Document:

reynolds_employmentagree

 

 

 

 

 

 

 

 

 

 

 

 

 

  IN WITNESS WHEREOF, the parties hereto have executed this Agreement, effective as of the date set  forth above.    COMPANY:                                  EMPLOYEE:   CrossFirst Bankshares, Inc.                                                                     Aisha Reynolds   Name:    David O’Toole                                                                 Signature: /s/ Aisha Reynolds   Signature /s/ David O’Toole                                                             Title:   Chief Financial Officer                                                                                                 Address: 11440 Tomahawk Creek Parkway               Leawood, Kansas 66222                                                                                                                                                                               14                                            DB04/0835466.0001/13457268.3rappemploymentagreement

 

 

 

 

 

 

 

 

 

 

 

 

 

 

   IN WITNESS WHEREOF, the parties hereto have executed this Agreement, effective as of the date set  forth above.    COMPANY:                                  EMPLOYEE:   CrossFirst Bank                                                                        Name:    W. Randall Rapp   Name:    Michael Maddox                                                                Signature: /s/ W. Randall Rapp   Signature /s/ Michael Maddox                                                            Title:   President & CEO                                                                                                         Address: 11440 Tomahawk Creek Parkway               Leawood, Kansas 66222                                                                                                   CrossFirst Bankshares, Inc.       Name:    George F. Jones, Jr.      Signature /s/ George F. Jones Jr.      Title:   President & CEO                  Address: 11440 Tomahawk Creek Parkway            Leawood, Kansas 66222                                                             15                                            DB04/0835466.0001/13453034.5EX-10.1

 Exhibit 10.1 

MANTECH INTERNATIONAL CORPORATION 

2020 EXECUTIVE INCENTIVE COMPENSATION PLAN 
  

	1.0	 OVERVIEW 

ManTech International Corporation (Company) has established this 2020 Executive Incentive Compensation Plan (Plan) to help
attract, retain and motivate our executives to achieve certain goals and objectives. Incentive compensation is an integral part of the Company’s compensation program. This Plan sets forth a uniform, systematic, and measurable process for
determining incentive compensation payments earned under this Plan. The Compensation Committee of the Company’s Board of Directors (Compensation Committee) has ultimate authority over the implementation and interpretation of this
Plan, including the authority to make any and all determinations it deems necessary or advisable for the administration of the Plan. 
  

	2.0	 PLAN PARTICIPANTS 

Executive officers of the Company, including the CEO, CFO, and the presidents of the Company’s principal business groups (Business
Group Presidents) participate in this Plan (together, Participants). The Company’s Executive Chairman does not participate in this Plan. The Compensation Committee has the authority to designate additional Company officers as
Participants in this Plan, in its sole discretion. 
  

	3.0	 POLICY 

For each Participant, a set of performance goals for the applicable criteria under this Plan (Participant Goals) and relative weightings
shall be established, reviewed and memorialized according to the process set forth below. All Participant Goals should be specific, measurable, and quantitative, to the extent practical. The goal-setting process shall be accomplished in accordance
with a time schedule established by the Compensation Committee, in consultation with the Company’s CEO. 
 In the case of the Business
Group Presidents, the Participant Goals will include both performance goals relating to the applicable business group (Business Group Goals) and performance goals for the Company as a whole (Company Goals). For all other Participants,
the Participant Goals will be comprised solely of Company Goals. 
 Participant Goals will be memorialized in a separate agreement or
worksheet for each Participant (each, a Plan Worksheet), and each Plan Worksheet will set forth the relative weightings for the Participant Goals; a threshold, target and maximum performance score (and corresponding award amount) or the
Participant; and other factors to be used in the Scoring Process (as defined below). 
 Following completion of the fiscal year, the
Committee will evaluate actual results versus Participant Goals to determine whether and to what extent incentive compensation has been earned under this Plan for each Participant. This process is referred to in this Plan as the Scoring
Process. 

  
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Incentive Compensation Plan 
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 The Compensation Committee may adjust the amount otherwise payable to any Participant under
the Plan based on any factors deemed appropriate by the Compensation Committee in furtherance of the intent of the Plan. The Compensation Committee may also make adjustments to actual results achieved with respect to Participant Goals in accordance
with Section 4.4 of this Plan. 
  

	4.0	 Scoring Process 

This Section 4 uses the following terms (which terms also operate in the Plan Worksheets). 

 

	 	•	 	 Business Group Performance Score – for each applicable Participant, the sum of the weighted
Performance Goal Scores for each of the Business Group Goals. 

  

	 	•	 	 Company Performance Score – for each Participant, the sum of the weighted Performance Goal Scores for
each of the Company Goals. 

  

	 	•	 	 Factor – the weight (expressed as a percentage) that is assigned to each Participant Goal for a
particular Participant. The aggregate Factors for each Participant shall total 100% for each set of goals for each individual (Company Goals and Business Group Goals are each a set of goals). The Factors and weightings applicable to each Participant
Goal may differ for each Participant under this Plan. If applicable, each set of Company Goals and Business Group Goals shall be weighted such that the total weighting equals 100% for the two sets combined. 

 

	 	•	 	 Final Performance Score – for each Participant, the sum of (i) the applicable weighted
Business Group Performance Score and (ii) the weighted Company Performance Score. For Participants with no Business Group Goals, the Company Performance Score shall be the Final Performance Score. 

 

	 	•	 	 Incentive Compensation Payout Schedule – a schedule that sets forth the incentive compensation
payment amount that corresponds to each performance score between and including the threshold and maximum Final Performance Scores. 

  

	 	•	 	 Performance Goal Score – for each Participant Goal, the amount of a measure actually achieved,
expressed as a percentage, relative to the Performance Goal (the Performance Goal Score at target would be 100%). 

  

	 	•	 	 Total Earned Incentive Compensation – the incentive compensation amount payable to a Participant
based on his or her Final Performance Score, prior to any adjustment by the Compensation Committee. 

  

	4.1	 Performance Criteria for Goals 

 

	 	•	 	 Company Performance Criteria  

 

	 	•	 	 Revenue (revenue as recognized for the performance period in accordance with GAAP principles);

  

	 	•	 	 Earnings before interest and taxes (EBIT), measured as a dollar amount (also sometimes referred to as Operating
Income); and 

  
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Incentive Compensation Plan 
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	 	•	 	 Bookings (full value of contract award for single award contracts, plus the value of multiple award wins,
determined in accordance with ManTech’s standard bookings recognition policy). 

  

	 	•	 	 Business Group Performance Criteria (measured in the same manner as Business Group Goals)

  

	 	•	 	 Revenue; 

  

	 	•	 	 EBIT, measured as a dollar amount; and 

 

	 	•	 	 Bookings. 

  

	4.2	 Guidance for Goal-Setting Process 

The following process shall be used to prepare initial recommendations for the Compensation Committee’s consideration: 

 

	 	•	 	 The Chairperson of the Compensation Committee shall be responsible for the establishment of Participant Goals and
weightings for the CEO (the Compensation Committee may request the assistance of the CFO or other members of senior management in this effort, as he or she deems necessary or appropriate). 

 

	 	•	 	 The Company Goals and weightings applicable to each Participant (other than the CEO) shall be initially proposed
by the CEO, with input from other members of senior management, as deemed necessary or appropriate, before being presented to the Compensation Committee. 

  

	 	•	 	 Business Group Goals and weightings applicable to a Participant shall be initially proposed by the CEO, with
input from other members of senior management, as deemed necessary or appropriate, before being presented to the Compensation Committee. 

All Participant Goals and weightings shall be subject to review, modification and final approval by the Compensation Committee. 

 

	4.3	 Threshold, Target and Maximum Awards 

Each Participant shall have threshold, target, and maximum incentive compensation payment amounts that correspond to threshold, target and
maximum Final Performance Scores. For each Participant, the target award amount shall be expressed as a fixed number or a percentage of his or her base salary as of April 1, 2020, as established by the Compensation Committee, and shall
represent the amount of incentive compensation that the Participant will earn if his or her actual Final Performance Score is equal to that which would result from 100% achievement of all Participant Goals (the exact payout amount at target may be
impacted by the Compensation Committee’s determination of how to treat an out-of-cycle salary change for a Participant – see
Section 4.4 for more information). 

  
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Incentive Compensation Plan 
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	4.4	 Guidance for Scoring Process 

 

	 	•	 	 Overview: Actual results for the year shall be determined and then compared to the Participant Goals. A
Final Performance Score is calculated for each Participant, which determines the Total Earned Incentive Compensation pursuant to the applicable Incentive Compensation Payment Schedule. The amount of any incentive compensation amount that is
ultimately paid may be adjusted by the Compensation Committee’s exercise of discretion in accordance with Section 3 or this Section 4.4. 

  

	 	•	 	 Scoring Process: 

 

	 	•	 	 The Performance Goal Score with respect to each of the Participant Goals is calculated. 

 

	 	•	 	 Each Performance Goal Scores is multiplied by the applicable Factor (weight), and then such results are summed to
determine the Participant’s Company Performance Score and (if applicable) Business Group Performance Score. 

  

	 	•	 	 For Participants with both Business Group Goals and Company Goals, each of the Business Group Performance Score
and the Company Performance Score shall be multiplied by a weighting factor, and such resulting amounts shall then be added together to yield the Final Performance Score (unless otherwise expressly provided in the individual Plan Worksheet, each of
the Business Group Performance Score and the Company Performance Score shall be equally weighted at 50%). 

  

	 	•	 	 For Participants with only Company Goals, the Participant’s Company Performance Score will constitute his or
her Final Performance Score. 

  

	 	•	 	 Based on the Participant’s Final Performance Score, the Total Earned Incentive Compensation will be derived
from the applicable Incentive Compensation Payout Schedule included on the Participant’s Plan Worksheet (subject to any adjustments or related determinations by the Compensation Committee described herein). 

 

	 	•	 	 Adjustments to Results Achieved: With respect to any Performance Goal Score, the Compensation Committee
shall have the authority to determine whether (and by what amount) the actual result used to calculate the achievement of a performance goal should be adjusted to account for extraordinary events or circumstances, or should otherwise be adjusted in
order to be consistent with the purpose or intent of the Plan. 

  

	 	•	 	 Out of Cycle Salary Changes: The Compensation Committee shall determine the effect of any out-of-cycle salary changes on a Participant’s Total Earned Incentive Compensation. 

  
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Incentive Compensation Plan 
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	 	•	 	 Final Compensation Committee Review: The Compensation Committee will review and approve any and all
incentive compensation amounts paid under this Plan, including the Total Earned Incentive Compensation for each Participant. The Compensation Committee has the authority to adjust the payment amount due to any Participant hereunder, based on any
factor deemed relevant by the Compensation Committee. The Compensation Committee also has the authority to determine the impact of any adjustments to results achieved or
out-of-cycle salary changes referenced in the preceding two paragraphs. Payments under this Plan, if any, shall be made on or before March 15, 2021. Unless the
Compensation Committee determines otherwise in its sole discretion, a Participant’s right to receive any incentive compensation payment hereunder shall be forfeited if the Participant is not an employee of the Company in good standing on
December 31, 2020. 

  

	5.0	 RECOVERY OF AWARDS 

Awards under the Plan are subject to the terms and conditions of any claw-back policy that the Company may adopt to conform to the requirements
of Section 954 of the Dodd-Frank Wall Street Reform and Consumer Protection Act. 
  

	6.0	 AUTHORIZATION 

The Compensation Committee has authorized the development of this Plan and shall oversee the implementation and operation of this Plan and the
individual Participants’ Plan Worksheets. Senior management and other Company personnel designated by the Compensation Committee will support the administration of the Plan. 

  
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Incentive Compensation Plan 
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