2008 Management Short-term Incentive Plan



 Exhibit 10.25 
  
  
 FISHER Communications, Inc. Management Short Term Incentive
Plan-2008, as of December 9, 2008 
 Purpose 
 The
purpose of the Management Short Term Incentive Plan (the Plan) is to reward performance by focusing Fisher Communications key management employees on setting high standards and achieving performance goals. 
 Administration of the Plan 
 The Compensation Committee of the Board
of Directors of Fisher Communications (the Committee) will approve final disposition of all matters pertaining to the administration of the Plan. The Committee’s decisions affecting the construction of the Plan will be final and binding on all
parties. 
 The President and Chief Executive Officer (CEO) of Fisher Communications, on behalf of the Committee, has the responsibility to administer the
Plan. The CEO will review goals for all plan participants. The Committee will review and approve Company financial goals, individual goals and final performance results and payouts. 
 Responsibilities for actions taken under the Plan and associated time frames are: 
  

									
	 Responsibilities
	  	 CEO
	  	 Participant
	  	 Finance and
 Administration
	  	 Committee

	Goal setting for upcoming year (Company financial and individual)	  	 December 2007-
 January 2008
	  	 December 2007-
 January 2008
	  	 October 2007-
 December 2007
	  	
					
	Goal approval for upcoming year	  		  		  		  	March 2008
					
	Evaluation of performance results at the end of the Plan period	  	 January 2009-
 February 2009
	  		  	 January 2009-
 February 2009
	  	
					
	Calculation of payouts	  	March 2009	  		  	March 2009	  	
					
	Approval of payouts for previous year	  		  		  		  	March 2009 meeting
					
	Communication of payouts	  	March 2009	  		  		  	
					
	Payouts to participants	  		  	By March 15, 2009	  		  	








 Exhibit 10.25 
  
  
 Plan Period 
 The plan period is defined as January 1, 2008 through December 31, 2008. 
 Plan Participants 
 Participants in the Plan will be corporate officers and other key management employees approved by the Committee that are
responsible for directing and performing functions that have significant impact on Fisher Communications’ performance. At the current time they are: 
  

	 	•	 	 President/CEO 


  

	 	•	 	 Sr. VP/CFO/Corporate Secretary 


  

	 	•	 	 Sr. VP (2) 


  

	 	•	 	 VP/Finance 


  

	 	•	 	 VP/Engineering 


  

	 	•	 	 VP/Human Resources 


  

	 	•	 	 VP/Special Projects 


  

	 	•	 	 VP/Market Development 


 Newly hired employees who are
added as participants to the Plan during the year may receive prorated incentive awards as recommended by the CEO and approved by the Committee. 
 Plan
Performance Measures and Weights 
 Performance measures are established before the end of the first quarter of the Plan period. 
 Performance measures for all of the above employees will consist entirely of Company Financial Performance based on Net Income (which may be adjusted for certain
circumstances by the Compensation Committee). Please refer to Matrix A. 
 Award Schedule 
 At the beginning of the Plan year, a performance/payout schedule will be developed that specifies threshold, target, and maximum Company financial performance levels and
the corresponding percentage of the target award that would be earned for each performance level. 







 Exhibit 10.25 
  
  
 Target Incentive Awards 
 Target incentive awards are expressed as a percentage of base salary and vary by position level and accountabilities. 
 Payment of Awards 
 A participant’s payout is calculated as
follows: 
  

	 	•	 	 Confirm target opportunity as % of base salary 


  

	 	•	 	 Assess level of Company financial performance versus target performance 


  

	 	•	 	 Determine payout as a percent of target for Company financial results 


 Termination 
 Retirement or Disability — In the event of termination of employment through retirement or
as a result of total disability as defined in Fisher Broadcasting benefit plans, the award will be prorated for the number of months of the year completed prior to termination. The award is contingent upon actual performance against goals during the
months served. The award will be paid out at the normal payout date or earlier, at the discretion of the Committee. 
 Death — If the participant
dies, any unpaid awards will be paid to his or her estate in one lump sum. The amount of the award will be prorated for the number of months of the year completed prior to the participant’s death. The award is contingent upon actual performance
against goals during the months served. The award will be paid out at the normal payout date or earlier, at the discretion of the Committee. 
 Termination for Reasons Other Than Retirement, Disability or Death — In the event of termination of employment for any other reason, the participant will not be entitled to any incentive compensation for the Plan period
subsequent to termination, unless otherwise approved by the Committee. 
 Amendment or Termination of the Plan — The Committee may terminate,
amend or modify this Plan at any time. 
 Other Considerations 
 Right of Assignment — No right or interest in the Plan is assignable or transferable, or subject to any lien, directly, by operation of law, or otherwise, including levy, garnishment, attachment, pledge, or bankruptcy.

 Right of Employment — Participation under this Plan does not guarantee any right to continued employment; management reserves the right to
dismiss participants. Participation in any one Plan period does not guarantee the participant the right to participation in any subsequent Plan period. 
 Withholding for Taxes — Fisher Broadcasting has the right to deduct from all awards under this Plan any taxes required by law to be withheld with respect to such payments. 







 Exhibit 10.25 
  
  
 Matrix A 
  

			
	 Corporate Performance
 (Net Income)
 as % of
target
	  	 Payout as % target

	 110%
	  	200%
	 109%
	  	180%
	 108%
	  	160%
	 107%
	  	150%
	 106%
	  	140%
	 105%
	  	130%
	 104%
	  	120%
	 103%
	  	115%
	 102%
	  	110%
	 101%
	  	105%
	 100%
	  	100%
	 99%
	  	93%
	 98%
	  	75%
	 97%
	  	67%
	 96%
	  	57%
	 <96%
	  	0%