Exhibit 10.1
 
 Plan Participants Company IB
 Plan Year Financial Measures Board Compensation Committee Achievement Award
Percentage Achievement Award Percentage Target
Incentive Compensation TIC Financial Award Final IB Financial Achievement
Award
 PLAN TERM; ANNUAL ACHIEVEMENT MEASURES
  ELIGIBILITY & PARTICIPATION
 CEO SVP HR
 change
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DETERMINATION OF ACHIEVEMENT AWARD PERCENTAGE AND PAYOUT AUTHORITY
  FINANCIAL COMPONENTS
 The annual Financial Measures may include the following components, as well as other
financial measures, determined by the Board or Compensation Committee:
 Company Performance Target:
 
    
    Quarterly and annual adjusted EBITDA:EarningsBeforeInterest,Taxes,
Depreciation, andAmortization
as defined underthe Companys existing bank credit facility
agreement as adjusted for the inclusion or exclusion of financial components as defined by
the Board (referred to in this document as Adjusted EBITDA).
 
    
    Quarterly and annual revenue:Revenue from the sale of goods and services.
 Business Unit Performance Target:
 
    
    Business Unit quarterly and annual adjusted EBITDA (if
applicable):Business unit adjusted EBITDA referred to asBusiness Unit Plan Contribution.
 
    
    Business Unit quarterly and annual revenue:Revenue from the sale of goods and
services.
 Bonus Plan Funding
 funded Achievement Measures Annual
Award
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BusinessCorporate
    
    UnitFinancial
    
    FinancialParticipant
    
    Achievement
    
    AchievementCorporate
    
    
    100
    %
    
    
    0
    %Business Unit*
    
    
    30
    %
    
    
    70
    %
 
 *
    
    Note that the Business Unit component will not be funded unless the minimum corporate threshold
portion of the Financial Measure is met, regardless of any achievement on Business Unit Financial
Measures. Personal Component
 Personal
Component Personal
Objectives Exhibit 1
 SR Rating  Superior Results
    
    90%  to 125
    %EE Rating  Exceeds Expectations
    
    70%  to 115
    %MC Rating  Meaningful Contribution
    
    50% to 99
    %NI Rating  Needs Improvement
    
    
    0
    %DM Rating  Does Not Meet Expectations
    
    
    0
    %
  The Personal Component will be measured annually and any resulting and approved payout will be
made with the Final IB Achievement Award for the Plan Year. Participants who are transferred or
hired into a Personal Component eligible position after the first fiscal quarter of the Plan Year
will not have the Personal Component added for that Plan Year.
 Computation of Plan Awards:
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FinancialAchievement
    
    PersonalType of Participation
    
    Only
    
    ComponentFinancial Achievement
    
    
    100
    %
    
    
    65
    %Personal Component Attainment
    
    
    0
    %
    
    
    35
    %
 Example Weighting at 100% Bonus Plan Funding:
 If the Plan is funded at 100% for achievement of the target Financial Measure(s)
 Bonus Weighting @ 100% PlanFundingCorp
    
    BU
    
    PersonalEmployee Type
    
    Financial
    
    Financial
    
    ComponentCorporate (Personal Component)
    
    
    65
    %
    
    
    0
    %
    
    
    35
    %Corporate (no Personal Component)
    
    
    100
    %
    
    
    0
    %
    
    
    0
    %BU (Personal Component)
    
    
    20
    %
    
    
    45
    %
    
    
    35
    %BU (no Personal Component)
    
    
    30
    %
    
    
    70
    %
    
    
    0
    %
 QUARTERLY IB ACHIEVEMENT AWARDS
  FINAL IB ACHIEVEMENT AWARD (includes Q4 quarterly ib achievement award, Personal
component award if applicable & annual overachievement, if applicable)
  less Plan Participants will be eligible to
receive the difference as their Final IB Achievement Award.
 more no further IB payments will be made.
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Plan Participants added to the Plan will not be eligible to participate until the first day of the
fiscal quarter after being added to the Plan.
 IMPORTANT NOTE: EXCEPTIONS TO PLAN PROVISIONS AS STATED IN THIS DOCUMENT FOR ANY
PARTICIPANT REQUIRE SPECIFIC APPROVAL BY THE CEO or SENIOR VICE PRESIDENT OF HUMAN
RESOURCES. There is no vested entitlement to any bonus. Bonus payments are made at the sole
discretion of the Chief Executive Officer and are subject to authorization by the Board (or the
Compensation Committee). Participants should not make any assumption with respect to whether a
payment will be made under this Plan or the amount of any such payment. This Plan and any annual
Financial Measures used for determining awards under the Plan may be changed or withdrawn at any
time by the Board (or Compensation Committee). Plan payment terms, participation and eligibility
for payment may be changed at any time by the CEO or Senior Vice President of Human Resources,
retroactively or prospectively, with or without prior notice, at the discretion of the CEO and all
Company incentive plans require review and approval by the CEO and the Compensation Committee. No
statement, expressed or implied, or any other feature of the Plan affects the employment-at-will
status of Participants. The Company, the Compensation Committee and/or the CEO have full
discretionary authority to administer and interpret the Plan, including discretionary authority to
determine eligibility for participation and for bonus payments under the Plan, the amount of bonus
(if any) payable per Participant and to interpret or provide for any omitted or ambiguous terms.
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Key Strategic Initiatives / Individual Objectives
 Name:
    
    
    
    
    
    
    
    Date:Business Unit:
 Specific Objective
    
    % Weight
    
    Measurement
    
    Result%%%%%Total Score
    
    
    100
    %
 Specific Objective:
    
    Should be SMART  Specific, Measurable, Achievable, Realistic & Time Bound% Weight:
    
    Should sum to 100% in totalMeasurement:
    
    How will success be measured?Result:
    
    To be completed when reporting achieved results
 Associate:
    
    
    
    
    
    
    
    Date:Manager:
    
    
    
    
    
    
    
    Date:
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Example 1  Date Participation Begins
  Example 2  Date TIC Change is Effective
  Example
3  Final Plan Payment Calculation, Less
Than Full Year Participation
 TIC
    
    
    
    Pro-ration:
    
    
    
    Pro-rated(Quarters of
    
    
    
    Target AwardParticipation/4)
    
    
    
    (annualized)x
    
    
    
    =$10,000
    
    
    
    3/4
    
    
    
    $7,500Total of Quarterly
    
    
    
    Pro-ratedPro-Rated
    
    
    
    IB Achievement
    
    
    
    Final IBTarget Award
    
    
    
    Award Payments
    
    
    
    Achievement(annualized)
    
    -
    
    (Q2 & Q3)
    
    =
    
    Award (annual)$7,500
    
    
    
    $5,000
    
    
    
    $2,500
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