EX-10.7



 Exhibit 10.7 

FIBROGEN 
 2014 INCENTIVE
COMPENSATION PLAN 
 Objectives 
  

	 	•	 	Project and Department activities to provide a link and consistency with Corporate Goal achievements 

  

	 	•	 	The Project and Department performance is linked to final bonus payout for all eligible employees. 

  

	 	•	 	Motivate & reward participants to contribute to and achieve Corporate Goals 

  

	 	•	 	Enable the company to attract and retain high quality employees 

 Eligibility Requirements 

All FibroGen employees are eligible to be considered to participate in the plan, provided they are on payroll prior to July 1. Anyone hired on July 1
or after becomes eligible for the following year. 
  

	 	•	 	An employee must have a work week of a minimum of 20 hours. 

  

	 	•	 	An employee joining the company during the year prior to July 1, in the year reviewed, will be eligible on a prorated basis from their start date. 


 

	 	•	 	Employee must receive a “Fully Met Expectations” or better performance rating. 

  

	 	•	 	Employee must not be on a current Performance Improvement Plan at the time of payment date. 

  

	 	•	 	Employees must be on payroll the day payment is to be made. 

  

	 	•	 	Employees cannot terminate employment (or give notice of their intent to terminate) prior to the day payment is to be made. 


Target Award Categories 
 A target percentage of
annual base salary has been identified by employee classification. The actual payout % is based on the total achievement of all Corporate Goals, to be designed based on Project and Department goals and objectives, which may be reflected in Project
and Department narratives, and other priorities as may be set by the Board and/or the Compensation Committee in consultation with management. 







 Corporate Goals 

The bonus target will be attributed to achievement across all of the Corporate Goals. The weighting of the Corporate Goals will be set, and results of
achievements against them, will be measured by the Compensation Committee of the Board of Directors, and determined in the absolute discretion of the Compensation Committee and Board of Directors, to be determined following consultation with and
recommendations from the CEO and other appropriate members of management. 
 Example of Payout Calculation 

Employee with Annual Salary of $80,000 and a bonus target of 5% = $4,000 Cash Target 
  


									
	Salary	  	Bonus Target	 	 Total

Target
 Dollar

Amount
	  	 Percent

Achievement
 of
Goals
	 	 Gross

Dollar

Bonus

	$80,000.00	  	5%	 	$4,000.00	  	80%	 	$3,200.00

 Total Cash Payout – Less Applicable Taxes    $3,200.00 

Other Provisions 
 Maximum Bonus Multiplier for an
individual bonus payout is 150%. 
 CEO may recommend to the Committee increases to an individual bonus based on: 

 

	 	•	 	Significant individual goal achievement 

  

	 	•	 	Eligible employees hired before July 1 of the Plan Year. 

 FibroGen reserves the right to modify, suspend
or terminate this Plan at any time. 
 The designation of an employee as a participant will not give the employee any right to be retained in the employ of
FibroGen, and the ability of FibroGen to dismiss or discharge the employee at any time and for any reason is specifically reserved. 
 All decisions about
eligibility, goals, achievements, and other provisions of the Plan are made in the absolute discretion of the Compensation Committee, and are not subject to appeal, dispute or contest by a participant.