(“ePRO”)business. Mr. Schneck’s individual goals consist primarily of enhancing the tax efficiency and cash flowof our operations, conducting a review of our enterprise risk management, improving investorrelations, continuing to improve our planning and forecasting processes and actively supportingcorporate development activities. Individual goals of the remaining executive officers includecontinuing to improve our quality audit and management systems, participating in our expanded salesand marketing initiatives, improving the profitability of our consulting group, development ofstrategic partnerships, integrating ePRO into our cardiac safety operations, continuous improvementin customer service, project assurance, internal processes and operational efficiencies, andtechnology improvements and enhancements. Individual performance goals for the remainingparticipants in the 2010 Plan are in line with the individual goals of the executive officers.Each participant in the 2010 Plan will be eligible to receive 50% to 150% of their 2010 bonusopportunity that is allocable to each objective target category, based on the extent to which weachieve the various specified targets. Amounts payable based on achievement of individualperformance objectives can range from 0-100% of the applicable bonus opportunity.For individual performance goals, (i) the Compensation Committee or the Board, at the requestof the Compensation Committee after providing its recommendations to the Board, determines theextent to which the goals have been achieved and any related bonus has been earned for theCompany’s President and Chief Executive Officer; (ii) the Compensation Committee or the Board, atthe request of the Compensation Committee after providing its recommendations to the Board,determines the extent to which the goals have been achieved and any related bonus has been earnedfor the remaining executive officers, after receiving the recommendation of the Company’s Presidentand Chief Executive Officer; and (iii) the participant’s departmental supervisor determines theextent to which the goals have been achieved and any related bonus has been earned for theremainder of the participants under the 2010 Plan.
 
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The bonus opportunities and the related performance targets for each of the Company’sexecutive officers are as follows:                               **Percentage of Bonus Based On:**                 **Individual**        **Bonus**      **Net**  **Performance**  **Contract** **Name** **Position** **Opportunity**  **Revenues**  **Income**  **Goals**  **Revenues**                        Michael J. McKelvey, Ph.D President and ChiefExecutive Officer $386,250   15   55   30                            Keith D. Schneck Executive Vice Presidentand Chief Financial Officer $149,350   15   55   30                            Joel Morganroth, MD (1) Chairman of the Boardand Chief Scientific Officer $237,500           100                            John M. Blakeley Executive Vice President,Sales and Marketing $129,547   10   30   20   40                        Thomas P. Devine Executive Vice Presidentand Chief Development Officer $137,500   15   55   30                            Amy Furlong Executive Vice President,Cardiac Safety $145,000   15   55   30                            Jeffrey S. Litwin, MD Executive Vice Presidentand Chief Medical Officer $175,595   15   40   25   20                        Robert Brown Senior Vice President,Stategic Partnerships $124,656   15   55   30                            John B. Sory Senior Vice President,Health Care Solutions $162,500   15   55   30                            George Tiger Senior Vice President,Global Sales $110,334   10   30   20   40    (1) Under the terms of a Consultant Agreement between Joel Morganroth,M.D., P.C. and the Company, Dr. Morganroth’s professional corporationis entitled to an 80% commission of the net amounts we bill for Dr.Morganroth’s services to the customers of the Company’s consultingpractice. These commissions are not included in the table above.Bonuses are payable based on the extent to which annual targets have been achieved, with thebonuses (if any) normally being paid within ninety (90) days after the end of the calendar year inwhich the bonuses were earned. Bonuses normally will be paid in cash in a single lump sum, subjectto payroll taxes and tax withholdings, as applicable.Notwithstanding the foregoing, the Compensation Committee retains the discretion under the2010 Plan to adjust or recommend to the Board an adjustment to the amount of any bonus to be paid,regardless of whether or the extent to which any of the objective criteria, including revenue, netincome, Contract Revenues and Consulting Profits, are achieved, and the Board retains thediscretion to make any such adjustment it deems appropriate.
 
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