Document:

Exhibit 10.25

EXHIBIT 10.25

DigitalGlobe, Inc.

2011 EXECUTIVE SUCCESS SHARING PLAN

PART I. PLAN DESCRIPTION

	A.	 	THE PLAN

	 	1)	 	Purpose and Objectives. This document sets forth the DigitalGlobe, Inc. 2011
Executive Success Sharing Plan (the “Plan”) for the Company’s President and eligible,
non-commissionable Vice Presidents (including Senior Vice Presidents and Executive Vice
Presidents, but excluding non-executive vice presidents) (collectively “Executives”). A
key component of the business strategy of DigitalGlobe, Inc. (the “Company”) is to provide
incentives to attract and retain outstanding employees. The Plan is designed to recognize
overall Company success, departmental and team contributions, as well as to reward
individual contributions.

	 	2)	 	Participant Eligibility. An employee shall be eligible to participate in this
Plan (and thus be a “Participant”) if the Company classifies the individual as (i) having
been employed with the Company on or before October 1, 2011 as a regular full-time
non-commissionable Executive; and as (ii) continuously employed thereafter by the Company
through the bonus payment date and as not having given notice of intent to terminate
employment before the bonus payment date. Any employee who terminates employment with the
Company or provides notice of intent to do so before bonus payments are made is not
eligible to receive a bonus under the Plan. 

	 	(a)	 	Employees Hired Or Promoted During 2011 Plan Year. Employees who are
hired or promoted to a Plan-eligible position, between January 1, 2011 and October 1,
2011 will be eligible for a prorated bonus for the duration of their Plan participation
during 2011. Employees hired, or non-Participant employees promoted, into an otherwise
Plan-eligible position after October 1, 2011 are not eligible to participate in the
Plan. A Participant who is promoted from one bonus-eligible role to another between
the beginning of the 2011 Plan Year and October 1, 2011 will continue to be eligible
for a target bonus opportunity hereunder based on his or her former and new target
bonus opportunities (determined pursuant to Section I.B.2 below) prorated for such 2011
Plan Year.

	 	(b)	 	Change in Employment Status. In certain situations, employment status
may change mid-year from an otherwise eligible position to a non-eligible position
(such as a transition from full-time to part-time, change in employment
classification, leaves of absence, change to eligibility under another bonus plan, or
otherwise). Under these circumstances, the employee will be eligible for a prorated
bonus, prorated for the period of their Plan participation during 2011, subject to the
other conditions hereunder (including, without limitation, those specified in the last
sentence of the introductory language of this Section I.A.2).

 

 

 

	 	3)	 	Participant Ineligibility. No employee shall be eligible to receive a bonus
under the Plan if (i) he or she is not employed in good standing by the Company on the
bonus payment date, is not classified by the Company as an employee in its payroll records,
or otherwise does not satisfy all of the foregoing eligibility requirements to be a Plan
Participant; (ii) he or she has competed with the Company’s business during employment with
the Company or made plans to compete with such business following termination of
employment; or (iii) he or she has breached any agreement with or other obligation to the
Company or any Company policy.

	 	4)	 	Plan Termination or Amendment. The Plan will be in effect from January 1, 2011
through December 31, 2011, or such earlier date as the Plan may be terminated in the sole
discretion of the Company (the “2011 Plan Year”). No notice of Plan termination is
necessary. The Company also reserves the right to implement a new incentive bonus plan or
renew this Plan for future periods. Any such action shall be approved by the Compensation
Committee of the Board of Directors of the Company (the “Compensation Committee”). The
Company reserves the right to amend or discontinue this Plan at any time. The Plan may
only be amended by resolution duly adopted by the Compensation Committee. Participation in
this Plan is not a guarantee of receipt of any bonus or LTI Award hereunder, or of
participation in future Company incentive plans.

	 	5)	 	Discretionary Adjustments.

	 	(a)	 	The provisions of Sections B and C below of this Part I are guidelines only.
Notwithstanding those sections or any other provisions of this Plan, any bonus targets,
percentages, awards, payment amounts or other bonus-related provisions (except for the
deadline of March 15, 2012 for bonus payments, if any) may be modified at any time, in
whole or in part, in the Company’s discretion (including without limitation by reducing
target bonus percentages or bonus payments otherwise payable under the Plan), subject
to the approval of the Compensation Committee.

	 	(b)	 	Without limiting the foregoing in any way, as of the date of issuance of this
Plan, the Company’s Consolidated Revenue and A-EBITDA (each as defined in Section I.B.6
below) for 2011 depend in part on budgetary funding by the U.S. Government of the
EnhancedView Contract. Should there be any material deviation from the current
contractual funding profile or change in any other contractual commitment that results
in a material impact on Consolidated Revenue and A-EBITDA, the Company reserves the
right in its
discretion to make (or not make) adjustments (whether increases, decreases or other
modifications) as it deems appropriate in order to better achieve the objectives of the
Plan in light of such contingencies, including without limitation to applicable bonus
targets, percentages, awards, payment amounts or other bonus-related provisions (except
for the deadline of March 15, 2012 for bonus payments, if any). Again, these are
examples only and do not limit the provisions of Section I.A.5.a in any way.

 

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	B.	 	CASH BONUS AWARDS

	 	1)	 	Bonus Award Composition and Performance Targets. The intent of the Plan is to
motivate Participants to achieve specified goals of the Company by rewarding for annual
Company performance, as well as for maintenance of positive growth trends in the Company’s
business throughout the year, and for individual performance.

As such, 70% of a Participant’s target bonus opportunity will be based on the achievement of
performance goals for each of two performance metrics (each, a “Metric” and together, the
“Metrics”): (1) Consolidated Revenue; and (2) A-EBITDA. The performance goals will be
approved by the Compensation Committee in its discretion. The remaining 30% of a
Participant’s target bonus opportunity will be based on the Participant’s achievement of
various individual performance criteria (the “MBOs”).

As discussed further in Section I.B.3 below, a Participant is eligible to receive a reduced
bonus (i.e., less than 70% of his or her target bonus opportunity) if actual Company
performance with respect to one or both of the Metrics is less than the Target for such
Metric(s), provided that in order for any Metric to pay out, the Company must achieve the
minimum “Threshold” level of performance (below “Target” levels) for such Metric.
Alternatively, a Participant is eligible for an enhanced bonus for above-Target performance
up to a maximum level of “High” performance. Applicable Threshold, Target and High
performance levels for each of the Metrics for 2011 are as follows (subject to adjustment as
provided in Section I.A.5 above):

	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Threshold	 	 	Target	 	 	High	 
	Performance Level	 	(80% of Target)	 	(100% of Target)	 	 	(120% of Target)	 
	Consolidated Revenue
	 	$290.535 million	 	$363.169 million	 	$435.803 million
	A-EBITDA
	 	$199.149 million	 	$248.936 million	 	$298.723 million

With respect to the 30% of the target bonus opportunity that is based on MBO achievement,
the MBOs for 2011, actual performance relative to those MBOs, and payout for a given level
of MBO achievement, will be determined by the
Company’s Chief Executive Officer (“CEO”), subject to the review and approval of the
Compensation Committee.

 

3

 

	 	2)	 	Target Bonus Opportunity. Each Participant is eligible to receive a target
bonus opportunity, expressed as a percentage of Base Salary, depending upon the
Participant’s Tier, as set forth below:

	 	 	 	 	 
	 	 	TARGET BONUS OPPORTUNITY	 
	LEVEL	 	(expressed as a percentage of Base Salary)	 
	Executive Tier III
	 	 	60	%
	Executive Tier II
	 	 	50	%
	Executive Tier I
	 	 	40	%

	 	3)	 	Payout Opportunities.

	 	(a)	 	Portion Based on Consolidated Revenue and A-EBITDA. A portion of a
given Participant’s bonus opportunity is payable based on the level of achievement for
each Metric, as set forth in the table below; provided, however, that in order for any
bonus to be payable on a particular Metric, the minimum Threshold of 80% of Target (as
set forth in the table above) must be met for that Metric. The following table
demonstrates the bonus payout (in each case as a percentage of a Participant’s target
bonus opportunity) at various levels of achievement of the Metrics:1

	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Bonus Opportunity as a Percentage of a Participant’s	 
	 	 	Target Bonus Opportunity, Based on Various	 
	 	 	Performance Metric Achievement Levels	 
	 	 	Threshold	 	 	Target	 	 	High	 
	 	 	Performance	 	 	Performance	 	 	Performance	 
	Components	 	(80% of Target)	 	 	(100% of Target)	 	 	(120% of Target)	 
	CONSOLIDATED REVENUE
	 	 	17.5	%	 	 	35	%	 	 	70	%
	A-EBITDA
	 	 	17.5	%	 	 	35	%	 	 	70	%
	TOTALS
	 	 	35	%	 	 	70	%	 	 	140	%

	 	*	 	To illustrate the foregoing provisions, if a Participant achieves Target-level
performance on all Metrics, he or she will be eligible to receive an aggregate bonus
for such performance equal to 70% of his or her target bonus opportunity. By
contrast, if a Participant achieves Threshold-level performance or High-level performance, respectively, on all Metrics, he or she will
be eligible to receive a bonus for such performance equal to 35% or 140%,
respectively, of his or her target bonus opportunity. This is in addition to
whatever bonus payout, if any, the Participant may earn based on his or her level of
MBO achievement.

 

	 	 	 
	1	 	This chart applies to all Participants regardless of
whether they are in the commercial, defense and intelligence or some other area
of the Company.

 

4

 

	 	*	 	 As discussed further below, in the event that achievement levels vary across the
Metrics, a Participant’s bonus eligibility will be determined based on the
achievement level for each distinct Metric, respectively. For example, if
Consolidated Revenue is at the High performance level and A-EBITDA is at Target, a
Participant’s bonus eligibility will be 105% of his or her target bonus opportunity
based on such components (i.e., 70% for Consolidated Revenue + 35% for A-EBITDA), in
addition to whatever MBO-based bonus payout the Participant also may earn (if any).

	 
	 	*	 	 If the Company achieves between 80% and 100% of Target for a given Metric, every
1% increase in achievement over 80% will increase the total bonus payable for that
Metric by 5% of the Threshold payout for that Metric. For example, in the event of
achievement of 91% of Target Consolidated Revenue, the bonus payable for
Consolidated Revenue achievement (as a percentage of a Participant’s target bonus
opportunity) would be 27.125% (calculated as 17.5% + (17.5% x 5% x (91% — 80%))).
As another example, in the event of achievement of 98% of Target A-EBITDA, the bonus
payable for A-EBITDA achievement (again, as a percentage of a Participant’s target
bonus opportunity) would be 33.25% (calculated as 17.5% + (17.5% x 5% x (98% -
80%))).

	 
	 	*	 	 For achievement of between 100% and 120% of Target for a given Metric, every 1%
increase in achievement over 100% will increase the total bonus payable for that
Metric by 5% of the Target payout for that Metric. For example, in the event of
achievement of 115% of Target Consolidated Revenue, the bonus payable for
Consolidated Revenue achievement (as a percentage of a Participant’s target bonus
opportunity) would be 61.25% (calculated as 35% + (35% x 5% x (115% — 100%))).

	 	(b)	 	Portion Based on MBOs. As stated, 30% of a Participant’s target bonus
opportunity will be based on the Participant’s achievement of his or her MBOs. Actual
payout may range from a minimum of 0% up to a maximum of 60% of the target bonus
opportunity, depending on MBO performance.

	 	(c)	 	Maximum Payout Opportunity. The maximum total bonus award payable
under this Plan is 200% of the target bonus opportunity, payable upon achievement of
120% of the Target goal for each of the Metrics, and the maximum level of performance
on the MBOs. Under no circumstances shall a Participant’s total bonus payments under
this Plan exceed 200% of his or her target bonus opportunity.

 

5

 

	 	4)	 	Sample Calculations.

	 
	 	 	 	The following table demonstrates the potential payout of this Plan using several different
scenarios, solely for illustration purposes:

	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	EXAMPLE 1:	 	 	 	 	 	 	 
	 	 	Company Achieves	 	 	 	 	 	 	 
	 	 	80% of Target	 	 	 	 	 	 	 
	 	 	Consolidated	 	 	EXAMPLE 2:	 	 	EXAMPLE 3:	 
	 	 	Revenue, A-EBITDA	 	 	Consolidated Revenue	 	 	Consolidated Revenue at	 
	 	 	Achievement at 80%	 	 	at 75% of Target, A-	 	 	117% of Target, A-EBITDA at	 
	Factors	 	of Target, MBO	 	 	EBITDA at 100%, MBO	 	 	120%, MBO Achievement at	 
	Included in	 	Achievement at	 	 	Achievement Below	 	 	High Performance (as	 
	Bonus	 	Target (as determined	 	 	Target (as determined	 	 	determined by the	 
	Calculation	 	by the Company)	 	 	by the Company)	 	 	Company)	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 
	Base Salary
	 	$100,000	 	 	$100,000	 	 	$100,000	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 
	Individual Target
Bonus Opportunity %
	 	 	40%	 	 	 	40%	 	 	 	40%	 
	Individual Target
Bonus Opportunity $
(at Overall
Target performance)
	 	$40,000	 	 	$40,000	 	 	$40,000	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	$26,000	 	 	$14,000	 	 	$77,900	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 
	Individual Bonus
Award*
	 	 	(i.e., $40,000 x 65%, 
calculated as 17.5% 
(Consolidated Revenue) 
+ 17.5%   (A-EBITDA) + 
30% (MBO))	 	 	 	(i.e., $40,000 x 35%, 
calculated as 0% 
(Consolidated Revenue) + 
35% (A-EBITDA) + 0% 
(MBO)2)	 	 	(i.e., $40,000 x 194.75%, 
calculated as 64.75% 
(Consolidated Revenue = 35% 
+ (35% x 5% x (117% - 100%))) 
+ 70% (A-EBITDA)
+ 60% 
(MBO))	 

	 	 	 
	*	 	 All potential payout amounts in examples are based on the assumption that an employee was
employed with DigitalGlobe on or preceding January 1, 2011 and was a Participant as of that
date. Bonus calculations for employees hired after
January 1, 2011, or who otherwise become Participants after that date, or who cease being
Participants at some point during the 2011 Plan Year after January 1, 2011, will be reflective
of the Base Salary earnings for the applicable duration of employment in the 2011 Plan Year
during which the employee is a Participant.

 

	 	 	 
	2	 	In this example, below-Target MBO achievement results
in no payout on the MBO component of the potential bonus award. As stated,
whether and to what extent below-Target MBO performance results in any bonus
payout is entirely discretionary.

 

6

 

	 	5)	 	Bonus Payment. Any bonus that becomes payable under this Plan to a Participant
will be paid as described above no later than March 15, 2012 for the 2011 Plan Year.

	 	6)	 	Definitions.

	 	(a)	 	“Base Salary” means an employee’s total gross earned base salary for
calendar year 2011, subject to Section I.A.2.a above. Base Salary does not include pay
for commissions, overtime, shift differential, or any other premiums, bonuses, or
incentive compensation or expense reimbursements, or disability, paid leaves, or other
similar benefits, but does include amounts deferred by the employee under the Company’s
“401(k)” plan or contributed on a pre-tax basis under the Company’s “cafeteria” plan.
For purposes of calculating a bonus (if any) that becomes payable hereunder to an
employee who is a Participant for only part of the 2011 Plan Year, such Participant’s
Base Salary shall be deemed prorated based on the portion of the 2011 Plan Year during
which such employee was a Participant.

	 	(b)	 	“A-EBITDA” means Net Income or Loss adjusted for depreciation and
amortization, net interest income or expense, income tax expense (benefit), loss on
disposal of assets, restructuring, loss on early extinguishment of debt, bonus expense,
non-cash stock compensation expense, EnhancedView deferred revenue and amortization of
pre-FOC payments related to NextView; as such calculation may be adjusted in the
Company’s discretion.

	 	(c)	 	“Net Income or Loss” means the consolidated net income or net loss of
the Company and its subsidiaries for calendar year 2011 as determined by the Company in
accordance with Generally Accepted Accounting Principles.

	 	(d)	 	“Consolidated Revenue” means the consolidated revenue of the Company
and its subsidiaries for calendar year 2011 as determined by the Company in accordance
with Generally Accepted Accounting Principles.

	C.	 	LONG TERM INCENTIVES

	 	 	In addition to the cash bonus provided for above, Participants in this Plan are eligible for
Long Term Incentive awards (“LTI Awards”). While the granting, amount (if any) and other terms
and conditions of LTI Awards remain discretionary, the Company’s general intent is as follows:

	 	1)	 	Scope. The Company’s present intention is to make an LTI Award following the
2011 Plan Year to each Participant who, in the Company’s judgment, achieves satisfactory
overall performance during 2011.

 

7

 

	 	2)	 	Annual Target Value and Composition. The value of any Participant’s LTI Award
target depends on his or her Executive Tier and will be communicated separately to such
Participant. The Company’s present expectation is that approximately 30% of the LTI Award
value would be granted in the form of restricted stock shares and the remaining 70% of the
LTI Award value granted in the form of stock options. The Company reserves the right in
its discretion to grant other values, forms or compositions of LTI Awards. Any LTI Award
granted to a given Participant pursuant to some other plan or program of the Company will
also be governed by the terms and conditions of such plan or program (including without
limitation, as applicable, the DigitalGlobe, Inc. 2007 Employee Stock Option Plan) and any
applicable award agreement or notice, each as in effect or amended from time to time in the
Company’s discretion (collectively, the “Award Documentation”). All LTI Awards are subject
to approval by the Compensation Committee. The granting of an LTI Award hereunder to any
given Participant does not entitle any other Participant(s) to an LTI Award, regardless of
whether such other Participant(s) receive any cash bonus under this Plan.

	 	3)	 	Grant Date. Any LTI Award that the Company elects to grant to a given
Participant under this Plan for the 2011 Plan Year will be granted no later than March 15,
2012.

	 	4)	 	Vesting. Any LTI Award granted hereunder shall be eligible to vest in four
equal successive increments on each of the first four successive annual anniversaries of
the grant date of the award (i.e., 25% will be eligible to vest on the first anniversary of
the grant date, and another 25% on each of the second, third and fourth anniversaries of
the grant date). Unless otherwise stated in the Award Documentation for a given LTI Award,
a Participant must be actively employed on a given vesting date in order to be eligible for
his or her LTI Award (or any applicable portion thereof) to vest, and any unvested LTI
Award (or portion thereof) as of a Participant’s separation from employment shall be null
and void. Other terms and conditions of the LTI Award, such as any provisions for
accelerated vesting (if any) upon certain instances of separation from employment or other
circumstances, shall be set forth in the applicable Award Documentation for such LTI Award.

PART II. MISCELLANEOUS

	A.	 	PLAN ADMINISTRATION

	 
	 	 	The Compensation Committee is responsible for the administration and management of the Plan and
shall have all powers and duties necessary to fulfill its
responsibilities including, but not limited to, the discretion to interpret and apply the Plan
and to determine all questions relating to eligibility for benefits. The Compensation Committee
may in its discretion, at any time and from time to time, delegate any and all of its authority
and responsibilities under the Plan to such person(s) or committee(s) as the Compensation
Committee may designate, and may terminate or change any such delegation made, in whole or in
part, at any time and from time to time. The Compensation Committee and its delegates shall
have the discretion to interpret or construe ambiguous, unclear, or implied (but omitted) terms
in any fashion they deem to be appropriate in their sole and absolute discretion, and to make
any findings of fact needed in the administration of the Plan. All determinations of the
Compensation Committee or its delegate shall be binding on all persons if taken in good faith.

 

8

 

	B.	 	ENTIRE STATEMENT

The Plan, including all documentation referred to herein, is a complete and exclusive statement
of the Plan’s terms. This Plan supersedes all prior communications, oral or written, concerning
this subject matter. Any provision of the Plan that is prohibited or unenforceable in any
jurisdiction shall, as to such jurisdiction, be ineffective only to the extent of such
prohibition or unenforceability without invalidating the remaining provisions hereof, and any
such prohibition or unenforceability in any jurisdiction shall not invalidate or render
unenforceable such provision in any other jurisdiction.

	C.	 	NO EMPLOYMENT AGREEMENT

This Plan is not to be construed as an employment agreement and in no way limits the right of
the Company to terminate the employment of any Participant at any time, with or without cause or
advance notice. Each Participant’s employment with the Company is, and continues to be,
“at-will” with either party having the right to terminate the employment relationship at any
time, with or without cause or advance notice. By participating in the Plan, each Participant
acknowledges his or her at-will employment status and that such at-will status only may be
changed by a written agreement signed by the Participant and the Company’s CEO. Except to the
extent governed by federal law, the Plan is governed by the laws of the State of Colorado,
excluding choice of law principles.

	D.	 	ISSUE RESOLUTION

In the event that there is a dispute between the Company and a Participant arising under or
relating to this Plan, including but not limited to any dispute over any compensation alleged to
be due, further including, but not limited to, disputes concerning the Participant’s bonus or
LTI Award (or lack thereof), the Participant will promptly bring such dispute to the attention
of the Company’s General Counsel or VP Human Resources. The Participant and the Company shall
use their commercially reasonable efforts to resolve any such dispute on an informal basis. In
the event the dispute cannot be resolved informally, the Participant and the
Company agree to resolve the dispute exclusively through binding arbitration in Longmont,
Colorado (or in such other place to which the parties agree) before a single arbitrator in
accordance with the JAMS Employment Arbitration Rules and Procedures (as in effect or amended
from time to time), except as set forth below, and in accordance with the laws of the State of
Colorado. Each party will pay their own costs associated with such arbitration, including, but
not limited to, cost of legal counsel. The arbitrator shall have no power to modify the
provisions of this Plan, or to make an award or impose a remedy that is not available to a court
of general jurisdiction sitting in Denver, Colorado or that was not requested by a party to the
dispute, and the jurisdiction of the arbitrator is limited accordingly. The arbitrator’s
decision or award shall be final and binding, and judgment thereupon may be entered in any
Colorado or other court having jurisdiction thereof. Notwithstanding the foregoing: (i) either
party may in such party’s respective discretion seek temporary or preliminary injunctive relief
in any court of competent jurisdiction in order to preserve the status quo or avoid irreparable
harm pending arbitration; and (ii) if and to the extent required by Section 8116 of the 2010
Department of Defense Appropriations Act, Pub. L. No. 111-118, 123 Stat. 2409 (2009), the
provisions of this Section II.D shall not apply to or be enforced by the Company with respect to
any claim by a Participant under Title VII of the Civil Rights Act of 1964, as amended, or any
tort claim by a Participant related to or arising out of sexual assault or harassment, including
all such claims for assault and battery, intentional infliction of emotional distress, false
imprisonment, or negligent hiring, supervision, or retention.

 

9

 

	E.	 	TAX WITHHOLDING

The Company may withhold from any payments made under this Plan all applicable taxes and other
withholdings including, but not limited to, Federal, state and local income, employment and
social insurance taxes, as it determines are required or permitted by law. All amounts paid to
Participants under this Plan will be treated as compensation, and each Participant agrees to
such treatment by accepting a payment under the Plan. The Company cannot guarantee the tax
treatment of any payments under the Plan and each Participant agrees that he or she, and not the
Company, shall be liable for any excise taxes, penalties, or interest imposed on the
Participant.

	F.	 	SECTION 409A

This Plan is not intended to provide “nonqualified deferred compensation” within the meaning of
Section 409A of the Internal Revenue Code of 1986, as amended (“Section 409A”), and shall be
administered and interpreted in accordance with such intent. The payment(s), if any, made under
this Plan to any Participant are intended to be exempt from Section 409A to the maximum extent
possible as short-term deferrals pursuant to Treasury regulation section 1.409A-1(b)(4).
Notwithstanding the foregoing, under no circumstances shall the Company be
responsible for any taxes, penalties, interest or other losses or expenses incurred by a
Participant due to any noncompliance with Section 409A.

	G.	 	SOURCE OF PLAN ASSETS

The Plan shall be unfunded. Payments under the Plan shall be made from the general assets of the
Company. To the extent any Participants have any right to payments under the Plan, such
Participants shall be general unsecured creditors of the Company. No Participant shall have any
right, title, claim or interest in or with respect to any specific assets of the Company or any of
its affiliates in connection with the Participant’s participation in the Plan.

 

10Exhibit 10.29

Exhibit 10.29

ISO Monthly After 1 Yr Vest

DIGITALGLOBE, INC.

2007 EMPLOYEE STOCK PLAN

 

Stock Option Award Agreement

____________________________

You are hereby awarded the following stock option (the “Option”) to purchase Shares of
DigitalGlobe, Inc. (the “Company”), subject to the terms and conditions set forth in this Stock
Option Award Agreement (the “Award Agreement”) and in the DigitalGlobe, Inc. 2007 Employee Stock
Option Plan (the “Plan”). This Option may not be exercised until you have read this
Agreement and electronically accepted the award by pushing “Accept”.

By accepting this award, you agree to be bound by all of the Plan’s terms and conditions, and all
of the terms and conditions set forth below. In addition, you recognize and agree that all
determinations, interpretations, or other actions respecting the Plan and this Award Agreement will
be made by the Company’s Board of Directors or any Committee appointed by the Board to administer
the Plan, and shall (in the absence of material and manifest bad faith or fraud) be final,
conclusive and binding on all parties, including you and your successors in interest. Terms that
begin with initial capital letters have the special meanings set forth in the Plan or in this Award
Agreement (unless the context indicates otherwise).

1. Term of Option. Unless other specified in writing by the Company, the term of the
Option will expire at the earlier of 5:00 p.m. (M.D.T. or M.S.T., as applicable) 10 years after the
Grant Date.

	 	 	 	 	 	 	 	 	 
	Type of Stock Option:	 	Incentive Stock Options
	 
	 	 	 	 	 	 	 	 
	Number of Shares
subject to Option:

	 	 	 	Option Exercise Price
per Share:
	 	$
	 

	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 
	Grant Date:

	 	 	 	 	 	 	 	 
	 

	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 
	Vesting Schedule:	 	(Establishes your rights to exercise this Option
with respect to the Number of Shares stated above,
subject to any shareholder approval requirement set
forth in the Plan.)
	 
	 	 	 	 	 	 	 	 
	 	 	25% on the first anniversary of the Grant Date,
and 1/36th of the remaining 75% thereafter on each
of the first 36 monthly anniversaries of the Grant
Date (subject to your Continuous Service through
each such date)

2. Manner of Exercise. The Option shall be exercised in the manner set forth in the Plan,
using the exercise form required by the Committee. The amount of Shares for which the Option may
be exercised is cumulative; that is, if you fail to exercise the Option for all of the Shares
vested under the Option during any period set forth above, then any Shares subject to the Option
that are not exercised during such period may be exercised during any subsequent period, until
the expiration or termination of the Option pursuant to Sections 2 and 5 of this Award Agreement
and the terms of the Plan. Fractional Shares may not be purchased.

 

 

 

ISO Monthly After 1 Yr Vest

3. Special ISO Provisions. If designated as an ISO, this Option shall be treated as an ISO
to the extent allowable under Section 422 of the Code, and shall otherwise be treated as a Non-ISO.
If you sell or otherwise dispose of Shares acquired upon the exercise of an ISO within 1 year from
the date such Shares were acquired or 2 years from the Actual Grant Date, you agree to deliver a
written report to the Company within 10 days following the sale or other disposition of such Shares
detailing the net proceeds of such sale or disposition.

4. Termination of Continuous Service. If your Continuous Service with the Company is
terminated for any reason, this Option shall terminate on the date on which you cease to have any
right to exercise the Option pursuant to the terms and conditions set forth in Section 6 of the
Plan.

5. Designation of Beneficiary. Notwithstanding anything to the contrary contained herein
or in the Plan, following the acceptance of this Award, you may expressly designate a beneficiary
(the “Beneficiary”) to your interest in the Option awarded hereby. You shall designate the
Beneficiary by completing and executing a designation of beneficiary agreement in the form required
by the Committee (the “Designation of Beneficiary”) and delivering an executed copy of the
Designation of Beneficiary to the Company’s HR Manager or such other person designated by the
Company in writing.

6. Restrictions on Transfer of Awards. This Award Agreement and the Option may not be sold,
pledged, or otherwise transferred without the prior written consent of the Committee. If the
Committee permits any such transfer, any transferee shall succeed and be subject to all of the
terms of this Award Agreement and the Plan.

7. Conditions on Issuance of Shares; Transfer Restrictions. Notwithstanding any other
provision of the Plan or of this Award Agreement, unless authorized by the Committee in writing,
any Shares issued pursuant to this Award Agreement shall be non-transferable except in accordance
with Section 7 above.

8. Taxes. You acknowledge that you shall be solely responsible for the satisfaction of any
taxes that may arise (including taxes arising under Sections 409A or 4999 of the Code), and that
neither the Company nor the Committee shall have any obligation whatsoever to pay such taxes;
provided that the Company’s obligation to withhold taxes with respect to the issuance of Shares
pursuant to exercise of the Option shall be satisfied by any method acceptable to the Committee.
In the event that any payment or benefit received or to be received by you pursuant to the Plan or
otherwise (collectively, the “Payments”) would result in a “parachute payment” as described in
Section 280G of the Internal Revenue Code of 1986, as amended (or any successor provision),
notwithstanding the other provisions of this Award Agreement, the Plan, or any other agreement or
arrangement (but subject to any contrary provisions of any separate unexpired written employment or
other written agreement between you and the Company), such Payments shall not, in the aggregate,
exceed the maximum amount that may be paid to you without triggering golden parachute penalties
under Section 280G and related provisions of the Internal Revenue Code, as determined in good faith
by the Company’s independent auditors. If any benefits must
be cut back to avoid triggering such penalties, they shall be cut back in the priority order
designated by the Company. If an amount in excess of the limit set forth in this section is paid
to you, you shall repay the excess amount to the Company on demand, with interest at the rate
provided for in Internal Revenue Code Section 1274(b)(2)(B) (or any successor provision). The
Company and you agree to cooperate with each other in connection with any administrative or
judicial proceedings concerning the existence or amount of golden parachute penalties. The
foregoing reduction, however, shall only apply if it increases the net amount you would realize
from Payments, after payment of income and excise taxes on such Payments.
 

 

 

ISO Monthly After 1 Yr Vest

9. Notices. Any notice or communication required or permitted by any provision of this
Award Agreement to be given to you generally shall be in writing and generally shall be delivered
electronically, personally, or by certified mail, return receipt requested, addressed to you at the
last address that the Company had for you on its records. Any notice or communication required or
permitted by any provision of this Award Agreement to be given by you must be in writing and
delivered personally or by certified mail, return receipt requested, addressed to the Company’s HR
Manager at its corporate headquarters. Each party may, from time to time, by notice to the other
party hereto, specify a new e-mail or address for delivery of notices relating to this Award
Agreement. Any such notice shall be deemed to be given as of the date such notice is personally
delivered or properly mailed.

10. Binding Effect. Except as otherwise provided in this Award Agreement or in the Plan,
every covenant, term, and provision of this Award Agreement shall be binding upon and inure to the
benefit of the parties hereto and their respective heirs, legatees, legal representatives,
successors, transferees, and assigns.

11. Modifications. This Award Agreement may be modified or amended at any time, in
accordance with Section 13 of the Plan and provided that you must consent in writing to any
modification that adversely and materially affects your rights or obligations under this Award
Agreement (with such an affect being presumed to arise from a modification that would trigger a
violation of Section 409A of the Code). Notwithstanding the foregoing, the Committee may, however,
take any action permitted by Section 11 of the Plan without your written consent.

12. Headings. Section and other headings contained in this Award Agreement are for
reference purposes only and are not intended to describe, interpret, define or limit the scope or
intent of this Award Agreement or any provision hereof.

13. Severability. Every provision of this Award Agreement and of the Plan is intended to
be severable. If any term hereof is illegal or invalid for any reason, such illegality or
invalidity shall not affect the validity or legality of the remaining terms of this Award
Agreement.

14. Plan Governs. By accepting this Option award, you acknowledge that you have reviewed
the terms of the Plan as provided on this website or the Company’s webite at
http://dgportal/dms/CorporatePolicies/2007StkPlan.pdf and that your Option is subject to all the
provisions contained in the Plan, the provisions of which are made a part of this Award Agreement
and your Option is subject to all interpretations, amendments, rules and regulations which from
time to time may be promulgated and adopted pursuant to the Plan. In the event of a
conflict between the provisions of this Award Agreement and those of the Plan, the provisions of
the Plan shall control.

 

 

 

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15. Investment Purposes. By accepting this Option award, you represent and warrant that any
Shares issued to you pursuant to your Options will be held for investment purposes only for your
own account, and not with a view to, for resale in connection with, or with an intent in
participating directly or indirectly in, any distribution of such Shares within the meaning of the
Securities Act of 1933, as amended.

16. Not a Contract of Employment. Nothing in this Award Agreement or the Plan confers on
you any right to continue an employment, service or consulting relationship with the Company, nor
shall it affect in any way your right or the Company’s right to terminate your employment, service,
or consulting relationship at any time, with or without Cause. You are an at-will employee who may
be terminated at any time and for any or no reason. You further acknowledge that the Company would
not have granted this Option award to you but for these acknowledgments and agreements.

17. Long-term Consideration for Award. By accepting this Option award you acknowledge the
terms and conditions set forth in Section 23 of the Plan and that such terms are hereby
incorporated by reference and made an integral part of this Award Agreement. An invalidation of
all or part of Section 23 of the Plan, or your commencement of litigation to invalidate, modify, or
alter the terms and conditions set forth in this Section 19 of this Award Agreement or Section 23
of the Plan, shall cause this Option award to become null, void, and unenforceable. You further
acknowledge and agree that the terms and conditions of this Section and Section 23 of the Plan
shall survive both (i) the termination of your Continuous Service for any reason, and (ii) the
termination of the Plan, for any reason. You acknowledge and agree that the grant of Options in
this Award Agreement is just and adequate consideration for the survival of the restrictions set
forth herein, and that the Company may pursue any or all of the following remedies if you either
violate the terms of this Section or Section 23 of the Plan or succeed for any reason in
invalidating any part of it (it being understood that the invalidity of any term hereof would
result in a failure of consideration for the Award):

	 	(i)	 	declaration that the Award is null and void and of no further
force or effect;

	 
	 	(ii)	 	recapture of any cash paid or Shares issued to you, or any
designee or beneficiary of you, pursuant to the Award;

	 
	 	(iii)	 	recapture of the proceeds, plus reasonable interest, with
respect to any Shares that are both issued pursuant to this Award and sold or
otherwise disposed of by you, or any designee or beneficiary of you.

The remedies provided above are not intended to be exclusive, and the Company may seek such other
remedies as are provided by law, including equitable relief. You acknowledge and agree that your
adherence to the foregoing requirements will not prevent you from engaging in your chosen
occupation and earning a satisfactory livelihood following the termination of your employment with
the Company

18. Governing Law. The laws of the State of Colorado shall govern the validity of this
Award Agreement, the construction of its terms, and the interpretation of the rights and duties of
the parties hereto.

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