Document:

2006 InfoSpace Executive Financial Performance Incentive Plan

 Exhibit 10.31 
  

			
	

	  	 2006 Executive Financial
 Performance Incentive Plan

 This plan document outlines the 2006 InfoSpace Executive Financial Performance Incentive Plan (“the
Plan”). Each participant will also receive a personal confirmation letter. 
 PLAN OBJECTIVES 
  

	 	•	 	Align the compensation of executive management to key financial drivers. 

  

	 	•	 	Provide variable pay opportunities and targeted total cash compensation that is competitive within our labor markets. 

  

	 	•	 	Increase the competitiveness of executive pay without increasing fixed costs, making bonus payments contingent upon organizational and individual success. 

 

	 	•	 	Create internal consistency and standard guidelines among the executive peer group. 

 EFFECTIVE DATE 
 The Plan is effective on January 1, 2006. However, the Plan may be changed at any time at
the sole discretion of the Compensation Committee of the Board of Directors. 
 PARTICIPATION ELIGIBILITY 
 The eligible positions for 2006 will be: 
  

	 	•	 	Executive Vice President, Technology & Operations 

  

	 	•	 	President, Mobile and Online Media 

  

	 	•	 	Chief Administrative Officer 

  

	 	•	 	Chief Financial Officer 

  

	 	•	 	Senior Vice President, Corporate Development 

 If the executive leadership
team changes composition, any additions will be recommended by the CEO and approved by the Compensation Committee. 
 PERFORMANCE PERIODS

 The Chief Financial Officer and Chief Administrative Officer will be paid annually. The remaining executives will be paid semi-annually.

 BONUS TARGETS 
 The participant’s annual
bonus target will be 75% of annual base salary. The bonus target will be determined at the Compensation Committee’s discretion based on a combination of factors including current-year operating plan challenges and risks, market pay
competitiveness, and the past performance of the incumbent. The bonus target will also be set in accordance with the participant’s employment agreement. 
 PLAN DESIGN 
 The Plan will have the following financial bonus components with the associated weightings, measurement periods, payment
scales, and bonus achievement percentages: 
  

											
	 Bonus Component
	  	Weighting	 	 	Measurement
Period	  	 Bonus Payment Scale
	  	Bonus
Achievement
Percentage	 
	 Revenue
	  	50	%	 	Quarterly	  	Financial Performance	  	0% - 150	%
	 EBITDA
	  	50	%	 	Quarterly	  	Financial Performance	  	0% - 150	%

 Revenue and EBITDA Financial Performance Bonuses 
 Revenue and EBITDA targets will be established and measured on a consolidated, worldwide basis. The bonus plan financial targets will match the 2006 operating plan
targets approved by the Board of Directors in December 2005. 
  

 Page 1 of 3 

 2006 Executive Financial Performance Incentive Plan 
 The bonus payment scale below will be used to calculate the revenue and EBITDA bonuses on a quarterly basis. 
 Financial Performance Bonus Payment Scale 
  

					
	 Performance Level
	  	Revenue or EBITDA
Performance vs. Target	 	Bonus Achievement
Percentage
	 Below Threshold
	  	 0% - 89%
	 	 0%

	 Threshold
	  	 90% - 94%
	 	 50%

		  	 95% - 99%
	 	 80%

	 Target
	  	 100% - 114%
	 	 100% - 114%

	 Acceleration
	  	 115%
	 	 120%

		  	 116% - 145%
	 	 121% - 150%

	 Maximum
	  	 > 145%
	 	 150%

  

	 	•	 	Rounding. Performance results will be rounded up to the nearest whole percentage point. For example, if the calculated performance achievement percentage is 89.1%, it will be
rounded up to 90%. 

  

	 	•	 	Performance Thresholds. There will be no payout for the revenue or EBITDA component if the financial target is not at least 90% achieved. However, if the threshold for one
financial target is not achieved, a bonus may still be earned on the other financial component, provided performance for that measure exceeds the 90% threshold. 

  

	 	•	 	Acceleration. For each whole percentage point of performance that exceeds 115% of target, the bonus achievement percentage will be 5% above the performance percentage, up to
a maximum of 150%. 

 Financial bonus amounts will be calculated and accrued on a quarterly basis, but final bonus payment amounts will be
determined on a semi-annual basis. Actual bonus payments will be made in accordance with the performance periods on page one. 
 Individual
Performance: MBO Achievement 
 Executives must achieve individual performance objectives (MBOs) to receive full bonus payments. Each executive will
have 3-5 MBOs tied to bonus eligibility within each six-month performance period. The Compensation Committee will review and approve the MBOs for each executive at the beginning of the performance period. 
  

	 	•	 	If an executive does not achieve at least 50% of his or her written MBOs, he or she will not earn a bonus payment for the period. 

  

	 	•	 	If an executive achieves more than 50%, but less than 100% of the written MBOs, the CEO will reduce the financial bonus payout accordingly. The CEO will reduce the bonus by 5-50% to
reflect his assessment of the individual’s performance shortfall. 

 Bonus Calculation Example 
 An example is illustrated below for a Plan participant who has a semi-annual performance period, a 75% bonus target, and an annualized base salary of $225,000.

  

																									
	 Quarter
	  	Performance
Achievement vs. Target	 	 	Bonus Achievement
Percentage	 	 	Final Bonus
Achievement
Percentage
“A”	 	 	 Base
Salary/4
 “B”
	  	 Bonus
Target
 “C”
	 	 	 Calculated,
Accrued
Bonus
 A x B x C

	  	Revenue	 	 	EBITDA	 	 	Revenue	 	 	EBITDA	 	 	 	  	 
	 Q1
	  	95	%	 	107	%	 	80	%	 	107	%	 	93.5	%	 	$	56,250	  	75	%	 	$	39,445
	 Q2
	  	103	%	 	116	%	 	103	%	 	121	%	 	112.0	%	 	$	56,250	  	75	%	 	$	47,250
	 Total Q1 + Q2
	  			 			 			 			 			 			  			 	$	86,695

 The semi-annual bonus payments would then be calculated as follows on the next page, depending upon MBO bonus
achievement. 
  

 Page 2 of 3 

 2006 Executive Financial Performance Incentive Plan 
  

							
	MBO Bonus
Achievement	  	Q1 + Q2
Financial Bonus	  	Semiannual
Bonus Payment
	 100%	  	$	86,695	  	$	86,695
	   80%	  	$	86,695	  	$	69,356
	   75%	  	$	86,695	  	$	65,021
	   60%	  	$	86,695	  	$	52,017
	   50%	  	$	86,695	  	$	43,348
	< 50%	  	$	86,695	  	$	0

 Semiannual bonus payments will be made in August 2006 and February 2007. For participants with annual performance
periods, similar calculations will be made for each of the two semi-annual periods. For the annual participants, the two semi-annual bonus payments will be added together and paid out in February 2007. 
 EMPLOYMENT REQUIREMENTS 
 In order to be eligible for a bonus
payment under the Plan, participants must be employed for the entire performance period. 
 If an executive resigns on good terms, exercises termination for
good reason, or takes an approved leave of absence during the performance period, the CEO has the discretion to recommend to the Compensation Committee to pay a partial bonus if the executive worked a significant portion of a performance period and
achieved the majority of the MBO’s, subject to the terms of any written employment agreement. 
 For executives who join the company after the beginning
of a performance period but before the last 60 days of it, he or she may be eligible for pro-rated participation at the sole discretion of the CEO. 
 APPROVAL 
 All bonus payments made to executives will be submitted to the Compensation Committee for final approval. The Compensation
Committee may adjust the final bonus amount as it deems appropriate. The Committee has complete discretion to adjust bonus awards to reflect changes in the industry, company, the executive’s job duties or performance, or any other circumstance
the Committee determines should impact bonus awards. 
  

 Page 3 of 32006 InfoSpace Executive VP, Sales and Business Development Compensation Plan

 Exhibit 10.32 
  

			
	

	  	 2006 Executive Vice President,
 Sales & Business Development
 Compensation Plan

 This plan document outlines the 2006 InfoSpace Executive Vice President, Sales & Business Development
Compensation Plan (“the Plan”) for Brian McManus. 
 PLAN OBJECTIVES 
  

	 	•	 	Align the compensation of the Executive Vice President, Sales & Business Development (“the EVP”) with key financial measures that he is responsible for or
influences. 

  

	 	•	 	Provide the EVP with upside earnings potential based on the overachievement of financial targets. 

  

	 	•	 	Provide the EVP with a variable pay opportunity and targeted total cash compensation that is competitive within our labor markets. 

 EFFECTIVE DATE 
 The Plan is effective on January 1, 2006.
However, the Plan may be changed at any time at the sole discretion of the Compensation Committee of the Board of Directors. 
 BASE SALARY

 Effective on January 1, 2006, the EVP’s annualized base salary will be $300,000. 
 INCENTIVE COMPENSATION PERFORMANCE PERIODS 
 The EVP’s
incentive compensation described below will be paid semi-annually. The financial performance periods applicable for this plan will be quarterly, but achievement of assigned individual objectives will be determined semi-annually. 
 INCENTIVE COMPENSATION TARGET 
 The EVP’s total incentive
compensation target will be 125% of base salary. The bonus target will be determined at the CEO’s and Compensation Committee’s discretion based on a combination of factors including current-year operating plan challenges and risks, market
pay competitiveness, and the past performance of the incumbent. The bonus target will also be set in accordance with the participant’s employment agreement. 
 PLAN DESIGN 
 The Plan will have the following incentive compensation components with the associated weightings, measurement periods,
payment scales, and achievement percentages: 
  

												
	 Bonus Component
	  	Weighting	 	 	Measurement
Period	  	Payment
Period	  	Incentive
Payment Form	  	Incentive Target
Achievement
	 Revenue
	  	75	%	 	Quarterly	  	Semi-annual	  	Bonus	  	0% - Uncapped
	 EBITDA
	  	25	%	 	Quarterly	  	Semi-annual	  	Bonus	  	0% - 150%

 REVENUE BONUS 
 The EVP will earn a revenue bonus based on his achievement of the targets. Revenue bonus amounts will be calculated and accrued on a quarterly basis, but final revenue payments will be determined and made on a semi-annual basis. The revenue
bonus amounts for Q1 & Q2 and for Q3 & Q4 will be added together to form a total semi-annual payment, with the final payment amount dependent upon MBO achievement. 
 For revenue achievement up to 100% of target, the company’s executive bonus scale on the following page will be used to determine the EVP’s revenue bonus. However, for revenue achievement that is greater
that 100%, the EVP will receive additional bonus amounts in accordance with the following schedule: 
  

			
	 •      100.1% - 125.0%
	  	1/4 cent per $1 of incremental revenue (.25% or .0025)
		
	 •      125.1% - 150.0%
	  	1/2 cent per $1 of incremental revenue (.50% or .0050)
		
	 •      150.1%+
	  	3/4 cent per $1 of incremental revenue (.75% or .0075), uncapped

  

 Page 1 of 3 

 2006 EVP, Sales & Business Development Compensation Plan 
 The sum of these overachievement amounts across the different ranges will be added to the target bonus amount to yield the quarterly revenue bonus amount. 
 Here is the revenue bonus scale for achievement up to 100% of target: 
  

						
	 Revenue Performance Level
	  	Revenue
Performance vs.
Target	  	Revenue Bonus
Achievement
Percentage	 
	 Below Threshold
	  	0% - 89%	  	0	%
	 Threshold
	  	90% - 94%	  	50	%
		  	95% - 99%	  	80	%
	 Target
	  	100%	  	100	%

  

	 	•	 	Rounding. Performance results will be rounded up to the nearest whole percentage point. For example, if the calculated performance achievement percentage is 89.1%, it will be
rounded up to 90%. 

  

	 	•	 	Performance Threshold. There will be no payout for the revenue bonus component if the financial target is not at least 90% achieved. 

 The quarterly revenue bonus for performance up to 100% of target will be equal to: 
  

															
	Revenue Bonus Achievement Percentage	  	x	  	Annual
Base
Salary	  	÷4	  	x	  	125%
Incentive
Target	 	x	 	75%

 EBITDA BONUS 
 The EVP will have the opportunity to earn 25% of his total incentive compensation target based on the company’s Earnings Before Interest, Taxes, Depreciation, and Amortization (EBITDA) performance versus the 2006 operating plan targets
approved by the Board of Directors in December 2005. EBITDA targets will be established and measured on a consolidated, worldwide basis. The bonus payment scale below will be used to calculate the EBITDA bonuses on a quarterly basis. 
  

					
	 EBITDA Performance Level
	  	Revenue or EBITDA
Performance vs. Target	  	EBITDA Bonus
Achievement
Percentage
	 Below Threshold
	  	0% - 89%	  	0%
	 Threshold
	  	90% - 94%	  	50%
		  	95% - 99%	  	80%
	 Target
	  	100% - 114%	  	100% - 114%
	 Acceleration
	  	115%	  	120%
		  	116% - 145%	  	121% - 150%
	 Maximum
	  	> 145%	  	150%

 The performance achievement rounding and threshold requirements will work the same way as for the revenue bonus.

 EBITDA Bonus Calculation and Payments 
 The
quarterly EBITDA Bonus will be equal to: 
  

															
	EBITDA Bonus Achievement Percentage	  	x	  	Annual
Base
Salary	  	÷4	  	x	  	125%
Incentive
Target	 	x	 	25%

 EBITDA Bonus amounts will be calculated and accrued on a quarterly basis, but final bonus payment amounts will be
determined and made on a semi-annual basis, subject to the MBO achievement step below. 
  

 Page 2 of 3 

 2006 EVP, Sales & Business Development Compensation Plan 
 Individual Performance: MBO Achievement 
 The EVP must achieve
his assigned individual performance objectives (MBOs) to receive full incentive compensation payments. The EVP will have 3-5 MBOs tied to incentive compensation eligibility within each six-month performance period. The Compensation Committee will
review and approve the MBOs for the EVP at the beginning of the six-month performance period. 
  

	 	•	 	If the EVP does not achieve at least 50% of his written MBOs, he will not earn an incentive compensation payment bonus for the six-month period. 

  

	 	•	 	If the EVP achieves more than 50%, but less than 100% of his written MBOs, the CEO will reduce the incentive compensation accordingly. The CEO will reduce the bonus by 5-50% to
reflect his assessment of the individual’s performance shortfall. 

 Bonus Calculation Example 
 An example is illustrated below. 
  

										
	 Quarter
	  	 Revenue Bonus
 “A”
	  	 EBITDA
Bonus
 “B”
	  	 Calculated,
Accrued Bonus
 A + B

	 Q1
	  	$	70,313	  	$	23,438	  	$	93,751
	 Q2
	  	$	90,500	  	$	24,610	  	$	115,110
	 Q1 + Q2 Total
	  			  			  	$	208,861

 The semi-annual bonus payments would then be calculated as follows, depending upon MBO bonus achievement.

  

							
	MBO Bonus
Achievement	  	Q1 + Q2
Financial Bonus	  	Semiannual
Bonus Payment
	 100%	  	$	208,861	  	$	208,861
	   80%	  	$	208,861	  	$	167,089
	   75%	  	$	208,861	  	$	156,646
	   60%	  	$	208,861	  	$	125,317
	   50%	  	$	208,861	  	$	104,431
	< 50%	  	$	208,861	  	$	0

 Semiannual bonus payments will be made in August 2006 and February 2007. 
 EMPLOYMENT REQUIREMENTS 
 In order to be eligible for a bonus
payment under the Plan, the EVP must be employed for the entire performance period. 
 If the EVP resigns on good terms, exercises termination for good
reason, or takes an approved leave of absence during the performance period, the CEO has the discretion to recommend to the Compensation Committee to pay a partial bonus if the executive worked a significant portion of a performance period and
achieved the majority of the MBO’s, subject to the terms of any written employment agreement. 
 For executives who join the company after the beginning
of a performance period but before the last 60 days of it, he or she may be eligible for pro-rated participation at the sole discretion of the CEO. 
 APPROVAL 
 All bonus payments made to executives will be submitted to the Compensation Committee for final approval. The Compensation
Committee may adjust the final bonus amount as it deems appropriate. The Committee has complete discretion to adjust bonus awards to reflect changes in the industry, company, the executive’s job duties or performance, or any other circumstance
the Committee determines should impact bonus awards. 
  

 Page 3 of 3

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