Document:

Ariba Bonus Plan - Executive Officers

 EXHIBIT 10.51 
 ARIBA BONUS PLAN 
 EXECUTIVE OFFICERS 
 1. Effective Date and Term. This Plan was adopted by the
Compensation Committee (the “Committee”) of the Board of Directors of Ariba, Inc. (the “Company”) on November 15, 2007 and amended on April 16 , 2008. The Plan, as amended, is effective for fiscal year 2008 and
thereafter will continue to apply until it is amended or terminated by the Committee. It supersedes all prior bonus plans applicable to individuals who are deemed to be “officers” of the Company for purposes of Section 16 of the
Securities Exchange Act of 1934, as amended (the “Executive Officers”). Any other bonus plan applicable to Executive Officers previously approved by the Committee is hereby terminated. 
 2. Administration. The Committee administers the Plan and adopts rules and regulations to implement the Plan. The decisions of the Committee are
final and binding on all parties who have an interest in the Plan. 
 3. Eligibility. Participation in the Plan is limited to
Executive Officers. Participation in the Plan is effective on the day the participant starts in a bonus-eligible job. Participants must be employed in a bonus-eligible position before the first day of the last month of the fiscal year to be eligible
to participate in the Plan for that fiscal year. Bonus payments will be prorated for participants who become eligible after the start of a fiscal year or for participants who are on a leave of absence or sabbatical for all or part of a fiscal year.
A participant may be removed from the Plan at any time and for any reason, at the Company’s discretion, regardless of whether he or she remains an officer or employee of the Company. 
 4. Determination of Amounts. The Plan may provide an annual cash bonus that is paid based on the achievement of pre-determined Company performance
objectives and individual performance factors. The amount of each participant’s annual bonus is determined as follows: 
 (a) An annual target bonus amount is assigned to the participant by the Committee as soon as reasonably practicable after the beginning of a fiscal year or, if later, at the time of his or her hiring. The annual target bonus amount may be
modified from time to time thereafter by the Committee. 
 (b) Except in the case of the President, one-half of the annual
bonus is determined on the basis of the Company’s annual non-GAAP net income score and one-half is determined on the basis of the Company’s annual non-GAAP revenue score. “Non-GAAP net income” means after-tax income excluding
(i) restructuring-related expense, (ii) amortization of acquired core technology and in-process R&D, (iii) amortization of goodwill and intangibles, (iv) amortization of stock-based compensation; and (v) purchase
accounting adjustment-deferred revenue. “Non-GAAP revenue” means revenue excluding the impact of purchase accounting adjustment-deferred revenue. 
 (c) As soon as reasonably practicable after the beginning of a fiscal year, the Committee determines for that year the levels of non-GAAP net income and non-GAAP revenue that will be required for non-GAAP net income
and non-GAAP revenue scores of 0.50, 0.75, 1.00 and 2.00. If the level of non-GAAP net income or non-GAAP revenue is less than the level required for a 0.50 score, the score will be zero. If the level of non-GAAP net income or non-GAAP revenue is
greater than the amount required for a 2.00 score, the score will be 2.00. If the amount of non-GAAP net income or non-GAAP revenue falls between the amounts required for a 0.50 score and a 0.75 score, between the amounts required for a 0.75 score
and a 1.00 score or between the amounts required for a 1.00 score and a 2.00 score, then straight-line interpolation will be used. 
 (d) When the amount of non-GAAP net income for a fiscal year has been determined, the non-GAAP net income score is calculated. Likewise, when the amount of non-GAAP revenue for a fiscal year has been determined, the non-GAAP revenue score
is calculated. The weighted-average score for the fiscal year equals one-half of the non-GAAP net income score plus one-half of the non-GAAP revenue score. This weighted-average score is multiplied by each participant’s annual target bonus
amount. 

 (e) After the close of the fiscal year, the Committee at its discretion may increase or
reduce any annual bonus based on criteria other than non-GAAP net income and non-GAAP revenue (including individual performance). 
 (f) In the case of the President, the Company’s annual bookings score is added to the other two scores described above. The annual bookings score has a weight of 20%, the non-GAAP net income score has a weight of 40%, and the non-GAAP
revenue score has a weight of 40%. As soon as reasonably practicable after the beginning of the fiscal year, the Committee determines the amount of bookings that will be required for bookings scores of 0.50, 0.75, 1.00 and 2.00. If the amount of
bookings is less than the amount required for a 0.50 score, the score will be zero. If the amount of bookings is greater than the amount required for a 2.00 score, the score will be 2.00. If the amount of bookings falls between the amounts required
for a 0.50 score and a 0.75 score, between the amounts required for a 0.75 score and a 1.00 score or between the amounts required for a 1.00 score and a 2.00 score, then straight-line interpolation will be used. All other provisions of the Plan
apply to the President in the same manner as to the other Executive Officers. 
 (g) The Committee may adjust the amount of
the Company’s annual non-GAAP net income or annual non-GAAP revenue, or both, to exclude extraordinary expenses or benefits. 
 5.
Payment of Bonuses. Payment of the annual cash bonus (if any) is targeted for November 30. Adjustments to this payment schedule may be made as business conditions require. 
 6. Employment Requirement. Unless a Severance Agreement between a participant and the Company provides otherwise, the participant must be employed
by the Company at the time of the bonus payment to receive the annual cash bonus. 
 7. Modification or Termination of the Plan. The
Committee reserves the right to modify, suspend or terminate this Plan at any time. Should an acquisition or significant business initiative change the operating plan, this Plan may be modified or a new plan may go into effect following this event.

 8. Benefits Unfunded. No amounts awarded or accrued under this Plan will be funded, set aside or otherwise segregated prior to
payment. The obligation to pay the bonuses awarded hereunder will at all times be an unfunded and unsecured obligation of the Company. Plan participants will have the status of general creditors and must look solely to the general assets of the
Company for the payment of their bonus awards. 
 9. Benefits Nontransferable. No Plan participant will have the right to alienate,
pledge or encumber his or her interest in this Plan, and such interest will not (to the extent permitted by law) be subject in any way to the claims of the participant’s creditors or to attachment, execution or other process of law. 

10. No Employment Rights. No action of the Company in establishing the Plan, no action taken under the Plan by the Committee and no provision
of the Plan itself will be construed to grant any person the right to remain in the employ of the Company or its subsidiaries for any period of specific duration. Rather, each employee is employed “at will,” which means that either the
employee or the Company may terminate the employment relationship at any time and for any reason, with or without cause.Ariba Inc. - Compensation Program for Non-Employee Directors

 EXHIBIT 10.52 
 ARIBA, INC. COMPENSATION PROGRAM FOR NON-EMPLOYEE DIRECTORS 
  

	A.	Cash Compensation 

  

	 	1.	Board retainer: $50,000 per year, paid in quarterly installments. 

  

	 	2.	Lead Independent Director retainer: $30,000 per year, paid in quarterly installments. 

  

	 	3.	Board meeting fee: $2,500 for each meeting attended in person and each regularly scheduled telephone meeting, paid quarterly. 

  

	 	4.	Committee chair retainer: $25,000 per year for the Audit Committee chair, $15,000 per year for the Compensation Committee chair, and $10,000 per year for the Corporate Governance
and Nominating Committee chair, paid in quarterly installments. 

  

	 	5.	Committee meeting fee: $1,500 for each meeting attended in person and each regularly scheduled telephone meeting, paid quarterly. 

  

	B.	Equity Compensation 

  

	 	1.	Initial restricted stock unit grant: restricted stock units with a fair market value of $100,000, as calculated in accordance with Part C below. All of the units vest on the
first anniversary of the grant, with immediate full vesting in the event of a change in control. The units will be settled by issuing shares on the first permissible trading day after they vest, unless a deferral program is adopted. The units will
be granted by the Compensation Committee under the 1999 Equity Incentive Plan (the “EIP”) in conjunction with the director’s initial appointment or election to the Board. 

  

	 	2.	Annual restricted stock unit grant: restricted stock units with a fair market value of $100,000, as calculated in accordance with Part C below. All of the units vest on the
first anniversary of the grant, with immediate full vesting in the event of a change in control. The units will be settled by issuing shares on the first permissible trading day after they vest, unless a deferral program is adopted. The units will
be granted by the Compensation Committee under the EIP in conjunction with the Annual Meeting of stockholders. 

  

	 	3.	Voluntary exchange of cash retainers and meeting fees for stock options, shares or units, as contemplated by Article 13 of the EIP: 

  

	 	(a)	An election to exchange cash for options, shares or units must be made in writing, must be filed with the Company before the first day of the first quarter to which the election
applies and must remain in effect until revoked or amended in writing. 

  

	 	(b)	Any amendment or revocation of an election must be filed with the Company before the first day of the first quarter to which it applies. 

  

	 	(c)	An election to exchange cash for options, shares or units may apply to all or any part (but not less than 50%) of the cash compensation earned during each period to which the
election applies. 

  

	 	(d)	The options, shares or units will automatically be granted as of the last day of the quarter for which the cash compensation would have been paid, absent the director’s
election. 

  

	 	(e)	For purposes of the exchange of cash for options, the value of the options will be calculated as of the date of grant by applying the formula and assumptions used by the
Company’s independent auditors in preparing the Company’s financial statements. 

  

 1 

	 	(f)	For purposes of the exchange of cash for shares or units, the fair market value of the shares will be calculated in accordance with Part C below. 

  

	 	(g)	The options will have an exercise price per share equal to 100% of the fair market value per share of the Company’s Common Stock on the date of grant. 

 

	 	(h)	The term of the options will be 10 years, except that they will terminate 12 months after the director’s service terminates for any reason. 

  

	 	(i)	The options will be immediately exercisable and fully vested. 

  

	 	(j)	The shares or units will be fully vested. 

  

	C.	Calculation of Fair Market Value of Shares 

 Whenever the fair market value of shares of the Company’s Common Stock is to be calculated for purposes of granting restricted shares or restricted stock units under this program, the fair market value will be deemed to be equal to the
average of the closing prices of the Company’s Common Stock on the 30 consecutive trading days immediately preceding the date of grant, as reported by The Wall Street Journal. 
  

 2

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00141-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00141-of-00352.parquet"}]]