alea-institute/kl3m-data-sample-004-shuffled huggingface dataset:
<TABLE> <S> <C>

<ARTICLE> 5
<LEGEND>
THE FINANCIAL DATA SCHEDULE CONTAINS SUMMARY FINANCIAL INFORMATION EXTRACTED
FROM PART VIII ON FORM 10-K FOR THE YEAR ENDED NOVEMBER 3, 1996 AND IS QUALIFIED
IN ITS ENTIRETY BY REFERENCE TO SUCH FINANCIAL STATEMENTS.
</LEGEND>
<MULTIPLIER> 1000
       
<S>                             <C>
<PERIOD-TYPE>                   12-MOS
<FISCAL-YEAR-END>                          NOV-03-1996
<PERIOD-END>                               NOV-03-1996
<CASH>                                           8,044
<SECURITIES>                                         0
<RECEIVABLES>                                   90,299
<ALLOWANCES>                                     4,029
<INVENTORY>                                     95,087
<CURRENT-ASSETS>                               204,724
<PP&E>                                         123,077
<DEPRECIATION>                                  24,562
<TOTAL-ASSETS>                                 467,441
<CURRENT-LIABILITIES>                           86,604
<BONDS>                                        128,750
<PREFERRED-MANDATORY>                                0
<PREFERRED>                                          0
<COMMON>                                        92,453
<OTHER-SE>                                      31,103
<TOTAL-LIABILITY-AND-EQUITY>                   467,441
<SALES>                                        399,836
<TOTAL-REVENUES>                               399,836
<CGS>                                          294,455
<TOTAL-COSTS>                                   76,825
<OTHER-EXPENSES>                                   951
<LOSS-PROVISION>                                     0
<INTEREST-EXPENSE>                              13,143
<INCOME-PRETAX>                                 14,462
<INCOME-TAX>                                     5,752
<INCOME-CONTINUING>                              8,710
<DISCONTINUED>                                       0
<EXTRAORDINARY>                                      0
<CHANGES>                                            0
<NET-INCOME>                                     8,710
<EPS-PRIMARY>                                     1.05
<EPS-DILUTED>                                     1.01
        

</TABLE>
Written Description of Cash Incentive Plan Covering Executive Officers



 Exhibit 10.28 
 Written Description of 
 MEMC Electronic Materials, Inc. Cash Incentive
Plan 
 Covering Executive Officers 
 MEMC Electronic Materials, Inc. (“MEMC” or the “Company”) maintains a cash incentive plan that covers the Chief Executive Officer and the Company’s other executive officers. Under
current practice, the Compensation Committee (the “Committee”) makes annual cash awards under the plan to executive officers to recognize and reward Company and individual performance. 

For each participant, the Committee establishes threshold, target and maximum bonus levels that are defined as a percentage of the
participant’s base salary. The “threshold” level of performance for a particular performance goal represents the lowest level of performance for which any bonus would be earned on that performance goal. The “maximum” level
of performance represents the level for which the maximum bonus would be earned for that particular goal, and the “target” represents the target level of performance. The actual bonus, if any, attributable to each performance goal is
calculated based on the actual performance compared to these “threshold,” “target” and “maximum” performance levels. The “threshold,” “target” and “maximum” levels for each category of
executives under the plan are generally as follows: 
  

													
	 	  	Threshold	 	 	Target	 	 	Max	 
	 CEO
	  	 	50	% 	 	 	100	% 	 	 	200	% 
	 EVP
	  	 	38	% 	 	 	75	% 	 	 	150	% 
	 SVP
	  	 	25	% 	 	 	50	% 	 	 	100	% 
	 VP
	  	 	15-20	% 	 	 	30-40	% 	 	 	50-80	% 

 The plan has two main
components: a Company milestone component and a personal goal component. The Company-based and personal performance metrics account for varying levels of the total potential award under the 2010 short term incentive plan as follows: 

 

									
	 	  	Company Metrics	 	 	Personal Metrics	 
	 CEO,
	  	 	100	% 	 	 	0	% 
	 EVP, SVP
	  	 	80	% 	 	 	20	% 
	 VP
	  	 	60	% 	 	 	40	% 

 As a result, the bonus
paid to the CEO, if any, is 100% tied to Company metrics. The Company’s other executive officer s have a number of quarterly, semi-annual and/or annual performance objectives including those tied to the Company’s financial performance,
along with a number of individual performance and financial objectives applicable to each executive officer’s functional area. These objectives are reviewed and approved by the Committee on an annual basis. Based on the achievement against
these performance objectives, the executive officers are entitled to receive cash awards, which are generally paid on an annual basis. 
 The plan is non-contractual. The Company maintains the right to terminate or amend the cash incentive plan at any time.
Consent
      of Independent Registered Public Accounting Firm




Iconix
      Brand Group, Inc.


New
      York,
      New York





We
      hereby
      consent to the incorporation by reference in the Registration Statements on
      Form
      S-3 (Nos. 333-96985,  333-116716, 333-120581, 333-128425,
      333-129075 and 333-137383) and on Form S-8 (Nos.333-27655,  333-49178,
      333-68906,  333-75658 and 333-127416) of Iconix Brand Group, Inc. of our
      report dated March 20, 2006, except for Note 19 which is as of
      September 27, 2006, relating to the consolidated financial statements
      and our reports dated March 20, 2006 relating to the financial statement
      schedule, and the effectiveness of Iconix Brand Group, Inc.’s internal control
      over financial reporting, which appear in this Form 10-K/A.





/s/
                BDO Seidman, LLPNew
                York, New YorkSeptember
                27, 2006