EX-10.31



 Exhibit 10.31 
 RR Donnelley 
 Management By Objective Plan 

(As amended and restated effective January 9, 2013) 
 OVERVIEW 
 The RR Donnelley Management By Objective Plan (the “Management By Objective
Plan” or the “Plan”) is designed to promote the growth and profitability of RR Donnelley and its subsidiaries with incentives to reward and enhance the retention of eligible employees. Awards are made depending on the Company’s
financial performance and on how well an eligible employee performs against individual objectives that link to and support RR Donnelley’s strategic and financial priorities. 
 The Plan is a sub-plan of the R. R. Donnelley & Sons Company 2012 Performance Incentive Plan (the “2012 PIP”) and is subject to all of the performance conditions established pursuant to
the 2012 PIP and the limitations set forth therein. With respect to participants who are subject to Section 162(m) of the Internal Revenue Code, as amended (the “Code”), to the extent that any term of the Plan conflicts with the terms
of the 2012 PIP, the terms of the 2012 PIP will apply. 
 The Human Resources Committee of the Board of Directors (the “Committee’)
administers the Plan. The Committee has authority to establish rules and regulations for the Plan’s implementation and administration, including the authority to impose limitations and conditions, with respect to competitive employment or
otherwise, that are not inconsistent with the Plan’s purposes. 
 PARTICIPATION 

Eligibility is limited to officers selected by the Committee and other key employees designated in writing annually by the Chief Human Resources Officer.

 TARGET AWARD PERCENTAGE AND PLAN FUNDING 
 Each eligible participant’s target incentive opportunity under the Management By Objective Plan is a percentage of such participant’s base salary as of December 31 of the Plan Year, or such
other amount as determined by the Committee. This is referred to as the “Target Award Percentage” and will be communicated to eligible participants annually. Eligible wages do not include disability benefit payments. The “Plan
Year” for any year is the calendar year. The portion of any Target Award Percentage that is dependent upon achievement of personal objectives may vary based on the participant’s level in the Company (the “Personal Objective
Percentage”) and will be communicated to eligible participants annually. 







 Subject to the performance conditions established under the 2012 PIP and the limitations set forth therein,
the Company must fund the Plan for a Plan Year for participants to receive an award for that Plan Year. The decision whether or not to fund the Plan for a particular Plan Year, as well as the Plan’s funding level, is made by the Committee in
its sole discretion based on financial performance targets set by the Committee, which may not be amended after the end of the Plan Year. Plan funding is based upon the Company’s actual financial performance for the Plan Year against the
previously set targets and if the Committee determines that the financial targets have been met the Plan will be funded. 
 If the Company funds
the Plan, then awards will be made based upon the Plan’s funding level and the participant’s achievement of his or her personal objectives, up to 125% of the participant’s Target Award Percentage (or such other percentage as
determined by the Committee). The Committee will determine the percentage of the participant’s Target Award Percentage to be paid out based upon the participant’s Personal Objective Percentage, achievement of personal objectives and the
Plan’s funding level, and such percentages will be communicated to the participant. 
 Any actual award made under the Management By
Objective Plan can range from 0% to 125% of the Target Award Percentage (or such other percentage as determined by the Committee), depending upon the Plan’s funding level, the participant’s Personal Objective Percentage and achievement of
the participant’s personal objectives. 
 PERSONAL OBJECTIVES 
 Personal objectives are established for each participant each Plan Year to link and support RR Donnelley’s strategic and financial priorities. A participant’s personal objectives are determined
each year in consultation with the participant and his or her manager and are communicated to the participant in writing as part of the objective goal-setting process. The portion of any Target Award Percentage that is dependent upon achievement of
personal objectives may vary based on the participant’s level in the Company and will be communicated to eligible participants annually. The Committee’s determination of whether a participant has attained, in whole or in part, the
participant’s personal objectives for a Plan Year, shall be final and binding. 
 AWARD AMOUNT AND PAYMENT 

Awards are paid following the Plan Year after the Committee has certified the achievement of performance goals under the 2012 PIP and
the Plan funding decisions and personal performance measurements have been made. Except as otherwise provided herein or by the Committee at any time prior to the end of such Plan Year, any award to be paid under the Plan shall be paid to recipients
within 2 1/2 months after the end of the Plan Year (i.e., by March 15). A
participant must be on the payroll of the Company as of the end of the Plan Year (i.e. as of December 31) to receive an award. Special provisions apply to retirees and in the case of a participant’s death or Disability. (Please refer to
the Changes in Employment Status section of this document for details.)  

  
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 The Committee has the discretionary authority prior to the end of the Plan Year to determine to pay any
award in installment payments over a specified period of time. The Committee also has discretionary authority to increase or decrease the amount of the award otherwise payable if it determines prior to the end of the Plan Year that an
adjustment is appropriate to better reflect the actual performance of the Company and/or the participant; provided, however, that the Committee may not increase the amount of the award payable to a person who is a “covered employee,” as
defined in Section 162(m) of the Code, to an amount in excess of the amount earned under the 2012 PIP. The Committee also has discretionary authority to reduce the amount of the award otherwise payable if it determines that the participant
engaged in misconduct. 
 BENEFITS AND TAX TREATMENT 
 Award payments are subject to applicable deductions, including social security taxes and federal and applicable state and local income tax withholding. 

The treatment of award payments as compensation for purposes of other RR Donnelley employee benefits plans is determined by the terms of the applicable
plans. 
 CHANGES IN EMPLOYMENT STATUS 
  

	A.	PROMOTIONS, DEMOTIONS, TRANSFERS, CHANGES IN ASSIGNMENT 

 If a participant is promoted, demoted, transferred to or between business units or from corporate during the year, any award payout normally will be calculated by prorating the payouts for each eligible
position based on the time assigned to that position. 
  

	B.	NEW HIRE 

 Employees hired prior to October 1st of the Plan Year shall be eligible to participate in the Management By Objective Plan in the year of hire if designated. Eligible employees hired after September 30th of the Plan Year shall not be eligible to begin participation in the
Plan until the following year, except for those who receive approval for participation from the Company’s Chief Human Resources Officer. 
  

	C.	RETIREMENT, DEATH or DISABILITY 

 A participant’s retirement*, death, or Disability** during a Plan Year or prior to the payment date will not disqualify a participant from eligibility to receive any award that otherwise would be due
under the Plan. 
  

	*	For purposes of the Plan, “retirement” generally means (i) retirement at age 65, or (ii) retirement at or after age 55 with 5 or more years of
continuous service. 


  
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	**	For purposes of the Plan, “Disability” means disability as defined as in the Company’s long-term disability policy as in effect at the time of the
participant’s disability. 

  

	D.	OTHER TERMINATION 

 If
participant’s employment terminates for reasons other than retirement (as defined above), death, or Disability (as defined above) prior to the end of the Plan Year, no award shall be payable. 

ADMINISTRATION 
 The Committee has full
discretionary authority to administer the Plan, including the authority to determine the performance achievement attained under the Plan. The Committee may delegate to members of RR Donnelley’s management the authority to administer the Plan
and determine performance under the Plan. 
 RR Donnelley retains the right to amend or terminate the Plan at any time; provided however that
awards for any plan year may not be amended or terminated after the completion of such Plan Year except in cases of misconduct of the participant. 
 Questions regarding the Plan should be directed to the Corporate Compensation Department. 

  
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