Performance Incentive Plan



 Exhibit 10.11 
 PerkinElmer, Inc. 
 Performance Incentive Plan (Executive Officer) 
 (as approved on December 8, 2008) 
 1.
PURPOSE 
 1.1 The Performance Incentive Plan (“Plan”) provides senior and other key leaders with an opportunity to earn annual cash
bonus awards based on the achievement of financial and non-financial objectives. This document governs the policy and administration of the Performance Incentive Plan for PerkinElmer’s executive officers. 
 2. PARTICIPATION 
 2.1 The Compensation and
Benefits Committee of the Board of Directors (“the Committee”) has the sole discretion to approve executive officer participation in the Performance Incentive Plan and the target award assigned to each executive officer. 
 3. PERFORMANCE PERIOD 
 3.1 A Plan year begins
on the first day of the fiscal year and ends on the last day of the same fiscal year. The Plan year may consist of one or more performance periods as determined by the Committee. 
 4. TARGET AWARDS 
 4.1 Before the earlier of (i) 90 days after the commencement of
the performance period or (ii) the expiration of 25% of the performance period (the “Determination Period”), the Committee will establish in writing a target award for each executive officer which will be expressed as a percentage of
base salary. 
 4.2 A Participant’s target award is calculated as his or her base salary for the performance period (as established at the start of the
performance period) times his or her target percentage as defined in section 4.1. The target award is the award for the performance period if pre-set financial measures are achieved. 
 5. FINANCIAL MEASURES 
 5.1 Before the expiration of the Determination Period, the
Committee will establish in writing financial measures. The financial measures and weightings are described in Attachment A, as determined from time to time. The Committee will also approve the assignment of the approved financial measures to each
executive officer for the purpose of Plan award calculation. 
 5.2 The Committee also may set specified payout percentages for each financial measure for
achievements between (1) the Minimum achievement level and the Target achievement level; and (2) between the Target achievement level and the Maximum achievement level. In the event only the Minimum, Target, and Maximum achievement levels
are set, payout percentages for performance above and below the Target level shall be calculated on a linear basis. 
 5.3 The Committee has the right to
reduce (but not to increase) calculated awards to one or more executive officers if the Company fails to achieve minimum performance levels, as determined by the Committee in their sole discretion. 







 6. PIP AWARD POOL DETERMINATION 
 6.1 At the end of the performance period, the Committee shall certify in writing the attainment of the financial measures and the payout percentage based on the level of
achievement for each executive officer against the financial measures established as described in section 5. 
 7. AWARD
CALCULATIONS 
 7.1 A Participant’s calculated award is determined by multiplying the Participant’s target award for the performance period
times the PIP payout percentage for the Participant’s assigned financial measures. 
 7.2 The final award to each executive officer shall be reviewed
and approved by the Committee. The Committee may reduce (but not increase) the final award to an executive officer based on its evaluation of the executive officer’s performance. 
 8. EMPLOYMENT CHANGES AFFECTING AWARD CALCULATIONS 
 8.1 All pro-rations shall occur on a whole month basis. In the event of a change requiring pro-ration, changes occurring prior to the 16th of the month will become effective the first of that month. Changes occurring on or after the 16th of the month
will become effective the first day of the following month. 
 8.2 If a Participant is hired or is otherwise approved for participation on or after the first
day of the performance period, the Participant’s Award shall be pro-rated as described in section 8.1. 
 8.3 If a Participant is absent from work on an
approved leave of absence during the performance period, the Participant’s award shall be pro-rated as described in section 8.1 so that the paid award is proportionate to the time actually worked during the performance period. 
 8.4 If a Participant is promoted into a position with a higher target percentage during a performance period, the Participant’s target award shall be based on his
or her target percentage on the last day of the performance period. Any target percentage change and the effective date of the change shall be approved by the Committee. 
 8.5 If a Participant is not a full-time employee, the Participant’s target award shall be pro-rated based on scheduled work hours. For example, the award will be pro-rated to 75% for a Participant who is
regularly scheduled to work 30 hours per week. If a Participant has a change to scheduled work hours during a performance period, the Participant’s target award shall be pro-rated as described in section 8.1. 
 8.6 In the event a Participant’s employment is terminated prior to the payment of the award due to retirement, death, disability, or other reason, the Participant
shall not be entitled to an award. The last sentence notwithstanding, the Committee may approve a payment to the Participant (or the Participant’s estate) of all or a portion of a PIP Award. If approved by the Committee, the award payment will
be calculated following completion of the performance period, will be based on performance against the assigned financial measures and will be paid on the regularly scheduled award payment date for that performance period. The decision of the
Committee shall be conclusive and binding upon all parties. 
 9. PAYMENT OF AWARDS 
 9.1 Payment of awards to executive officer will be made upon approval by the Committee and after the public
release of the Company’s quarterly financial results, but in no event later than the 15th day of the third month following the calendar year in
which the performance period ends. Participants must be actively employed with the Company on the day awards are paid to be entitled to an award, except as provided in section 8.6 







 9.2 The Company will withhold all applicable taxes and other required withholdings from award payments. In the United
States, contributions to the Company’s Savings Plan (401(k) plan) in addition to applicable taxes shall be deducted from award payments. 
 10. ADMINISTRATION OF THE PLAN 
 10.1 The Committee reserves the right to amend, change, suspend or terminate the Plan at any time.

 10.2 The Committee will have full and final authority to prescribe, amend, and rescind rules and regulations relating to the Plan; to interpret the Plan
and the rules and regulations; and to make all other determinations deemed necessary or advisable for administration of the Plan. Such administrative action shall be conclusive and binding on all parties. 
 10.3 The Plan is governed by the terms and conditions set forth in the shareholder-approved 2005 Incentive Plan or any successor shareholder-approved plan and is
intended to comply with Section 162(m) of the IRS Code. 
 11. NON-ASSIGNABILITY 
 11.1 A participant’s award under the Plan shall not (otherwise than by will or the laws of descent and distribution) be subject in any manner to anticipation,
alienation, sale, transfer, assignment, pledge, encumbrance or charge. Any attempt to anticipate, alienate, sell, transfer, assign, pledge, encumber or charge the same shall be null and void. 
 12. NO RIGHT TO CONTINUED EMPLOYMENT 
 12.1 The Plan shall not, by its terms, in any way
grant any rights to any participant to his or her continued employment by the Company, and the Company shall maintain any rights it might otherwise have to terminate the employment of any participant. 







 PerkinElmer, Inc. 
 Performance Incentive Plan 
 Attachment A