**Exhibit 10.13****eResearchTechnology, Inc.****2008 Bonus Plan**     Set forth below is a summary of the 2008 Bonus Plan recommended by the Compensation Committeeand approved by the Board of Directors on February 19, 2008, to be effective for fiscal 2008.     The purpose of the plan is to promote the interests of the Company and its stockholders byproviding employees with financial rewards upon achievement of specified business objectives, andto help the Company attract and retain employees by providing attractive compensation opportunitieslinked to performance results. All of the Company’s employees are eligible to participate in theplan, subject in some cases to certain waiting periods and with the exception that certain salespersonnel who participate in a separate commission incentive plan do not participate in the plan.     In general, awards will be based upon the extent to which a specified combination of thefollowing performance targets are achieved: **•** Revenues;  **•** Net Income;  **•** Contract Revenues Targets (revenue projected to be generated by new contracts intowhich the Company enters with all but certain specified customers during the applicablebonus period, regardless of when the revenue is actually recognized by the Company);and  **•** Individual performance goals.     The Compensation Committee establishes the performance targets and individual performancegoals for the Company’s President and Chief Executive Officer and the Executive Vice President andChief Financial Officer. The President and Chief Executive Officer establishes the performancetargets and individual performance goals for the other executive officers. Performance targets forthe remainder of the plan participants are set by the President and Chief Executive Officer; whiledepartmental supervisors establish the individual performance goals for other participants in theirrespective departments. Departmental and individual performance goals for 2008 include improvingcustomer service, enhancing technology, establishing growth opportunities through, among otherthings, product expansion, improving internal processes, and improving operational efficiencies.     Each participant in the plan has a targeted bonus opportunity, and a specified percentage ofthat opportunity relates to the extent to which each performance target applicable to theparticipant is achieved. For each performance target other than departmental or individualperformance goals, the plan sets forth specific levels at which 50%, 75%, 100%, 125% and 150% ofthe target is achieved. A participant receives that specified percentage of the portion of thebonus opportunity applicable to the target to the extent a particular benchmark is achieved. Wherethe extent to which a target is achieved falls between the specified percentage targets, theparticipant receives a pro rated portion of the bonus opportunity. As a result of the foregoing,the maximum bonus payable to a participant under the plan is 150% of the participant’s bonusopportunity.     For departmental and individual performance goals, (i) the Compensation Committee determinesthe extent to which the goals have been achieved and any related bonus has been earned for
 

 
the Company’s President and Chief Executive Officer and Chief Financial Officer; (ii) theCompany’s President and Chief Executive Officer determines the extent to which the goals have beenachieved and any related bonus has been earned for the remaining executive officers; and (iii) theparticipant’s departmental supervisor determines the extent to which the goals have been achievedand any related bonus has been earned for the remainder of the plan participants.     The bonus opportunities and the related performance targets for each of the Company’sexecutive officers are as follows:                   **Percentage of Bonus Based On:**            **Global**          **Individual** **Contract**    **Bonus**   **Net** **Performance** **Revenues****Name** **Position** **Opportunity** **Revenues** **Income** **Goals** **Targets**Michael J. McKelvey, President, Chief 375,000 20 60 20 —Ph.D Executive Officer and Director                       Joel Morganroth, Chairman of the 98,428 30 70 — —MD1 Board of Directors            and Chief Scientific            Officer                       Richard A. Baron Executive Vice 144,375 20 60 20 —  President, Chief            Financial Officer and            Secretary                       Thomas P. Devine Executive Vice 118,125 20 60 20 —  President and Chief            Development Officer                       Amy Furlong Executive Vice 121,000 20 60 20 —  President, Cardiac            Safety                       Jeffrey S. Litwin, Executive Vice 136,500 20 35 20 25MD2 President and Chief            Medical Officer                       John M. Blakeley Executive Vice 111,874 20 40 — 40  President,            International            Operations and Sales                       Robert S. Brown Senior Vice 121,025 20 60 20 —  President, Strategic            Marketing, Planning            & Outsourcing            Partnerships                       Dave Laky Senior Vice 93,480 20 60 20 —  President,eClinical                       Greg Sadowski Senior Vice 93,480 20 60 20 —  President, ePRO             George Tiger Senior Vice 104,000 30 30 — 40  President, Americas            Sales          
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 1. On February 19, 2008, the Board of Directors, at the recommendation of the CompensationCommittee, also approved amendments to the Consultant Agreement dated January 1, 2007 betweenJoel Morganroth, M.D., P.C. and the Company. Under the terms of this agreement, in additionto other terms including base pay, Dr. Morganroth’s professional corporation is entitled to an80% commission as a percentage of our net revenues for services performed by the Company’sconsultant group that result directly from the marketing efforts of his professionalcorporation. These commissions are not included in the table above. 2. Dr. Litwin is also entitled to an additional bonus of up to $70,000 based on the extent towhich the Company achieves specified Consulting Profits targets (gross profits of the eRTconsulting group defined as revenue less direct payments made to providers of consultingservices). This additional bonus is not subject to the overall profit limitations of otheraspects of the bonus plan. This additional bonus is not included in the table above.     Notwithstanding the foregoing, the Committee retains the discretion under the plan to adjustor recommend to the Board an adjustment to the amount of any bonus to be paid, regardless ofwhether or the extent to which any of the objective criteria, including revenue, net income andContract Revenues targets, are achieved, and the Board retains the discretion to make any suchadjustment it deems appropriate.
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