Document:

exv10w2

Exhibit 10.2

RealPage Confidential

Management Incentive Plan

Approved by Compensation Committee 02/17/2011

RealPage 2011

Management Incentive Plan

	 	 	 	 	 	 	 

	Participant

	 	EMPLOYEE NAME
	 	Division
	 	DIVISION
	Target Award % (1)

	 	PERCENTAGE
	 	Eligibility Date:
	 	DATE

	 	 	 	 	 
	Criteria	 	Weight	 	Target
	Corporate Revenue

	 	XX%
	 	Each criterion has a target, a minimum, and a
maximum. The target pays out at 100%. The
minimum is 0% and the maximum is 200%.
	Corporate EBITDA

	 	XX%	 	 
	Divisional Revenue

	 	XX%	 	 
	Divisional Profit

	 	XX%	 	 
	Individual Performance (4)

	 	XX%
	 	See Below

 

			
	(1)	 	Target Award % represents the percentage of base salary earned during the eligible portion
of the year which is achieved at target.
	 
	(2)	 	Corporate Revenue & EBITDA objectives are confidential and will not be disclosed until year
end results are released. Divisional revenue & profit objectives may be disclosed, but should
be kept strictly confidential.
	 
	(3)	 	Targets (including minimums and maximums) and awards may be adjusted by the compensation committee based on (i) risk assessment inherent in the target and (ii)
special circumstances that were not anticipated when the targets were established.
	 
	(4)	 	Achievement of strategic goals & initiatives identified in the individual’s MIP plan as well
as individual performance ratings and rankings will be used in the calculation of the
individual rating.

The 2011 RealPage Management Incentive Plan (“MIP”) is intended to reward mid-level and senior
managers with bonus compensation based on the achievement of corporate, group, departmental and
individual objectives. To be eligible to earn bonus awards under this plan, a participant must:

	 	i.	 	be a regular, full-time employee for at least 3 months during 2011;
	 
	 	ii.	 	be a regular, full-time employee on the date of payment of each award;
	 
	 	iii.	 	be a senior manager grade E13 or above;
	 
	 	iv.	 	not be on another incentive plan; and
	 
	 	v.	 	achieve an individual performance rating above 3.5.

In addition, to be eligible to receive a bonus, minimum 2011 Revenue and EBITDA objectives for the
Company must be met.

A new manager will be eligible to initiate participation in the MIP beginning the first full month
after the individual’s date of hire or promotion. Bonus awards will be prorated for the period of
time the participant is a member of the plan; e.g., the bonus for a qualified manager hired on June
23rd would be prorated by 50%. Determination of how much is awarded to each participant is a
function of up to five criteria. Achievement of objectives and goals will be determined by the
Compensation Committee of the Board of Directors based on recommendations made by the President.
Possible ratings range from 0% to 200% for each category. Awards will be made when declared in
cash less required taxes and withholdings.

Example

Assume annual base salary earned during the year for a manager is $100K. The target award for this
individual is 20% of base salary. Participant in the plan is based on the following weightings:

	 	 	 	 	 

	Corporate Revenue
	 	 	15	%
	Corporate EBITDA
	 	 	10	%
	Divisional Revenue
	 	 	30	%
	Divisional Profit
	 	 	20	%
	Individual Performance
	 	 	25	%

The compensation committee of the Board of Directors determines corporate revenue objective is
halfway between the 100% and 200% target, so this rating is 150%. EBITDA is also halfway between
100% and 200% goal so this rating is 150%. The division achieves both its revenue and profit
goals, but does not exceed them. The employee’s individual performance achievement was worth 125%
of the individual target. The bonus award for this individual would be computed as follows:

	 	 	 	 	 	 	 	 	 	 	 

	(1) Bonus based on corporate revenue achievement

	 	=
	 	$100,000 * .2 * .15 * 1.50
	 	=
	 	$	4,500	 
	(2) Bonus based on corporate EBITDA achievement

	 	=
	 	$100,000 * .2 * .10 * 1.50
	 	=
	 	$	3,000	 
	(3) Bonus based on divisional revenue achievement

	 	=
	 	$100,000 * .2 * .30 * 1.00
	 	=
	 	$	6,000	 
	(4) Bonus based on divisional profit achievement

	 	=
	 	$100,000 * .2 * .20 * 1.00
	 	=
	 	$	4,000	 
	(5) Bonus based on individual goals & initiatives

	 	=
	 	$100,000 * .2 * .25 * 1.25
	 	=
	 	$	6,250	 
	 

	 	 	 	 	 	 	 	 	 	 
	 Total Award

	 	 	 	 	 	 	 	$	23,750	 

 

 

RealPage Confidential

Management Incentive Plan

Approved by Compensation Committee 02/17/2011

Additional Terms and Conditions:

All payments under the Management Incentive Plan shall be subject to standard withholding policies
of the Company, including, without limitation, withholding for Federal Income Tax, FICA, Medicare,
etc.

The Management Incentive Plan may be modified or terminated from time to time or at any time by the
Company or the Compensation Committee at the Company’s or the Compensation Committee’s sole
discretion.

Unless provided otherwise a written employment agreement executed by the participant and an
authorized representative of the Company, all participants in the Management Incentive Plan are
employed “at will” and may be terminated at any time, at the sole discretion of the Company. The
Management Incentive Plan does not constitute an employment agreement, nor does it constitute a
guarantee of continued employment.

A participant must be employed by the Company as a regular full-time employee on the date of any
payment under the Management Incentive Plan.

This Management Incentive Plan is only effective for calendar year 2011.

By executing this Management Incentive Plan, the undersigned acknowledges that (s)he has read the
MIP, understands the MIP and agrees to be bound by the provisions of the MIP.

	 	 	 

	 
	 	 
	Employee Name	 	 
	 
	 	 

	 
	 	 
	DATEexv10w3

Exhibit 10.3

AMENDMENT NO. 1 TO

REALPAGE, INC.

2010 EQUITY INCENTIVE PLAN

(Effective February 18, 2011)

     REALPAGE, INC., having adopted the RealPage, Inc. 2010 Equity Incentive Plan (the “Plan”) as
of August 11, 2010, hereby amends the Plan, effective as of February 18, 2011, as follows:

	 	1.	 	Section 2(x) of the Plan is hereby amended and restated in its entirety to be
and read as follows:
	 
	 	 	 	“(x) “Outside Director” means a Director who is an “Independent
Director” as defined in the Company’s Amended and Restated Independent Director
Compensation Plan, as amended from time to time.”
	 
	 	2.	 	Section 11(c) of the Plan is hereby amended and restated in its entirety to be
and read as follows:
	 
	 	 	 	“(c) Annual Award. Each Outside Director will be automatically granted
(an “Annual Award”) on April 1 of each year, beginning in 2011, a number of
Shares of Restricted Stock determined by dividing (A) $100,000 by (B) the Fair
Market Value of a share on the grant date, with the number of Shares rounded up
to the nearest whole Share.”
	 
	 	3.	 	Section 11(d) of the Plan is hereby amended and restated in its entirety to be
and read as follows:
	 
	 	 	 	“(d) Terms. The terms of each Award granted pursuant to this Section
will be as follows: The Restricted Stock awarded under each Annual Award will be
issued for no cash consideration and will be forfeited and automatically
transferred to and reacquired by the Company at no cost upon the date the
Director ceases to provide services as a member of the Board (the “Forfeiture
Provision). The Forfeiture Provision will lapse as to six and one-quarter
percent (6.25%) of the Restricted Stock awarded in such Annual Award on the
first day of each calendar quarter for sixteen (16) calendar quarters beginning
on the first day of the calendar quarter immediately following the date of
grant, provided that the Participant continues to serve as a Director through
such dates.”

     IN WITNESS WHEREOF, RealPage, Inc., by its duly authorized officer, has executed this
Amendment No. 1 to the Plan on the date indicated below.

	 	 	 	 	 
	 	REALPAGE, INC.

 	 
	 	By:  	/s/ Margot Lebenberg
 	 
	 	 	Margot Lebenberg 	 
	 	 	Executive Vice President,

Chief Legal Officer and Secretary 	 
	 

Date: February 18, 2011Exhibit 10.08

Exhibit 10.08

December
___, 2010

We would like to clarify certain terms of the employment letter (the “Agreement”), between you and
HeartWare, Inc. (the “Company”), to reflect the parties’ original intent to comply with the
requirements of section 409A of the Internal Revenue Code of 1986, as amended (“Section 409A”) and
one additional matter concerning indemnification, as follows:

1. Timing of Severance Pay After Execution of a Release. If under the terms of the Agreement
the execution of a general release of claims is a condition to your receiving severance or other
benefits under the Agreement, the Company will provide you with the form of release agreement
within seven days after your separation from service. To be entitled to the severance or other
benefits, you must execute and deliver to the Company the release agreement on or before the last
day of the minimum required waiver consideration period provided under the Age Discrimination in
Employment Act or other applicable law. If you timely deliver an executed release agreement to the
Company, and you do not revoke the release agreement during the minimum revocation period required
under applicable law, the severance or other benefits shall be paid or commence being paid, as
specified in the Agreement, on the date the release agreement becomes effective. If, however, the
period during which you have discretion to execute or revoke the release agreement straddles two
calendar years, the severance or other benefits shall be paid or commence being paid, as
applicable, as soon as practicable in the second of the two calendar years, regardless of within
which calendar year you actually deliver the executed release agreement to the Company, subject to
the release agreement first becoming effective. Consistent with Section 409A, you may not,
directly or indirectly, designate the calendar year of payment. Nothing in this letter agreement
shall be construed to alter the terms of the Agreement that condition your entitlement to any
severance or other benefits upon your compliance with the restrictive covenants and any other terms
and conditions specified in the Agreement.

 

 

 

2. Indemnification. Except in the case of negligence, fraud, embezzlement or misrepresentation
the Company hereby agrees to indemnify and hold harmless Executive to the fullest extent permitted
by Section 145 of the Delaware General Corporation Law and to cause any parent or subsidiary of the
Company (including, without limitation, the Parent) to indemnify and hold you harmless to the
fullest extent permitted by the provisions of the laws of the jurisdiction of its incorporation
against any liability, loss or expense (including reasonable attorney’s fees and costs incurred in
defense of such claims) incurred in connection with the your services as an officer or director of
the Company or any of its subsidiaries or affiliates, including the Parent, if in each of the
foregoing cases, (i) you acted in good faith and in a manner you
believed to be in, or not opposed to, the best interests of the Company, and, with respect to
any criminal proceeding, had no reasonable cause to believe your conduct was unlawful, and (ii)
your conduct did not constitute gross negligence or willful or wanton misconduct. Without
limitation of the foregoing, this paragraph shall be deemed to grant to the you the rights to
indemnification provided by the Company’s and the Parent’s certificate of incorporation and
by-laws, as currently constituted, regardless of any subsequent amendment or modification of the
applicable provisions of such instruments, with such provisions being deemed incorporated herein by
reference. The Company shall advance or cause its subsidiaries to advance all expenses (including
all reasonable legal fees and expenses) reasonably incurred by you in defending any such claim,
action or proceeding, whether civil, administrative, criminal or otherwise, brought against you in
your capacity as an officer of director of the Company or any of its subsidiaries or affiliates,
including the Parent, to the fullest extent permitted under applicable law, provided Executive
provides an undertaking pursuant to which he agrees to repay all such advances if it is ultimately
determined that you are not entitled to indemnification under the circumstances. Notwithstanding
anything else contained in this letter agreement or the Agreement, the above shall not apply where
the liability, loss or expense (including reasonable attorney’s fees and costs incurred in defense
of such claims) incurred by you arise as a result, directly or indirectly, of any claim or action
taken against you by the Company, the Parent or any of their respective subsidiaries or affiliates.

3. Relocation Benefit. You shall be entitled to reimbursement of the relocation costs
specified in Clause 5 of the Agreement only to the extent such costs are incurred no later than the
end of the second calendar year after the calendar year in which your separation from service
occurs. To the extent incurred, those relocation costs shall be reimbursed by the Company within
30 days after receipt of appropriate documentation and in no event later than the end of the third
calendar year after the calendar year of your separation from service. In addition, any payment
due under Clause 5(b) of the Agreement shall be made as soon as practicable after your separation
from service, but in all events within 30 days after such separation. [THIS SECTION 3 APPLIES TO
MR. MCINTYRE ONLY]

4. No Other Changes. You agree that the terms and conditions of the Agreement, to the extent
not modified hereby, will continue to apply as specified in the Agreement.

 

 

 

* * * *

To indicate your acceptance of these updated terms and conditions of your employment, please sign
and return one copy of this letter to me by no later than December 31, 2010.

	 	 	 	 	 
	 	Sincerely,

HEARTWARE, INC.

 	 
	 	By:  	 	 
	 	 	Name:  	 	 
	 	 	Title:  	 	 
	 

Agreed to and accepted:

	 	 	 
	 

Write Name:

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