Document:

The General Managing Contract

 Exhibit 10.1 
 Zwischen 
 Microtune GmbH & Co.
KG, Marie-Curie-Straße 1 in 85055 Ingolstadt 
 (im folgenden Gesellschaft genannt) 
 und 
 Herrn Barry Koch 

(im folgenden Geschäftsführer genannt) 
 wird folgender 
 Geschäftsführervertrag 
 geschlossen: 
 § 1 Geschäftsführung und Vertretung 
  

	1.	Der Geschäftsführer ist berechtigt und verpflichtet, die Gesellschaft nach Maßgabe der Gesetze, des Gesellschaftsvertrages und dieses Vertrages zu vertreten und die
Geschäfte der Gesellschaft zu führen. Ist er alleine zum Geschäftsführer, dann vertritt er die Gesellschaft alleine. Weisungen der Gesellschafterversammlung sind zu befolgen, soweit Vereinbarungen in diesem Vertrag nicht
entgegenstehen. 

  

	2.	Der Geschäftsführer hat die ihm obliegenden Pflichten mit der Sorgfalt eines ordentlichen und gewissenhaften Kaufmannes wahrzunehmen. 

  

	3.	Der Geschäftsführer ist von den Bestimmungen des § 181 BGB befreit. 

  

	4.	Dem Geschäftsführer obliegt die verantwortliche Leitung und Überwachung des Unternehmens im ganzen auch für den Fall, daß mehrere Geschäftsführer
bestellt sind. 

 Between 
 Microtune GmbH & Co. KG, Marie-Curie-Straße 1 in 85055 Ingolstadt 
 (hereafter referred to as the Company) 
 and 
 Mr. Barry Koch 
 (General Manager) 
 is set up the following 
 General Managing Contract 
  
  
 § 1 General
Management and Representation 
  

	1.	The General Manager has the right and the obligation to represent the Company according to the laws, Articles of Association as well as this agreement, and to manage the business of
the Company. In the case he is appointed as sole General Manager, he represents the Company alone. Shareholders’ resolutions have to obeyed in so far as they pose no conflict with the terms of this agreement. 

  
  

	2.	The General Manager is obliged to perform his duties with the thoroughness and care expected from a reasonable and conscientious Manager. 

  

	3.	The General Manager is freed from the regulations of § 181 BGB. 

  

	4.	The complete responsibility for leading and control of the Company is incumbent upon the General Manager, even in the event that there are appointed several General Managers.

 § 2 Bezüge des Gesellschafters

  

	1.	Der Geschäftsführer erhält ein festes Monatsgehalt von DM 13.970,—. Das Gehalt wird jeweils zum Monatsende ausbezahlt. 

  

	2.	Im Krankheitsfall oder bei sonstiger unverschuldeter Verhinderung bleibt der Gehaltsanspruch für die Dauer von 12 Monaten bestehen. Im Einzelfall prüft die Gesellschaft
eine weitergehende Sicherung auf freiwilliger Basis. 

  

	3.	Stirbt der Gesellschafter, so wird den Hinterbliebenen (der Witwe oder, wenn nur eheliche Kinder vorhanden sind, den Kindern) das feste Gehalt (§ 2 Pkt. 1 bezogen auf das zum
Zeitpunkt des Ablebens geltende Monatsgehalt) anteilsmäßig für die Dauer von 12 Monaten weiterbezahlt. 

  

	4.	Der Geschäftsführer erhält eine jährliche Tantieme in Höhe von DM 51.800,—. Die Auszahlung erfolgt mit dem Aprilgehalt nach Feststellung des
Jahresabschlusses für das zurückliegende Kalenderjahr. 

 5. Dem Geschäftsführer wird ein Dienstwagen der oberen
Mittelklasse seiner Wahl zur Verfügung gestellt. Die Privatnutzung des Fahrzeuges ist gestattet. Der Geschäftsführer wird die Versteuerung des geldwerten Vorteils vornehmen. 
  
 § 3 Altersversorgung 
 Die betriebliche Altersversorgung bestimmt sich nach den entsprechenden betrieblichen Altersversorgungswerk. 
 § 4
Unfallversicherung 
 Die Gesellschaft gewährt dem Geschäftsführer durch Abschluß einer Unfallversicherung gegen Unfälle jeder
Art in Höhe folgender Versicherungssummen: 
  

	 	•	 	4 Jahresgehälter im Todesfall 

  

	 	•	 	4 Jahresgehälter im Invaliditätsfall bei Vollinvalidität, andernfalls anteilig 

  

 § Compensation 
  

	1.	The General Manager’s initial base salary shall be paid at a rate of DM 13.970,— per month. The payment will take place monthly, effective month’s end.

  

	2.	In case of sickness or other hindrance through no fault of the General Manager, the salary noted above will continue to be paid for a 12-month period. In particular cases, the
Company has the option to voluntary extend payments. 

  

	3.	In case of death of the General Manager, his surviving dependants (widow, or when only children are surviving, said children) will receive the base salary (§ 2 No. 1 with
the actual amount at date of death) for a further period of 12 months. 

  

	4.	The General Manager will receive an annual bonus of DM 51.800,—. The payment of the bonus will happen with the payment of the salary for the month of April after the adoption
of the Financial Statement of the prior year. 

  

	5.	The Company will provide the General Manager with a company car in the upper middle class of his own choice. Private use of the company car is allowed. The General Manager is liable
for taxation based on the non-monetary income value of the company car. 

 § 3 Pension 
 The Pension of the General Manager is as defined in the pension plan of the Company. 
 § Accident Insurance 
 The Company will set up an insurance against accidents of all types for the General
Manager with the following insured sums: 
  
  

	 	•	 	4 years effective salary in case of death 

  

	 	•	 	4 years effective salary in case of full disablement, in other cases proportional to the level of disablement 

 § 5 Urheberrechte 
 Der Geschäftsführer ist damit einverstanden, daß alle Rechte aus Erfindungen, Entwicklungen, Konzepten, Warenzeichen sowie sonstigen schutzfähigen
Rechten, die er während der Dauer dieses Vertrages auf einem den Geschäftszweig der Gesellschaft berührenden Gebiet macht, der Gesellschaft unabhängig von Ihrer Schutzfähigkeit zuzustehen und durch die in § 2
festgelegte Vergütung abgegolten werden. Er wirkt dabei mit, die erforderlichen Schutzrechte im In- und Ausland für die Gesellschaft zu erwerben. Im übrigen gilt das Gesetz über Arbeitnehmererfindungen entsprechend. 

§ 6 Verschwiegenheitspflicht 
  

	1.	Der Geschäftsführer hat über vertrauliche Angaben und Geheimnisse der Gesellschaft, namentlich Betriebs oder Geschäftsgeheimnisse, die ihm durch seine
Tätigkeit für die Gesellschaft bekannt geworden sind, Stillschweigen zu bewahren. 

  

	2.	Geschäftliche Unterlagen jeder Art, die während seiner Tätigkeit in seinen Besitz gelangen, bleiben Eigentum der Gesellschaft. Er hat sie auf Verlangen, bei
Beendigung des Dienstverhältnisses auch ohne Aufforderung, auszuhändigen. Ein Zurückbehaltungsrecht ist ausge-schlossen. 

 § 7 Aufwendungsersatz 
  

	1.	Trägt der Geschäftsführer im Rahmen seiner ordnungsgemäßen Geschäftsführertätigkeit Kosten und Aufwendungen, so werden sie ihm von der
Gesellschaft erstattet, sofern der Geschäftsführer die Geschäftsführungs- und Betriebsbedingtheit belegt oder sie offenkundig ist. 

  

	2.	Die Gesellschaft ersetzt dem Geschäftsführer seine Reisespesen nach den jeweils steuerlich zulässigen Höchstwerten. Der Geschäftsführer muß seine
Auslagen belegen können, soweit üblicherweise Belege erteilt werden. Im übrigen reichen Eigenbelege aus. 

  

	3.	Der Geschäftsführer muß bei Flugreisen im Inland die einfache Klasse benutzen, bei sonstigen Flügen ist er in der Wahl der Klasse frei.

  

 § 5 Copyrights 
 The General Manager agrees that all rights of inventions, developments, concepts, trade marks and other protected
rights, which he creates during the term of this agreement, related to the business of the Company, will belong to the Company without any additional payments besides the compensation in § 2. He will help to obtain the necessary copyrights in
Germany and in foreign countries. In addition the Gesetz über Arbeitnehmererfindungen (laws for employee inventions) are in effect. 
  
 § 6 Obligation for discretion 
  

	1.	The General Manager is obliged to keep confidential all sensitive information and secrets of the Company, especially business data, of which he gains knowledge as General Manager.

  
  

	2.	All business documents he receives while acting as General Manager remain the property of the Company. In case of termination he is obliged to return these documents. The right to
keep such documents is excluded. 

  
 § 7 Compensation of expenses

  
  

	1.	If the General Manager incurs costs related to the execution of his duties, the Company agrees to reimburse these charges, as long as the General Manager can prove the necessity of
such expenses in cases where this is not generally obvious. 

  
  

	2.	The Company has to reimburse the General Manager for all travel expenses according to the maximal amounts allowed by German tax regulations. The General Manager has to document his
travel expenses, through receipts in cases where a receipt is usually provided. 

  

	3.	The General Manager is obliged to use the Economy Class for domestic flights and for flights to the United States. He may elect, however, to use business class for flights to the
Far East or for flights over 12 hours in duration. 

 § 8 Dauer, Kündigung 

 

	1.	Die Tätigkeit als Geschäftsführer beginnt am 17. Mai 2000. 

  
  
  

	2.	Der Vertrag wird auf unbestimmte Zeit geschlossen. 

  

	3.	Der Vertrag kann von der Gesellschaft oder dem Geschäftsführer ordentlich mit einer Kündigungsfrist von 3 Monaten gekündigt werden. Die Möglichkeit zur
Kündigung des Vertrages aus wichtigem Grund bleibt unberührt. 

 § 9 Schlußbestimmungen 
  

	1.	Die Ungültigkeit einzelner Bestimmungen berührt nicht die Rechtswirksamkeit des Vertrages im Ganzen. Die unwirksame Bestimmung wird durch eine wirksame ersetzt, die dem
wirtschaftlich Gewolltem am nächsten kommt. 

  

	2.	Änderungen und Ergänzungen dieses Vertrages bedürfen der Schriftform. 

  

	3.	Im Verhältnis zum Geschäftsführer wird die Gesellschaft durch die Gesellschafterversammlung vertreten. 

 Ingolstadt, den August 28, 2000 
 /s/
Barry F. Koch 
  

 General Manager 
  

 § 8 Termination 
  

	1.	This General Managing Contract is effective as of May 17th, 2000. 

  

	2.	There is no fixed date of termination. 

  

	3.	The Company and the General Manager can terminate this agreement within a period of 3 months. The possibility to terminate this contract based on an important reason is not waived.

 § 9 Others 
  

	1.	The invalidity of one or more sections of this contract does not invalidate the contract in whole. The invalid statement or section should be replaced by a valid statement or
section, which is the closest to the original intent. 

  

	2.	Any and all changes and supplements of this agreement must be in written form. 

  

	3.	In the relationship to the General Manager the Company is represented by the shareholders. 

	

  
  
 /s/ Everett Rogers 
 Chief Financial Officer 

 CompanyAnnual Incentive Compensation Payroll Practice

 Exhibit 10.1 
  

 ANNUAL INCENTIVE COMPENSATION PAYROLL PRACTICE 
 As Amended and Restated Effective January 1, 2006 
  

 NEWMONT 
 ANNUAL INCENTIVE COMPENSATION PAYROLL PRACTICE 
 (Effective as of January 1, 2006)

 PURPOSE 
 The
purpose of this payroll practice is to provide to those employees of Newmont Mining and its Affiliated Entities that participate in this payroll practice a more direct interest in the success of the operations of Newmont Mining. Employees of Newmont
Mining and participating Affiliated Entities will be rewarded in accordance with the terms and conditions described below. 
 This payroll
practice is intended to be a payroll practice described in Department of Labor Regulation Section 2510.3-1(b) and shall not be considered a plan subject to the Employee Retirement Income Security Act of 1974, as amended. 
 DEFINITIONS 
 1.1
“Affiliated Entity(ies)” means any corporation or other entity, now or hereafter formed, that is or shall become affiliated with Newmont Mining, either directly or indirectly, through stock ownership or control, and which is
(a) included in the controlled group of corporations (within the meaning of Code Section 1563(a) without regard to Code Section 1563(a)(4) and Code Section 1563(e)(3)(C)) in which Newmont Mining is also included and
(b) included in the group of entities (whether or not incorporated) under common control (within the meaning of Code Section 414(c)) in which Newmont Mining is also included. 
 1.2 “Consolidated Net Cash from Operations” means Newmont Mining’s net cash from operations based on the audited,
US GAAP Statement of Consolidated Cash Flows, excluding individual payments or receipts greater than $10 million for unbudgeted liabilities and/or legal settlements, measured against budgeted consolidated net cash from operations per the
approved business plan. 
 1.3 “Board” means the Board of Directors of Newmont Mining or its delegate. 
 1.4 “Bonus Eligible Earnings” means the total base salary and regular earnings (collectively, “regular earnings”) of
the Employee during the calendar year. If an Employee is absent from work because of a work-related injury, the Employee’s “Bonus Eligible Earnings” will be determined by his actual gross base earnings during the calendar year. In the
case of a Terminated Eligible Employee who is Disabled, “Bonus Eligible Earnings” will be determined by his actual gross base earnings, including short-term disability pay received during the calendar year, but excluding pay from any other
source. If an Employee dies during the calendar year, the “Bonus Eligible Earnings” for such Terminated Eligible Employee will be determined by his actual gross base earnings. If an Employee is on active military duty during a calendar
year, the “Bonus Eligible Earnings” will be determined by his actual gross base earnings during 

 
the calendar year, exclusive of any military pay. If an Employee does not receive a W-2, his “Bonus Eligible Earnings” shall be determined on the
basis of his actual gross base earnings for the calendar year, or portion thereof, as shown on the payroll records of Newmont Mining or the Participating Employer. In all cases, an Employee’s “Bonus Eligible Earnings” shall be
computed before reduction for pre-tax contributions to an employee benefit plan of Newmont Mining pursuant to Section 401(k) or Section 125 of the Code. In the event of a Change of Control, the Bonus Eligible Earnings of each eligible
Employee shall be equal to such Employee’s base salary, on an annualized basis, as of the date immediately preceding the Change of Control and, in the case of a Terminated Eligible Employee, such Employee’s base salary for the calendar
year through the date of termination of employment. 
 1.5 “Change of Control” means the occurrence of any of the
following events: 
 (i) The acquisition in one or a series of transactions by any individual, entity or group (within the
meaning of Section 13(d)(3) or 14(d)(2) of the Securities Exchange Act of 1934, as amended (the “Exchange Act”)) (a “Person”) of beneficial ownership (within the meaning of Rule 13d-3 promulgated under the Exchange Act)
of 20% or more of either (x) the then outstanding shares of common stock of Newmont Mining (the “Outstanding Company Common Stock”) or (y) the combined voting power of the then outstanding voting securities of Newmont Mining
entitled to vote generally in the election of directors (the “Outstanding Company Voting Securities”); provided, however, that for purposes of this subsection (i), the following acquisitions shall not constitute a Change of Control:
(A) any acquisition directly from Newmont Mining other than an acquisition by virtue of the exercise of a conversion privilege, unless the security being so converted was itself acquired directly from Newmont Mining, (B) any acquisition by
Newmont Mining, (C) any acquisition by any employee benefits plan (or related trust) sponsored or maintained by Newmont Mining or any corporation controlled by Newmont Mining or (D) any acquisition by any corporation pursuant to a
transaction which complies with clauses (A), (B) and (C) of paragraph (iii) below; or 
 (ii) Individuals
who, as of the Effective Date, constitute the Board of Directors of Newmont Mining (“Incumbent Board”) cease for any reason to constitute at least a majority of the Board of Directors of Newmont Mining; provided, however, that any
individual becoming a director subsequent to the Effective Date whose election, or nomination for election by Newmont Mining’s shareholders, was approved by a vote of at least a majority of the directors then comprising the Incumbent Board
shall be considered as though such individual were a member of the Incumbent Board, but excluding, for this purpose, any such individual whose initial assumption of office occurs as a result of an actual or threatened election contest with respect
to the election or removal of directors or other actual or threatened solicitation of proxies or consents by or on behalf of a Person other than the Board of Directors of Newmont Mining; or 
 (iii) Consummation of a reorganization, merger or consolidation or sale or other disposition of all or substantially all of the assets of
Newmont Mining or an acquisition of assets of another corporation (a “Business Combination”), in each case, unless, following such Business Combination, (A) all or substantially all of the 

  

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individuals and entities who were the beneficial owners, respectively, of the Outstanding Company Common Stock and Outstanding Company Voting Securities
immediately prior to such Business Combination beneficially own, directly or indirectly, more than 50% of, respectively, the then outstanding shares of common stock and the combined voting power of the then outstanding voting securities entitled to
vote generally in the election of directors, as the case may be, of the corporation resulting from such Business Combination (including, without limitation, a corporation or other entity which as a result of such transaction owns Newmont Mining or
all or substantially all of Newmont Mining’s assets either directly or through one or more subsidiaries (a “Parent Company”)) in substantially the same proportions as their ownership, immediately prior to such Business Combination, of
the Outstanding Company Common Stock and Outstanding Company Voting Securities, as the case may be, (B) no person or entity (excluding Newmont Mining, any corporation resulting from such Business Combination, any employee benefits plan (or
related trust) of Newmont Mining or its Affiliate or any corporation resulting from such Business Combination or, if reference was made to equity ownership of any Parent Company for purposes of determining whether clause (A) above is satisfied
in connection with the applicable Business Combination, such Parent Company) beneficially owns, directly or indirectly, 20% or more of, respectively, the then outstanding shares of common stock of the corporation resulting from such Business
Combination or the combined voting power of the then outstanding voting securities of such corporation entitled to vote generally in the election of directors, unless such ownership resulted solely from ownership of securities of Newmont Mining,
prior to the Business Combination and (C) at least a majority of the members of the board of directors of the corporation resulting from such Business Combination (or, if reference was made to equity ownership of any Parent Company for purposes
of determining whether clause (A) above is satisfied in connection with the applicable Business Combination, of the Parent Company) were members of the Incumbent Board at the time of the execution of the initial agreement, or of the action of
the Board of Directors of Newmont Mining, providing for such Business Combination; or 
 (iv) Approval by the stockholders of
Newmont Mining of a complete liquidation or dissolution of Newmont Mining. 
 1.6 “Code” means the Internal Revenue
Code of 1986, as amended from time to time. 
 1.7 “Compensation Committee” means the Compensation Committee of the
Board of Directors of Newmont Mining. 
 1.8 “Consolidated Costs Applicable to Sales” means audited, US GAAP
consolidated costs applicable to sales for gold and copper, measured against the budgeted consolidated costs applicable to sales for gold and copper per the approved business plan, on a per gold equivalent ounce basis. Actual copper sales volumes
are converted to gold equivalent sales volumes at a rate of 0.0030048 gold equivalent ounces per pound of copper. 
 1.9
“Corporate Performance Bonus” means the bonus payable to an Employee pursuant to Section III. 
  

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 1.10 “Disability” means a condition such that the salaried Employee has
terminated employment with Newmont Mining or Affiliated Entities with a disability and has begun receiving benefits from the Long Term Disability Plan of Newmont or a successor plan. 
 1.11 “Equity Ounces Sold” means the reported equity ounces of gold sold for the applicable calendar year, measured against the
budgeted equity ounces of gold sold per the approved business plan. 
 1.12 “Economic Performance Driver” means
Equity Ounces Sold, Consolidated Net Cash from Operations, Reserve Growth, and Consolidated Costs Applicable to Sales. 
 1.13
“Employee” means an employee of Newmont Mining or an Affiliated Entity who satisfied the conditions for this payroll practice and who is not (a) an individual who performs services for Newmont Mining or an Affiliated
Entity under an agreement, contract or arrangement (which may be written or oral) between the employer and the individual or with any other organization that provides the services of the individual to the Employer pursuant to which the individual is
initially classified or treated as an independent contractor or whose remuneration for services has not been treated initially as subject to the withholding of federal income tax pursuant to Code § 3401, or who is otherwise treated as an
employee of an entity other than Newmont Mining or an Affiliated Entity, irrespective of whether he or she is treated as an employee of Newmont Mining or an Affiliated Entity under common-law employment principles or pursuant to the provisions of
Code § 414(m), 414(n) or 414(o), even if the individual is subsequently reclassified as a common-law employee as a result of a final decree of a court of competent jurisdiction, the settlement of an administrative or judicial proceeding or
a determination by the Internal Revenue Service, the Department of the Treasury or the Department of Labor, (b) an individual who is a leased employee, (c) a temporary employee, or (d) an individual covered by a collective bargaining
agreement unless otherwise provided for in such agreement. 
 1.14 “Key Objectives” means the key results expected by
the end of the review period for an Employee, as established and administered through Newmont Mining’s performance management system. 
 1.15 “Newmont Mining” means Newmont Mining Corporation. 
 1.16 “Participating
Employer” means Newmont Mining and any Affiliated Entity that enters into a participation agreement with the Board or its delegate which identifies such entity as a Participating Employer in this payroll practice. 
 1.17 “Pay Grade” means those jobs sharing a common salary range, as designated by the Board or its delegate. 
 1.18 “Performance Rating Category” means the numerical category used to classify the performance of each Employee in accordance
with Newmont Mining’s performance management system. 
  

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 1.19 “Personal Performance Bonus” means the bonus payable to an Employee based on
the individual performance of such Employee, as set forth in Section 4.2. 
 1.20 “Personal Performance Bonus
Factor” means the factor used to determine an Employee’s Personal Performance Bonus, based upon the Performance Rating Category assigned to the Employee, in accordance with Section 4.1. 
 1.21 “Position(s)” means the defined job(s) held by an Employee during the calendar year. 
 1.22 “Reserve Growth” means year on year gold reserve growth as reported under SEC Industry Guide 7. This includes reserve
additions from acquisitions. This is calculated as a percentage change as follows: current year-end reserves divided by prior year-end reserve less divestitures minus one. [Current year-end reserves/(Prior year-end reserves less divestitures) -1].

 1.23 “Terminated Eligible Employee” means an Employee who terminates employment with Newmont Mining and/or a
Participating Employer during the calendar year on account of death, retirement, Disability, or severance. The Vice President of Human Resources of Newmont Mining (or his or her delegate) may, in his/her sole discretion, also designate in writing
other Employees who terminate employment during the calendar year under other circumstances as “Terminated Eligible Employees.” 
 ELIGIBILITY 
 All Employees of Newmont Mining and/or a Participating Employer are potentially eligible to receive a
bonus payment under this payroll practice, provided (i) they are on the payroll of Newmont Mining and/or a Participating Employer as of the last day of the calendar year, and at the time of payment, or (ii) they are a Terminated Eligible
Employee with respect to such calendar year. Employees who are on short-term disability under the Short-Term Disability Plan of Newmont or a similar or a successor plan or not working because of a work-related injury as of the last day of the
calendar year shall be eligible to receive a bonus under clause (i). Notwithstanding the foregoing provisions of this Section II, the Compensation Committee or the Vice President of Human Resources (or his or her delegate) may, prior to
the end of the calendar year, exclude from eligibility for participation under this payroll practice with respect to the calendar year any Employee or Employees, as he or she may determine in his or her sole discretion. 
 CORPORATE PERFORMANCE BONUS 
 3.1 Eligibility for Corporate Performance Bonus Component. For the calendar year, the Corporate Performance Bonus will be determined pursuant to this section for each eligible Employee who is (a) in Pay Grade 109 and
above on the last day of the calendar year and at the 

  

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time the payment is made (or was in such Pay Grade at the time of termination of employment); (b) each eligible Employee who is in Pay Grade 108
and below who is employed by the corporate office (including expatriate assignments) or at a non-operating site location, as determined by the Vice President of Human Resources (or his or her delegate), on the last day of the calendar year and at
the time payment is made (or was in such Pay Grade and at such location at the time of termination of employment); and (c) any other employee or class of employees as determined by the Vice President of Human Resources (or his or her delegate).
For the calendar year, the performance bonus for each eligible Employee who is in Pay Grade 108 or below on the last day of the calendar year and at the time the payment is made (or was in such Pay Grade at the time of termination of
employment) and who is not assigned to the corporate office or at a non-site location, will be determined in accordance with such performance factors, weighting factors and other methods of bonus determination as shall be established for each
specific site or region by Newmont Mining for the calendar year, rather than the Corporate Performance Bonus. Each operating site shall develop its own critical performance indicators for this purpose. 
 3.2 Target Amounts for Economic Performance Drivers. The Compensation Committee shall establish both the targets and the minimum and
maximum amounts for each Economic Performance Driver on an annual basis. The target Equity Ounces Sold, the target Consolidated Net Cash from Operations, the target Consolidated Costs Applicable to Sales together with the applicable minimums and
maximums for each such Economic Performance Driver, shall be established in United States dollars and cents and the target and minimum and maximum Reserve Growth shall be established as a percentage. Targets will be adjusted for acquisitions or
divestitures as approved by the Newmont Board of Directors. 
 3.3 Actual Performance for Economic Performance Drivers. As soon
as possible after the end of each calendar year, the Compensation Committee shall certify the extent to which actual performance met the target amounts for each Economic Performance Driver. 
 3.4 Aggregate Payout Percentage. An aggregate payout factor (the “Aggregate Payout Percentage”) will be calculated as follows:

 (i) Calculating the Performance Percentage for each Economic Performance Driver. For each Economic Performance
Driver, actual performance will be compared to the target, minimum and maximum amounts to arrive at a performance percentage (“Performance Percentage”) calculated as follows: 
  

	 	•	 	If the actual amount is less than the minimum amount, the Performance Percentage is zero; 

  

	 	•	 	If the actual amount is equal to the minimum amount, the Performance Percentage is 50%; 

  

	 	•	 	 If the actual amount is less than the target amount and greater than the minimum amount, the Performance Percentage is the sum of (A) 50%, plus (B) the
product of 50%, times a fraction, the numerator of which is the difference between the 

  

 6 

	 	 
actual amount and the minimum amount, and the denominator of which is the difference between the target amount and the minimum amount;

  

	 	•	 	If the actual amount is equal to the target amount, the Performance Percentage is 100%; 

  

	 	•	 	If the actual amount is greater than the target amount and less than the maximum amount, the Performance Percentage is the sum of (A) 100%, plus (B) a fraction, the
numerator of which is the difference between the actual amount and the target amount, and the denominator of which is the difference between the maximum amount and the target amount; and 

  

	 	•	 	If the actual amount is greater than or equal to the maximum amount, the Performance Percentage is 200%. 

 (ii) Calculating the Payout Percentage for each Economic Performance Driver. The payout percentage for each Economic Performance
Driver is the product of the Performance Percentage times the applicable weighting factor as listed in Appendix A (“Payout Percentage for each Economic Performance Driver”). 
 (iii) Calculating the Aggregate Payout Percentage. The Aggregate Payout Percentage is the sum of the Payout Percentages for each
Performance Factor. 
 3.5 Determination of Target Performance Level. An Employee’s Target Performance Level is determined
by the Employee’s Pay Grade pursuant to the table in Appendix B. 
 3.6 Determination of the Corporate Performance
Bonus. The Corporate Performance Bonus for each eligible Employee is the product of the Aggregate Payout Percentage, times the Employee’s Target Performance Level, times the Employee’s Bonus Eligible Earnings. 
 3.7 Terminated Eligible Employees. Terminated Eligible Employees shall be eligible to receive a Corporate Performance Bonus. This bonus
will be calculated as follows: 
 Target Performance Level x Year to Date Bonus Eligible Earnings = Corporate Performance
Bonus Payable 
 3.8 Adjustments. The Compensation Committee may adjust the Performance Percentage or any measure or
otherwise increase or decrease the Corporate Performance Bonus otherwise payable in order to reflect changed circumstances or such other matters as the Compensation Committee deems appropriate. 
  

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 PERSONAL PERFORMANCE BONUS 
 4.1 Personal Performance Level. At the end of the calendar year, each eligible Employee’s supervisor will evaluate the Employee and
rate the Employee’s personal performance level. The Personal Performance Bonus for the Chairman and Chief Executive Officer of Newmont Mining shall be determined by the Compensation Committee. In accordance with Newmont Mining’s
performance management system, the supervisor will rate the degree to which the Employee met the key objectives that were established for the Employee and performed in accordance with Newmont’s values during the calendar year. Each Employee
will be rated by the Employee’s supervisor in one of Newmont Mining’s Performance Rating Categories. In conjunction with these ratings, Newmont Mining will assign a Personal Performance Bonus Factor for the Employee as listed in
Appendix C which Personal Performance Bonus Factor may be greater or smaller than the Personal Performance Bonus Factor set forth in Appendix C as determined in the sole discretion of Newmont Mining. 
 4.2 Determination of Personal Performance Bonus. Subject to Section 4.3, an eligible Employee’s Personal Performance Bonus is the
product of (x) the eligible Employee’s Bonus Eligible Earnings times (y) the Personal Performance Bonus Factor determined pursuant to Section 4.1 and (z) multiplying that product by the applicable percentage from the Target
Performance Level, as set forth in Appendix C. 
 4.3 Terminated Eligible Employees. Terminated Eligible Employees shall
be eligible to receive a Personal Performance Bonus based upon an assumed Personal Performance Bonus Factor of 1.0, so that the Terminated Eligible Employees will receive a Personal Performance Bonus at their individual Target Performance Level
multiplied by their Bonus Eligible Earnings for the calendar year. 
 4.4 Ineligible Employees. Eligible Employees whose
Personal Performance Bonus Factor (determined pursuant to Section 4.1) is less than .15 shall not be eligible to receive a Personal Performance Bonus. 
 4.5 Adjustments of Personal Performance Bonus. The Compensation Committee may adjust the Personal Performance Bonus Factor or any measure or otherwise increase the Personal Performance Bonus otherwise
payable in order to reflect changed circumstances or such other matters as the Compensation Committee deems appropriate. 
 PAYMENT OF
BONUS 
 5.1 Pay Grade. The bonus payable to an eligible Employee who was in more than one Pay Grade during the
calendar year shall be calculated on a pro-rata basis in accordance with the amount of time spent by such eligible Employee in each Pay Grade during the calendar year. 
  

 8 

 5.2 Time and Method of Payment. The aggregate of any and all bonuses payable under this
payroll practice shall be payable to each eligible Employee (other than Terminated Eligible Employees) in cash as soon as practicable following approval of bonuses by the Compensation Committee. Terminated Eligible Employees shall receive the
aggregate of any and all bonuses payable under this payroll practice in cash as soon as practicable following the date of their termination from employment with Newmont Mining or a Participating Employer. All payments and the timing of such payments
shall be made in accordance with practices and procedures established by Newmont Mining or the Participating Employer. 
 5.3
Withholding Taxes. All bonuses payable hereunder shall be subject to the withholding of such amounts as Newmont Mining or an Affiliated Entity may determine is required to be withheld pursuant to any applicable federal, state, local or
foreign law or regulation. 
 CHANGE OF CONTROL 
 6.1 In General. In the event of a Change of Control, each eligible Employee (including Terminated Eligible Employees who terminate employment during the calendar year in which the Change of Control
occurs) shall become entitled to the payment of a Corporate Performance Bonus and a Personal Performance Bonus, in accordance with the provisions of this Section. 
 6.2 Calculation of Bonuses. Upon a Change of Control, each eligible Employee, together with each Terminated Eligible Employee, shall become entitled to the payment of (i) a Corporate Performance
Bonus calculated on the basis of a Performance Percentage equal to the greater of the actual results attained for the calendar year or the applicable targets for such Calendar year and (ii) a Personal Performance Bonus calculated on the basis
of a Personal Performance Bonus Factor equal to the greater of the actual Personal Performance Bonus Factor for the calendar year or a Personal Performance Bonus Factor of 1.0. If a Change of Control occurs prior to the time that the Compensation
Committee has established the targets for the calendar year, such percentages shall be based upon the corresponding percentages for the immediately preceding calendar year. 
 6.3 Payment of Bonuses. The bonuses payable in accordance with the provisions of this Section VI shall be calculated and paid as soon
as practicable following the date of the Change of Control. Such payments shall be subject to the withholding of such amounts as Newmont Mining may determine is required to be withheld pursuant to any applicable federal, state or local law or
regulation. Upon the completion of such payments, eligible Employees and Terminated Eligible Employees shall have no further right to the payment of any bonus hereunder (other than any bonus payable hereunder with respect to a previous calendar year
that has not yet been paid). 
  

 9 

 GENERAL PROVISIONS 
 7.1 Amount Payable Upon Death of Employee. If an eligible Employee who is entitled to payment hereunder dies after becoming eligible for
payment but before receiving full payment of the amount due, or if an eligible Employee dies and becomes a Terminated Eligible Employee, all amounts due shall be paid as soon as practicable after the death of the eligible Employee, in a cash lump
sum, to the beneficiary or beneficiaries designated by the eligible Employee to receive life insurance proceeds under Group Life and Accidental Death & Dismemberment Plan of Newmont or a successor plan. In the absence of an effective
beneficiary designation under said plan, any amount payable hereunder following the death of an eligible Employee shall be paid to the eligible Employee’s estate. 
 7.2 Right of Offset. To the extent permitted by applicable law, Newmont Mining may, in its sole discretion, apply any bonus payments otherwise due and payable under this payroll practice against any
eligible Employee or Terminated Eligible Employee loans outstanding to Newmont Mining or an Affiliated Entity or other debts of the eligible Employee or Terminated Eligible Employee to Newmont Mining or an Affiliated Entity. By accepting payments
under this payroll practice, the eligible Employee shall consent to the reduction of any compensation paid to the eligible Employee by Newmont Mining or an Affiliated Entity to the extent the eligible Employee receives an overpayment from this
payroll practice. 
 7.3 Termination. The Board may at any time amend, modify, suspend or terminate this payroll practice;
provided, however, that the Compensation Committee may, consistent with its administrative powers, waive or adjust provisions of this payroll practice as it determines necessary from time to time. 
 7.4 Payments Due Minors or Incapacitated Persons. If any person entitled to a payment under this payroll practice is a minor, or if the
Compensation Committee or its delegate determines that any such person is incapacitated by reason of physical or mental disability, whether or not legally adjudicated as an incompetent, the Compensation Committee or its delegate shall have the power
to cause the payment becoming due to such person to be made to another for his or her benefit, without responsibility of the Compensation Committee or its delegate, Newmont Mining, or any other person or entity to see to the application of such
payment. Payments made pursuant to such power shall operate as a complete discharge of the Compensation Committee, this payroll practice and Newmont Mining. 
 7.5 Severability. If any section, subsection or specific provision is found to be illegal or invalid for any reason, such illegality or invalidity shall not affect the remaining provisions of this
payroll practice, and this payroll practice shall be construed and enforced as if such illegal and invalid provision had never been set forth in this payroll practice. 
 7.6 No Right to Employment. The establishment of this payroll practice shall not be deemed to confer upon any person any legal right to be employed by, or to be retained in the employ of, Newmont Mining
or any Affiliated Entity, or to give any Employee or any person 

  

 10 

 
any right to receive any payment whatsoever, except as provided under this Payroll Practice. All Employees shall remain subject to discharge from employment
to the same extent as if this payroll practice had never been adopted. 
 7.7 Transferability. Any bonus payable hereunder is
personal to the eligible Employee or Terminated Eligible Employee and may not be sold, exchanged, transferred, pledged, assigned or otherwise disposed of except by will or by the laws of descent and distribution. 
 7.8 Successors. This payroll practice shall be binding upon and inure to the benefit of Newmont Mining, the Participating Employers and the
eligible Employees and Terminated Eligible Employees and their respective heirs, representatives and successors. 
 7.9 Governing
Law. This payroll practice and all agreements hereunder shall be construed in accordance with and governed by the laws of the State of Colorado, unless superseded by federal law. 
  

 11 

 APPENDIX A 
  

													
	 	  	Payout Percentage for each Economic Performance Driver	 
	 	  	Reserve
Growth	 	 	 Consolidated
Costs
 Applicable to
Sales
	 	 	Equity
Ounces Sold	 	 	Consolidated
Net Cash from
Operations	 
	Pay Grade 109 and Above, and Pay Grade 108 and below employed by the corporate office (including expatriate assignments) or at a non-site location as determined by the Vice President of Human
Resources or his or her delegate	  	25	%	 	25	%	 	25	%	 	25	%

  

 12 

 APPENDIX B 
  

				
	 Pay
 Grade
	  	 Target
 Performance Level
	 
	     E-1
	  	67	%
	     E-2
	  	45	%
	     E-3
	  	40	%
	     E-4
	  	34	%
	     E-5
	  	30	%
	     E-6
	  	25	%
	     109
	  	25	%
	 107-108
	  	15	%
	 105-106
	  	10	%
	   11-104
	  	5	%

  

 13 

 APPENDIX C 
  

			
	 109 and below
 Performance
 Rating Category
	  	 Personal
Performance
 Bonus Factor

	 1
	  	0
	 2
	  	.10
	 3
	  	.15
	 4
	  	.50
	 5
	  	1.0
	 6
	  	1.15
	 7
	  	1.25
	 8
	  	1.35
	 9
	  	1.50

  

			
	 E/T 6 and above
 Performance

Rating Category
	  	 Personal
Performance
 Bonus Factor

	 0
	  	0
	 1
	  	.50
	 2
	  	1.10
	 3
	  	1.35
	 4
	  	1.50

  

				
	 Pay
 Grade
	  	 Target
 Performance Level
	 
	     E-1
	  	33	%
	     E-2
	  	25	%
	     E-3
	  	20	%
	     E-4
	  	16	%
	     E-5
	  	15	%
	     E-6
	  	10	%
	     109
	  	10	%
	 107-108
	  	9	%
	 105-106
	  	6.5	%
	 103-104
	  	4	%
	   11-102
	  	0	%

  

 14

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