the Total Revenue Factor shall increaseby the amount set forth in Exhibit A. For each dollar of actual FY 2009 Total Revenue in excessof the Total Revenue Target, the Total Revenue Factor shall increase by the amount set forth inExhibit A up to a maximum of one hundred fifty percent (150%) achievement of the Total RevenueTarget. In the event that actual FY 2009 Operating Margin Dollars are less than the amount setforth on Exhibit A (“***Threshold Margin Dollars***”) the Bonus Achievement Multiplier shall be deemed tobe equal to zero.     4. The Bonus Achievement Multiplier may range from zero to a maximum of 125% (assuming maximumachievement of the Total Revenue Target). The Bonus Achievement Multiplier does not vary basedupon the Officer’s position and responsibilities and is applicable to all Officers.     5. “***Individual Bonus Earned***” means the amount equal to Individual Target Bonus multiplied by theBonus Achievement Multiplier.     6. “***Individual Bonus Percentage***” means the percentage of a respective Officer’s base salary that istargeted as a bonus payment under the Plan assuming exactly one hundred percent achievement by theCompany of each of the Total Revenue Target, New Product Revenue Target and Operating MarginDollars Target.     7. “***Individual Target Bonus***” means the amount equal to a respective Officer’s base salarymultiplied by such Officer’s Individual Bonus Percentage.     8. “***Operating Margin***” means (a) Total Revenue minus total cost of goods sold and total operatingexpenses (before taxes) divided by (b) Total Revenue.     9. “***Operating Margin Dollars***” means Total Revenue minus total cost of goods sold and totaloperating expenses (before taxes).     10. “***New Product Revenue***” means the total amount of revenue derived from the sale during FY 2009 ofnew Company products as described on Exhibit A.     11. “***Total Revenue***” means the total amount of revenue derived from the sale of all products andservices of the Company during FY 2009.
 

 
**D. Individual Target Percentages**     1. The Individual Target Percentages for each Officer under the Plan is as follows:       **Individual Bonus****Name and Title** **Percentage**Sylvia D. Summers, President and Chief Executive Officer  100%     David L. Teichmann, Senior Vice President, General Counsel and Corporate Secretary  75%     Pete J. Mangan, Senior Vice President, Chief Financial Officer  60%     Hungwen Li, Senior Vice President, Strategic Marketing  60%     Donna Hamlin, Vice President, Human Resources  50%     Chris P. Siu, Chief Accounting Officer  30%**E. Plan Changes**     1. The Board or the Compensation Committee may modify the financial performance goals at anytime based on changes in business conditions during the year and may grant bonuses to executiveofficers even if the financial performance goals are not met. In its discretion, the CompensationCommittee may, either at the time it grants an award under the Plan or at any timethereafter, provide for the adjustment of the award formula applicable to an award granted to anyparticipant under the Plan to reflect such participant’s individual performance in hisor her position with the Company or such other factors as the Compensation Committee may determine.Notwithstanding the attainment of any performance goal under the Plan, the CompensationCommittee shall have the discretion, on the basis of such criteria as it may establish, to reducethe amount of or to eliminate any final award that would otherwise be paid, and retains theabsolute discretion to amend, modify or terminate the Plan at any time.