
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| (iii)   | Director and VP Team      Review Process. An annual review of the Director and VP Team      members will be completed by the CEO and members of the Executive      Team. |
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| (iv)   | Management Team Review      Process.  An annual review of the Management Team members      will be completed by the CEO and members of the Executive      Team. |
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| (v)   | Staff Team Review      Process.  An annual review of the Staff Team members will      be completed by the members of the Management  Team. |
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| (f)   | Initial Year of      Plan.  For Fiscal Year 2007, the Committee shall, upon      the effective date of the Plan, (i) establish the Trigger Target, Stretch      Target, Enhanced Stretch Target, and Super Stretch Target (collectively,      the “Target Thresholds”); (ii) establish the Potential Bonus Percentages      for the CEO and the Bonus Groups with respect to the various Target      Thresholds; and (iii) create Participant objectives and corresponding      measurements and weight values thereof, notwithstanding the provisions of      Sections 4.2(a) and 4.2(d) herein with respect to the timing for      completion of the foregoing. |
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| 4.3   | CALCULATION      OF BONUSES.  If the Plan is active for any Fiscal Year (as      determined under Section 4.2(a) herein), each Participant shall become      eligible to receive a Bonus, to be paid in accordance with Section 4.5      herein, equal to:  the product of (x) the Participant’s      Potential Bonus Percentage, and (y) the Participant’s Earned Bonus      Percentage, and (z) the Participant’s base annual salary, as in effect on      the last day of the ninth month (April 30th) of the Fiscal Year to which      the Bonus relates; plus any allocation from the Bonus Pool as determined      under Sections 4.2(a)(i) and 4.2(a)(vi) herein; and reduced (but not below      zero) by any amounts paid from the Company’s commission incentive      programs. |
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| (a)   | Proration.  If      an employee enters the Plan after the first day of the Fiscal Year to      which the Bonus payment relates, the Bonus may be prorated, in the sole      discretion of the Committee, based on the length of time the individual      served as an employee of the Company during such Fiscal    Year. |
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| 4.4   | VESTING.  To      receive a Bonus pursuant to Section 4.5 below, a Participant must complete      at least three months of service and be an active employee of the Company      in good standing on the date the bonus is paid.  The Bonus has      no cash out value until the payment date.  If a Participant’s      termination of service occurs for any reason prior to the payment date,      the Participant shall forfeit all rights to the  Bonus. |
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| 4.5   | TIME      AND METHOD OF PAYMENT.  Each Participant’s Bonus shall be paid      in a lump sum payment after the Fiscal Year audit to which the Bonus      relates is completed and the individual evaluation process has been      finalized. |
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| 4.6   | APPLICABLE      TAXES. |
|-----------------|------------------------|

| (a)   | Employment      Taxes.  The Company shall withhold from each      Participant’s Bonus, in a manner determined by the Company, the      Participant’s share of FICA, withholding taxes and other employment      taxes. |
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| (b)   | Income Taxes and      Deferred Compensation.  Participants are solely      responsible and liable for the satisfaction of all taxes and penalties      that may arise in connection with this Plan (including any taxes arising      under Section 409A of the Internal Revenue Code).  Neither the      Company nor its affiliates nor any of their directors, agents or employees      shall have any obligation to indemnify or otherwise hold any Participant      harmless from any or all of suchtaxes. |
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| 5.1   | IN      GENERAL. All payments are subject to the terms and conditions      herein.  Although Participant’s performance may be rated      periodically during any Fiscal Year and progress may be tracked, all Bonus      payments are subject to the calculation as set forth in Section 4.3      herein.  The mere existence of periodic performance assessments      or Company performance tracking does not give the Participant any basis      for claiming any Bonus under this Plan on a pro rata basis during the      fiscal year or otherwise. |
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| 5.2   | NOT      A CONTRACT OF EMPLOYMENT.  Nothing in this Plan gives a      Participant the right to remain in the employ of the      Company.  Except to the extent explicitly provided otherwise in      a then effective written employment contract executed by the Participant      and the Company, Participant is an at will employee whose employment may      be terminated without liability at any time for any  reason. |
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| 5.3   | CLAWBACK      RELATING TO CERTAIN FINANCIAL RESTATEMENT.  To the extent      permitted by governing law, the Board shall have the discretion to require      that each member of the Executive Team reimburse the Company for all or      any portion of the Bonus if: |
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| (a)   | Bonus Payment Is      Dependent on Financial Results.  The payment, grant or      vesting was predicated upon the achievement of certain financial results      that were subsequently the subject of a material financial      restatement; |
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| (b)   | Fraud or      Misconduct.  In the Board’s view, the member of the      Executive Team engaged in fraud or misconduct that caused or partially      caused the need for a material financial restatement by the Company or any      substantial affiliate; and |
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| (c)   | Lower Payment      Results.  A lower payment, award or vesting would have      occurred based upon the restated financial  results. |
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|   | In      each such instance, the Company will, to the extent practicable and      allowable under applicable laws, require reimbursement of any Bonus      awarded to a member of the Executive Team in the amount by which the      individual’s annual bonus exceeded the lower payment that would have been      made based on the restated financial results, plus a reasonable rate of      interest; provided that the Company will not seek to recover bonuses paid      more than three years prior to the date the applicable restatement is      disclosed. |
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