Exhibit
10.13
 LoopNet, Inc.
Incentive Bonus Plan
 Purpose
  Effective Date
  Administration
 (a)
    
    The Plan shall be administered by the Compensation Committee. The Compensation Committee
shall have all powers and discretion necessary or appropriate to administer the Plan and to
control its operation, including, but not limited to, the power to (i) determine which
employees are eligible to participate in the Plan,
(ii) prescribe the terms and conditions of the bonuses that
participants are eligible to receive, subject to the satisfaction of
the terms and conditions applicable to such bonuses, as set forth or
otherwise established pursuant to the terms of the Plan (the Bonuses), (iii)
determine the extent of the achievement of any corporate or
individual performance criteria applicable to the Bonuses and the
amount of any Bonuses, (iv) adopt rules for the
administration, interpretation and application of the Plan as are
consistent with the terms of the Plan, and
(v) interpret, amend or revoke any such rules. The Companys Chief Executive Officer will be
responsible for implementing the Plan to the extent authorized by the
Compensation Committee.(b)
    
    All determinations and decisions made by the Compensation Committee, the Board, and any
delegate of the Compensation Committee pursuant to the provisions of the Plan shall be final,
conclusive, and binding on all persons, and shall be given the maximum deference permitted by
law.(c)
    
    The Compensation Committee, in its sole discretion and on such terms and conditions as it may
provide, may delegate all or part of its authority and powers under the Plan to one or more
directors and/or officers of the Company.




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Eligibility
  (a)
    
    is a full-time regular employee of the Company as of the last day of a Plan Year;(b)
    
    has not entered into an agreement relating to termination of his or her employment with the
Company (other than an employment agreement or offer letter, change of control agreement, or
equity compensation agreement that provides for certain benefits in connection with the
Participants future termination of employment); and(c)
    
    is not subject to disciplinary actions, is in good standing with the Company and is not
subject to a performance improvement plan.
 Performance Criteria
  Bonus Metrics
 (a)
    
    Each Participant will be eligible for payment of a Bonus equal to a percentage of
Participants Base Salary (as defined below) (Bonus Percentage).(b)
    
    Base salary is the Participants base salary actually paid to the Participant for the
applicable Plan Year (Base Salary); provided that if a Participant has a paid leave of
absence of any length during the Plan Year, the salary paid to the Participant during such
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leave of absence will not be included in Base Salary. Nothing in the Plan, or arising as a
result of a Participants participation in the Plan, shall prevent the Company from changing
a Participants Base Salary at any time based on such factors as the Company shall in its
discretion determine appropriate.(c)
    
    Bonuses will be determined as a target percentage of Base
Salary as determined by the Compensation
Committee according to such factors as the Compensation Committee, in its sole discretion,
deems appropriate, including achievement of any Performance
Objectives by the Company on its long term strategic objectives and
individual Participant performance, as well as competitive market data and historical Company compensation.
Subject to Section 6(d) below, the range of potential Bonus Percentages for the following Participants are as
follows:
 
    
    Chief Executive Officer and President and Chief Operating Officer: Target 30% of
Base Salary to 80% of Base Salary
    
    Chief Financial Officer: Target 30% of Base Salary to 60% of Base Salary
    
    Senior Vice President, Sales and Service: Target 25% of Base Salary to 60% of Base
Salary
    
    Chief Strategy Officer, Chief Technology Officer, Senior Vice President, Products
and Business Development and Senior Vice President, General Manager of Marketplace
Verticals: Target 25% of Base Salary to 50% of Base Salary
    
    All other Participants: As established by the Chief Executive Officer.
 (d)
    
    Notwithstanding the establishment of Bonus Percentages or Performance Objectives, if any, the
Compensation Committee has full and complete discretion to determine to pay less than the full
amount (including paying zero percent) or more than the full amount of a Bonus based on the
applicable Bonus Percentage and actual results against Performance Objectives.(e)
    
    Bonuses shall be unsecured, unfunded obligations of the Company. All Bonuses shall be paid
in cash from the general assets of the Company. To the extent they have any rights under the
Plan, Participants rights shall be those of general unsecured creditors of the Company.(f)
    
    In the event Participants employment with the Company terminates for any reason prior to the
last day of the applicable Plan Year, including without limitation as a result of a
Participants death, his or her participation in the Plan will cease and the Participant shall
be entitled to no payment under this Plan.
 Timing and Form of Payment of Bonuses
 th
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Plan Changes; No Entitlement
  General Provisions
 (a)
    
    Tax Withholding. The Company shall withhold all
applicable taxes and any other required deductions from any Bonus,
including any federal, state and local taxes.(b)
    
    No Effect on Employment or Service. Nothing in the Plan shall interfere with or
limit in any way the right of the Company to terminate a Participants employment or service
at any time, with or without cause. Employment with the Company is on an at-will basis only.
The Company expressly reserves the right, which may be exercised at any time, to terminate any
individuals employment with or without cause without regard to the effect it might have upon
him or her as a Participant under this Plan.(c)
    
    Nontransferability of Awards. No award granted under the Plan may be sold,
transferred, pledged, assigned, or otherwise alienated or hypothecated, other than by will, or
by the laws of descent and distribution. All rights with respect to an award granted to a
Participant shall be available during his or her lifetime only to the Participant.(d)
    
    Severability. In the event any provision of the Plan shall be held illegal or
invalid for any reason, the illegality or invalidity shall not affect the remaining parts of
the Plan, and the Plan shall be construed and enforced as if the illegal or invalid provision
had not been included.(e)
    
    Governing Law. The Plan and all awards shall be construed in accordance with and
governed by the laws of the State of California, but without regard to its conflict of law
provisions.(f)
    
    Entire Agreement. The Plan, and any resolutions of the Compensation Committee adopting the Plan, is the entire understanding between the Company and the employee
regarding the subject matter of the Plan and supersedes all prior bonus or commission
incentive plans or any written or verbal representations regarding the subject matter of the
Plan. Participation in the Plan during the Plan Year will not convey any entitlement to
participate in this or future plans or to the same or similar bonus benefits. Payments under
the Plan are an extraordinary item of compensation that is outside the normal or expected
compensation for the purpose of calculating any extra benefits, termination, severance,
redundancy, end-of-service premiums, bonuses, long-service awards, overtime premiums, pension
or retirement benefits or other similar payment.
 4.