Document:

EX-10.6

 Exhibit 10.6 

2013 IMS HEALTH - ANNUAL INCENTIVE COMPENSATION PLAN 

The 2013 IMS Health Annual Incentive Plan (the Plan) is directly linked to the company’s growth and profitability objectives, and supports a culture
where performance drives compensation. 
  

	I.	Plan Eligibility 

 Most IMS employees are eligible to participate in the Plan, with the exception of
employees who are on another IMS incentive plan including, but not limited to, Sales Incentive Plans. Contractors and student interns also are excluded from the Plan, unless eligibility is required under local regulation. 

 

	II.	Plan Structure 

 A participant’s annual incentive payout is influenced by the following components:

  

	 	•	 	IMS Financial Performance 

  

	 	•	 	Assessment of IMS Performance by the Chairman & CEO and IMS Board 

  

	 	•	 	Assessment of Business Unit performance by the Chairman & CEO 

  

	 	•	 	Business Unit President Discretion 

  

	 	•	 	Base Salary & Incentive Target Percent 

  

	 	•	 	Individual Performance 

 For purposes of this plan, “Business Unit” will be used to describe
the geographic Business Units, IMS Global Consulting Group, Healthcare Value Solutions, Strategy & Global Pharma Solutions, Global Technology Services & Operations, Supply Management and Global Staff Functions, unless otherwise
noted. 
  

	A.	IMS Financial Performance 

 The amount of funding that is available to distribute to the
Business Units, and subsequently to employees, is based on IMS’s financial performance. The Plan may be funded for a given Plan Year (January 1 through December 31) at 100 percent if two conditions are met: 

 

	 	1.	IMS achieves 10 percent “Earnings Before Interest, Taxes, Depreciation and Amortization” (EBITDA) growth year over year; and 

 

	 	2.	IMS Free Cash Flow (FCF) factor is equivalent to 85 percent of EBITDA. 

  

	 	•	 	EBITDA only considers expenses that impact cash flow. Depreciation and amortization and non-cash compensation expense do not affect cash and are, therefore, excluded from EBITDA. 

 

	 	•	 	FCF is a measure of how well IMS manages cash. This includes such items as capital spending, deferred software and changes to our balance sheet - mainly in accounts receivable and accounts payable. 

 

	 	•	 	Funding for the Plan is capped at 150 percent of target (before the FCF factor is applied), which would mean IMS achieved EBITDA growth of 25 percent. 

  

					
	IMS Health Confidential 	 	Page 1	 	

 2013 IMS HEALTH - ANNUAL INCENTIVE
COMPENSATION PLAN 
  

	 	•	 	If year over year EBITDA growth is less than 5 percent, there is no incentive funding. 

  

	 	•	 	The funded incentive pool may be modified up or down based on the ratio of FCF to EBITDA. 

  

	B.	Assessment of IMS Performance by the Chairman & CEO and IMS Board 

 The actual
amount of funding available may be adjusted up or down by the Chairman & CEO and IMS Board, in their sole discretion, based on their assessment of the overall performance of IMS. 

 

	C.	Assessment of Business Unit Performance by the Chairman & CEO 

 Each
Business Unit is allocated a portion of the overall IMS funding based on how it performs against its own EBITDA growth target and contribution to IMS FCF, and the Chairman & CEO’s discretion 

 

	 	•	 	Geographic Business Unit EBITDA growth targets are established based on market dynamics unique to their respective geographies. 

  

	 	•	 	Business Support and Staff Functions are aligned to the company’s overall financials. 

  

	D.	Business Unit President Discretion 

 The Business Unit Presidents determine how
incentive funding is allocated within their respective Business Units. 
  

	E.	Base Salary & Incentive Target Percent 

 Target Incentive Opportunity
(the amount of incentive an eligible employee is eligible to receive) is based on the base salary earned during the plan year and his/her incentive target percent. Target Incentive Opportunity is calculated as follows: 

 

	 	•	 	Target Incentive Opportunity = Incentive eligible annual base salary × target incentive % 

  

	 	•	 	Funded Incentive Opportunity = employee incentive opportunity after Business Unit President discretion is applied 

  

	 	•	 	For more information on incentive eligible annual base salary, refer to “General Conditions, Section III, B.” of the Plan. 

  

					
	IMS Health Confidential	 	Page 2	 	

 2013 IMS HEALTH - ANNUAL INCENTIVE
COMPENSATION PLAN 
  

	F.	Individual Performance 

  

	 	•	 	The amount of incentive that employees receive depends on their personal performance, meaning high-performing employees earn higher rewards. 

 

	 	•	 	Performance is assessed by the employee’s manager based on achievement of assigned performance goals and objectives. 

  

	 	•	 	Based on this performance assessment, the manager will determine an applicable payout % that, in conjunction with an employee’s funded incentive opportunity, will be used to determine the incentive payout amount.

 Guidelines for Determining Incentive Awards 

 

					
	 Results
	  	Incentive Payout
Range *	 
	 Exceeded all or most goals and objectives
	  	 	Up to 200	% 
	 Met goals and objectives
	  	 	Up to 110	% 
	 Did not meet some or all goals and objectives
	  	 	Up to 80	% 

  

	*	expressed as a percentage of an eligible employee’s Target Incentive Opportunity 

  

					
	IMS Health Confidential	 	Page 3	 	

 2013 IMS HEALTH - ANNUAL INCENTIVE
COMPENSATION PLAN 
  

	III.	Changes to Eligibility Status 

  

	A.	New Hire - Employees who begin their employment with IMS prior to October 1 of the Plan Year are eligible to receive a prorated incentive award based on actual hire date and number of days the
employee was covered under this Plan. Employees who begin work with IMS on or after October 1 of the Plan Year are not eligible to participate in the Plan for that Plan Year. 

 

	B.	Promotions, Demotions and Base Salary/Incentive Target Changes - If an eligible employee has a base salary and or incentive target percent change during the Plan Year, the Target Incentive Opportunity for
the Plan Year in which the change occurred will be prorated based on the effective date of the change(s). Base salary generally excludes allowances and may be defined differently in certain jurisdictions, if so such definition will be communicated
locally. 

  

	C.	Change in Status - If an eligible employee has a change in work hours, such as going from full-time to part-time status, or vice versa, the actual incentive award for the Plan Year in which the change of
status occurred will be prorated based on the effective date of the change. 

  

	D.	Other Leave of Absence - Subject to applicable local policy and applicable law, eligible employees who are absent from work due to an approved absence or leave will have any incentive award calculated
according to the actual gross base salary paid (or, for hourly employees, scheduled hours during weeks worked) during the year. 

  

	E.	Transfer - If an eligible employee transfers out of the Plan during the Plan Year into another incentive plan (e.g., a Sales Plan), the Target Incentive Opportunity may be prorated based on the number of
days the employee was participating in the Plan. 

  

	 	•	 	If an eligible employee transfers to another Business Unit during the Plan Year and remains incentive eligible under the Plan, his/her Target Incentive Opportunity for the Plan Year will be subject to the incentive
funding for the Business Unit he/she is assigned to at the end of the year. 

  

	F.	Voluntary Termination - An employee who meets one or more of the following is not eligible to receive any incentive award under the Plan, unless applicable local law or contract requires that all or a
portion of the award be paid to such employee under the following circumstances: 

  

	 	•	 	An employee who has resigned at any time prior to the payment date of any applicable incentive award 

  

	 	•	 	An employee who has resigned and is still “working their notice” at the time of any applicable payment date 

  

	G.	Retirement - If a participating employee “retires” from IMS and the affected employee’s last day worked is on or before June 30 of the Plan Year, they will not be eligible
to receive an incentive award for the Plan Year in which they retired. If the retirement date is after June 30 of the Plan Year, the incentive award will be prorated to the day based on the effective date of retirement. 

  

					
	IMS Health Confidential	 	Page 4	 	

 2013 IMS HEALTH - ANNUAL INCENTIVE
COMPENSATION PLAN 
  

	H.	Layoff - If a participating employee is laid off or involuntarily terminated from IMS for any reason and the affected employee’s last day worked is on or before June 30 of the Plan Year, they
will not be eligible to receive an incentive award for the Plan Year in which they were laid off. If eligible participating employee is laid off from IMS after working more than six (6) full months of the Plan Year, the
employee’s Target Incentive Opportunity will be prorated based on the number of days worked during the year before any funding or performance factors are considered for final payout. As used in this paragraph, an employee is not considered to
have been laid off if, without limitation, the employee has been terminated by IMS for cause or for poor performance. 

  

	I.	Death - In the event that employment ends due to death, IMS has the authority, in its sole discretion, to determine the extent and conditions under which an award shall be earned and made payable to the
estate. 

  

	J.	Involuntary Termination - Employees participating in the Plan forfeit eligibility in the event of involuntary termination and will not receive an incentive payout. Exceptions to this may include, but are
not limited to, “Section III, Retirement and Layoff” of the Plan as detailed above, statutory regulations or other employment contracts agreed locally and/or local IMS policy and procedures. Questions about eligibility under
this provision may be directed to the local Human Resources organization. 

  

	K.	Form and Timing of Payment - Incentive awards will be paid in a single lump sum by the 15th day of March in the United States and Canada, and typically
no later than the end of March in other countries, with respect to performance to the immediately preceding Plan Year. 

  

	IV.	General Conditions 

  

	A.	As used in this Plan document, “Company” refers to IMS Health Incorporated (“IMS”) and Affiliates of IMS which employ any employees covered under this Plan. As used herein,
“Affiliate” shall mean any entity controlled by, or under the common control of, such IMS. For these purposes, “control” shall refer to: (i) the possession, directly or indirectly, of the power to direct the management or
policies of an entity, whether through the ownership of voting securities, by contract or otherwise, or (ii) the ownership, directly or indirectly, of more than 50% of the voting securities or other ownership interest of an entity

  

	B.	Company reserves the right to revise or terminate any of the provisions of this Plan or to terminate the Plan itself at any time without prior notice. The Director of Compensation will publish all such revisions
to the Plan. 

  

					
	IMS Health Confidential	 	Page 5	 	

 2013 IMS HEALTH - ANNUAL INCENTIVE
COMPENSATION PLAN 
  

	C.	The issuance of these guidelines for any year does not, in any way, commit the Company to pay a similar kind of compensation in any subsequent year. Furthermore, the payment of an incentive award in any year
shall not be considered a precedent for any later year and the payment shall not limit the Company’s absolute discretion in future years to pay or not pay any incentive award. 

 

	D.	Eligibility for participation and receipt of compensation under this Plan requires strict compliance with IMS standards for ethical conduct and company policies. Non-compliance, as determined by IMS in its sole
discretion, will constitute grounds for cancellation of incentive compensation eligibility. 

  

	E.	Participation in this Plan by any employee of the Company is conditioned on the express agreement by the participant that he/she will not, directly or indirectly during or after his/her employment with the
Company, transfer, or allow to be transferred, any Company confidential information to any person, firm, or organization not authorized by IMS to receive it. 

  

	F.	Participation in this Plan is conditioned on the express agreement by the participant that he/she executes any documents deemed necessary by the Company to administer the Plan. 

 

	G.	Any participant’s complaint regarding this Plan, or with respect to any incentives received pursuant to this Plan, must be received in writing by the Company from the participant within six (6) months
after the end of the Plan Year. Failure to formally register a complaint or claim for compensation will constitute a waiver of complaint on the participant’s behalf. 

 

	H.	Anything in this Plan to the contrary notwithstanding, the terms of this Plan shall be interpreted and applied in a manner consistent with the requirements of Section 409A of the United States Internal
Revenue Code of 1986, as amended (the “Code”) and the Treasury Regulations thereunder so as not to subject an employee to the payment of any tax penalty or interest which may be imposed by Section 409A of the Code and the Company
shall have no right to accelerate or make any payment under this Plan except to the extent such action would not subject an employee to the payment of any tax penalty or interest under Section 409A of the Code. It is intended that payments made
under this Plan shall be exempt from compliance with Section 409A of the Code pursuant to the exemption for short-term deferrals set forth in Section 1.409A-1(b)(4) of the Treasury Regulations. If all or a portion of the payments provided
under this Plan constitute taxable income to an employee for any taxable year that is prior to the taxable year in which such payments are to be paid to such employee as a result of the Plan’s failure to comply with the requirements of
Section 409A of the Code and the Treasury Regulations, the applicable payment shall be paid immediately to the employee to the extent such payment is required to be included in the employee’s income. 

  

					
	IMS Health Confidential	 	Page 6	 	

 2013 IMS HEALTH - ANNUAL INCENTIVE
COMPENSATION PLAN 
  

	V.	Plan Review & Approvals 

 This Plan document supersedes any and all prior
incentive plans, policies and arrangements of IMS. Senior management also reserves the right to adjust an individual payment if the payout does not appropriately reflect effort, or extraordinary/unusual events. 

All components of this Plan, including accompanying forms, and any updates, revisions, clarifications, and/or other modifications made by IMS
are proprietary and may not be altered or modified in any way unless authorized in writing by the Director of Compensation and the Senior Vice President of Human Resources and Administration. The Senior Vice President of Human Resources and
Administration has the authority to interpret the Plan and to make all discretionary decisions relating to, exceptions to, and interpretations of the Plan and the administration and implementation thereof. 

Every effort has been made to ensure the accuracy of the contents of this Plan. However, in the unlikely event of a discrepancy between the
Plan described in this document and the provisions of the actual Plan, the language and provisions of the actual Plan will prevail. 
 The
Company maintains sole discretion to make any and all financial calculations necessary for the administration of this Plan, or the calculation of any incentive compensation hereunder, based on applicable IMS policies and procedures. 

  

					
	IMS Health Confidential	 	Page 7EX-10.7

 Exhibit 10.7 

IMS Health Incorporated 

Employee Protection Plan and Summary Plan Description 

As Amended and Restated Effective September 1, 2009 

I. Administrative Information 
 Plan Administration

 The Employee Benefits Committee (the “Committee”), a committee of management employees of IMS Health Incorporated (the
“Corporation”), is named as the Plan Administrator under the IMS Health Incorporated Employee Protection Plan (the “Plan”). As such, it has the exclusive right, power and authority to interpret the provisions of the Plan and to
conclusively decide any questions arising in connection with the administration of, and any claim for severance benefits under, the Plan. All such determinations by the Plan Administrator shall be final and binding on all parties. Without limiting
the generality of the foregoing, such authority shall include the discretionary power: 
  

	•	 	To make and enforce such rules and regulations as the Plan Administrator deems necessary or proper for the efficient administration of the Plan; 

 

	•	 	To interpret the Plan, the Plan Administrator’s interpretation of the Plan to be final and conclusive on all persons claiming benefits under the Plan; 

 

	•	 	To decide all questions, including questions of fact, concerning the Plan and the eligibility of any person to participate in, and receive benefits under, the Plan; 

 

	•	 	To appoint such agents, counsel, accountants, consultants and other persons as may be required to assist in administering the Plan; and 

 

	•	 	To establish procedures, forms and time frames with respect to elections and other matters under the Plan. 

Right to Amend and Terminate 
 The Corporation currently
intends to continue the Plan indefinitely, but reserves the right to amend, modify, or terminate any and all provisions of the Plan and any benefits payable under the Plan at any time without further obligation; provided, however, that during a
Change in Control Period, the Corporation may not terminate the Plan, nor may the Corporation modify or amend the Plan in a manner that reduces the compensation or benefits otherwise payable under the Plan, nor may the Corporation modify or amend
the Plan in a manner that materially adversely affects the rights of a person who has started to receive compensation or benefits under the Plan. Any amendment, modification or termination of the Plan may be made by action of the Corporation’s
Board of Directors, the Committee or their delegatees. 
 Not an Employment Contract 

Participation in the Plan does not confer any rights to continued employment with the Corporation or any of its subsidiaries or affiliates. 

 Non-Assignment of Benefit 

Benefits under the Plan may not be assigned, pledged or otherwise transferred. If, for example, an employee owes money to someone, he or she may not give that
person the right to collect from the Plan any benefit which may be payable. 
 Prior Policies 

Except for any restrictive covenant, confidentiality and/or arbitration or dispute resolution agreements entered into by an employee and the Corporation (which
agreements shall remain in full force and effect), this Plan supersedes any and all prior severance plans, policies, arrangements, or practices of the Corporation (whether written or unwritten, express or implied) relating to any subject matter
covered by the Plan. Notwithstanding the preceding sentence, the Plan does not affect the severance provisions of (a) any written individual employment agreement between an employee and the Corporation which results in such employee not being
an Eligible Employee hereunder; (b) any change-in-control agreement; and (c) any other agreement entered into between an employee and the Corporation which expressly supersedes the provisions of this Plan (i.e., by naming this Plan) and
which remains in effect at the date of such employee’s termination of employment. 
 Offsets and Termination of Severance Benefits 

Benefits payable under the Plan will be offset by any severance or termination payment required to be made by the Corporation pursuant to applicable law or the
requirements of any works council or labor organization. 
 The “Salary Continuation Period” described below will end and salary and benefits
payable under this Plan will cease upon the earlier of: (a) the end of the Salary Continuation Period; (b) your reemployment by the Corporation or any subsidiary or affiliate of the Corporation; or (c) your earning compensation under
any employment or compensatory arrangement for services provided to any party other than the Corporation (including as an employee, consultant, sole proprietor, security holder, or otherwise in an arrangement in which anything of value is earned or
accrued based on your services). 
 If you are reemployed by the Corporation after having received Salary Continuation under the Plan or any previous
severance plan of the Corporation or its predecessor companies, any Years of Service taken into account for purposes of determining such Salary Continuation will be disregarded in determining any future Salary Continuation or Benefits Continuation
to which you may become entitled upon a subsequent Eligible Termination. 
 Claims Procedures 

Your local Human Resources department reviews and authorizes the payment of benefits under this Plan for those employees who qualify under the provisions of
the Plan. No claim forms need be submitted. Questions regarding the payment of Plan benefits should be directed to your local Human Resources department. If you feel that you are not receiving benefits that are due, you must notify the Plan
Administrator in writing. If the claim for benefits is denied (in whole or in part), you will be notified electronically or in writing within 90 days (180 days if the Plan 

  
 -2- 

 
Administrator notifies you within the 90-day period of a need for an extension) of receiving the claim. The notice of denial will state the reason for the denial, the pertinent Plan provisions
upon which the denial is based, any additional information which may be needed and the reason such additional information (if any) is needed. In addition, you will be given an explanation of the Plan’s claims review procedures and the time
limits applicable to such procedures, including a statement that you have a right to bring a civil action under Section 502(a) of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”) following an adverse benefit
determination on review. 
 If you wish to have a denied claim further reviewed, you must send a written request for review to the Plan Administrator at 901
Main Avenue, Suite 612, Norwalk, Connecticut 06851, within 60 days after your initial claim is denied. You may submit written comments, documents, records and other information relating to the claim to the Plan Administrator. Your claim for review
will be given a full and fair review that takes into account all comments, documents, records and other information submitted that relates to the claim, without regard to whether such information was submitted or considered in the initial benefit
determination. 
 The Plan Administrator will render a decision on the claim no later than 60 days after its receipt of your request for review. However, if
the Plan Administrator finds it necessary, due to special circumstances, to extend this period and notifies you electronically or in writing, the decision will be rendered as soon as practicable, but in no event later than 120 days after your
request for review. The Plan Administrator’s decision will be provided electronically or in writing. Such decision will be written in a manner calculated to be understood by you and will include specific reasons for the decision, specific
references to the pertinent Plan provisions on which the decision is based, a statement that you have a right to bring a civil action under Section 502(a) of ERISA and that you are entitled to receive, upon request and free of charge,
reasonable access to and copies of, all documents, records and other information relevant to your claim for benefits. A document is relevant to your claim for benefits if it was relied upon in making the determination, was submitted, considered or
generated in the course of making the determination or demonstrates that benefit determinations are made in accordance with the Plan and that Plan provisions have been applied consistently with respect to similarly situated claimants. 

You may not institute any action or proceeding in any state or federal court of law or equity, or before any administrative tribunal or arbitrator, for a
claim for benefits under the Plan until you have first exhausted the procedures set forth above. No action or proceeding at all may be brought in state or federal court or before any administrative tribunal or arbitrator for benefits under this Plan
after one year from the date of the Plan Administrator’s final decision on your claim as described above. 
 Statement of ERISA Rights 

As a participant in the Plan, you are entitled to certain rights and protections under ERISA. ERISA provides that all Plan participants shall be entitled to:

 Examine, without charge, at the Plan Administrator’s office, all Plan documents, including copies of all documents filed by the Plan
with the U.S. Department of Labor, such as detailed annual reports and Plan descriptions. 

  
 -3- 

 Obtain copies of all Plan documents and other Plan information upon written request to the Plan
Administrator. The Plan Administrator may request a reasonable charge for the copies. 
 In addition to creating rights for Plan participants, ERISA imposes
duties upon the people who are responsible for the operation of employee benefit plans. The people who operate your Plan, called “fiduciaries,” have a duty to do so prudently and in the interest of you and other Plan participants and
beneficiaries. No one, including your employer or any other person, may discriminate against you in any way for the purpose of preventing you from obtaining a benefit or exercising your rights under ERISA. If your claim for benefits is denied in
whole or in part you must receive a written explanation of the reasons for the denial. You have the right to have the Plan Administrator review and reconsider your claim. 

Under ERISA, there are steps you can take to enforce your rights. For instance, if you request materials from the Plan and do not receive them within 30 days,
you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay you up to $110 a day until you receive the materials, unless the materials were not sent because of reasons beyond
the control of the Plan Administrator. If you have a claim for benefits which is denied or ignored, in whole or in part, you may file suit in a state or federal court but any such suit must be filed within one year from the date of the Plan
Administrator’s final decision on your claim. If it should happen that you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in a federal court. 

The court will decide who should pay court costs and legal fees. If you are successful the court may order the person you have sued to pay these costs and
fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. 
 If you have any questions about
your Plan, you should contact your local Human Resources department. If you have any questions about this statement or about your rights under ERISA, or if you need assistance in obtaining documents from the Plan Administrator, you should contact
the nearest office of the Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue N.W., Washington, D.C. 20210. You may also obtain certain publications about your rights and responsibilities under ERISA by
calling the publications hotline of the Employee Benefits Security Administration. 
 Right to Withhold Taxes 

The Corporation may cause such amounts to be withheld from any payment made under the Plan as it determines necessary to fulfill any federal, state or local
wage or compensation withholding requirements. 
 Unfunded Plan 

The Corporation will make all payments under the Plan, and pay all expenses of the Plan, from its general assets. Nothing contained in the Plan will give any
employee any interest in any property of the Corporation or any of its subsidiaries or affiliates. 

  
 -4- 

 Governing Law 

The provisions of the Plan will be construed, administered and enforced according to applicable federal law and the laws of the State of Connecticut, without
regard to its conflict of law rules and with regard to its statutes of limitations. 
 Compliance with Section 409A 

Interpretation Consistent with Section 409A 
 Anything
in this Plan to the contrary notwithstanding, the terms of this Plan shall be interpreted and applied in a manner consistent with the requirements of Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) and the
Treasury regulations thereunder (the “Regulations”) and the Corporation shall have no right to accelerate or make any payment under this Plan except to the extent permitted under Section 409A of the Code. The Corporation shall have no
obligation, however, to reimburse any employee for any tax penalty or interest payable or provide a gross-up payment in connection with any tax liability of such employee under Section 409A of the Code except that this provision shall not apply
in the event of the Corporation’s negligence or willful disregard in its interpretation of the application of Section 409A of the Code and the Regulations to the Plan, which negligence or willful disregard causes a Plan participant to
become subject to a tax penalty or interest payable under Section 409A of the Code, in which case the Corporation will reimburse the participant on an after-tax basis for any such tax penalty or interest not later than the last day of the
participant’s taxable year next following the participant’s taxable year in which the participant remits the applicable taxes and interest. 

Exemptions from Section 409A 
 A Plan
participant’s right to salary continuation payments under this Plan shall be treated at all times as a right to a series of separate payments under Section 1.409A-2(b)(2)(iii) of the Regulations. It is intended that: (a) all payments
made under this Plan on or before the 15th day of the third month following the end of the participant’s taxable year in which the participant terminates employment shall be exempt from compliance with Section 409A of the Code pursuant to
the exception for short-term deferrals set forth in Section 1.409A-1(b)(4) of the Treasury Regulations (the “Exempt Short-Term Deferral Payments”); and (b) payments under this Plan, in excess of the Exempt Short-Term Deferral
Payments, that are made on or before the last day of the second taxable year of the participant following the participant’s taxable year in which the participant terminates employment in an aggregate amount not exceeding two times the lesser
of: (i) the sum of the participant’s annualized compensation based on the participant’s annual rate of pay for the participant’s taxable year preceding the taxable year in which the participant terminates employment (adjusted for
any increase during that year that was expected to continue indefinitely if the participant had not terminated employment); or (ii) the maximum amount that may be taken into account under a qualified plan pursuant to Section 401(a)(17) of
the Code for the year in which the participant terminates employment shall be exempt from compliance with Section 409A of the Code pursuant to the exception for payments under a separation pay plan as set forth in
Section 1.409A-1(b)(9)(iii) of the Regulations. 

  
 -5- 

 Specific Plan Information 

Plan Name 
 The IMS Health Incorporated Employee Protection Plan

 Plan Type 
 Welfare/Severance Plan 

Type of Administration 
 Self Administered 

Plan Year 
 January 1 to December 31 

Name and Address of Plan Sponsor 
 IMS Health Incorporated 

901 Main Avenue 
 Suite 612 

Norwalk, CT 06851 
 Name, Address and Telephone Number of Plan
Administrator 
 The Employee Benefits Committee 
 Attention:
General Counsel 
 IMS Health Incorporated 
 901 Main Avenue

 Suite 612 
 Norwalk, CT 06851 

(203) 319-4700 
 Agent for Service of Legal Process 

IMS Health Incorporated 
 Service of legal process may also be

 made upon the Plan Administrator 
 (see address above) 

Source of Financing of Benefits 
 The general assets of the
Corporation 
 Effective Date of this Amendment and Restatement of the Plan 

January 1, 2008 
 Employer Identification Number 

06-1506026 
 Plan Number 

506 

  
 -6- 

 II. Plan Terms 

 
 Introduction 

The Plan provides severance benefits to eligible employees of the Corporation. 

Plan Coverage 
 The Plan covers all full-time salaried
employees and regular part-time salaried employees of the Corporation and any affiliated company that the Committee has designated to participate in the Plan (collectively referred to as the “Corporation”) who incur an “Eligible
Termination” (as defined below). These employees are referred to in this summary as “Eligible Employees.” Notwithstanding the foregoing, (a) an employee who has entered into an agreement with the Corporation which expressly
excludes such employee from participation in this Plan (e.g., by naming this Plan or excluding participation in Company-sponsored severance plans generally) and which remains in effect at the date of such employee’s termination of employment
shall not be an Eligible Employee; and (b) an employee who otherwise would qualify but who is not on the United States payroll shall be an Eligible Employee only if so determined by the Plan Administrator, and such Eligible Employee, and any
employee of an affiliated company who qualifies as an Eligible Employee shall be subject to such additional terms and limitations as the Plan Administrator may consider necessary or advisable; and (c) a worker who has signed an agreement with
the Corporation stating that he or she is not eligible to participate in the Plan and any worker that the Corporation treats as an independent contractor, during the period that the worker is so treated, regardless of whether such worker may be
determined to be an employee by administrative, judicial or other decision, shall not be an Eligible Employee. Each Eligible Employee shall be designated as within one of the groups specified as “Selected Executives,” “Level A,”
“Level B,” or “Level C” as described in Section III below. 
 Eligible Termination 

Severance benefits are only payable under this Plan if an Eligible Employee incurs an “Eligible Termination.” An Eligible Termination means an
involuntary termination of an Eligible Employee’s employment by the Corporation for any reason except that an involuntary termination for “Cause”, as defined below, will not constitute an Eligible Termination and in the case of any
Eligible Employee designated as within Level A, B or C as described in Section III below, an involuntary termination due to unsatisfactory performance will not constitute an Eligible Termination unless otherwise determined by the Plan Administrator
in its sole discretion. 
 The foregoing notwithstanding, an Eligible Termination shall not include (a) a unilateral resignation; or (b) any
termination where an offer of employment is made to the Eligible 

  
 -7- 

 
Employee of a comparable position at the Corporation. Solely for the purpose of determining whether an Eligible Employee has received an offer of a comparable position in connection with a
Business Unit Acquisition (as defined below), an Eligible Employee shall be considered to have received such an offer if the offer is for employment with the entity that engaged in such Business Unit Acquisition, the compensation payable pursuant to
such offer is not less than 100% of such Eligible Employee’s base Salary with the Company immediately prior to the Business Unit Acquisition and the principle place of employment under such offer is not more than 30 miles away from such
Eligible Employee’s principle place of employment with the Corporation immediately prior to the Business Unit Acquisition. The determination of whether an Eligible Employee has received an offer of a comparable position under any other
circumstances shall be determined by the Plan Administrator, in its sole discretion. 
 “Business Unit Acquisition” for purposes of this Plan
means the acquisition by an entity unrelated to the Corporation of substantially all of the assets of a business unit of the Corporation. 

“Cause” for purposes of this Plan means: 
 (a) Willful
malfeasance or willful misconduct by the Eligible Employee in connection with his or her employment; 
 (b) Continuing failure to perform such duties as are
requested by any employee to whom the Eligible Employee reports, directly or indirectly or by the Board of Directors of the Corporation; 
 (c) Failure by
the Eligible Employee to observe material policies of the Corporation; or 
 (d) The commission by the Eligible Employee of (i) any felony or
(ii) any misdemeanor involving moral turpitude. 
 Severance Benefits 

If an Eligible Employee incurs an Eligible Termination not within a Change in Control Period, he or she will be entitled to the Salary Continuation and
benefits described in Section III below for the period specified in Section III. If the Eligible Termination occurs within a Change in Control Period, the Eligible Employee shall be entitled to receive Salary Continuation in an amount equal to 130%
of the amount determined in accordance with Section III for the period specified in Section III and benefits for the period specified in Section III, except as otherwise provided below; provided, however, that if the Corporation and the Eligible
Employee have entered into a change in control agreement or other agreement specifically providing for severance payments and benefits upon specified terminations following a change in control of the Corporation which is in effect at the date of the
Eligible Termination (whether or not severance payments and benefits are actually payable under such other agreement), no Salary Continuation or benefits will be payable to the Eligible Employee under this Plan. Under certain limited circumstances,
however, the Chief Executive Officer of the Corporation (or other officers to whom authority is delegated) may alter the provisions of the Plan (by, for example, increasing or reducing benefits otherwise payable under the Plan), but not the time or
form of payment of those benefits, in a manner that complies with Section 409A of the Code. Severance benefits under the Plan may not, in any event, exceed the limitations imposed by ERISA on severance payable under welfare benefit plans. 

  
 -8- 

 The “Salary Continuation Period” described below will end and salary and benefits payable under this
Plan will cease upon the earlier of: (a) the end of the Salary Continuation Period; (b) an Eligible Employee’s reemployment by the Corporation or any subsidiary or affiliate of the Corporation; or (c) an Eligible Employee’s
earning compensation under any employment or compensatory arrangement for services provided to any party other than the Corporation (including as an employee, consultant, sole proprietor, security holder, or otherwise in an arrangement in which
anything of value is earned or accrued based on the Eligible Employee’s services). The Eligible Employee must inform the Plan Administrator of any such employment or other arrangement under which such services will be provided, prior to or upon
commencement of such employment or arrangement, including the date as of which such employment or services commenced. The Corporation shall be entitled to recover from the Eligible Employee any payments and the fair market value of benefits
previously made or provided to the Eligible Employee under the Plan which would not have been paid if the Plan Administrator had adequate prior notice of the matters described in the preceding sentence. 

Unless otherwise determined by the Plan Administrator, the amount of Salary payable during the period specified in Section III below shall be reduced by each
of the following amounts applicable to the Eligible Employee (but not reduced to an amount less than zero): 
  

	 	•	 	the amount of any sign-on bonus or any other amount(s) paid by the Corporation to the Eligible Employee (other than the payment of base Salary, performance-related bonuses, or reimbursement of business-related expenses
incurred by the Eligible Employee) in connection with the Eligible Employee’s commencement of employment, if such payment(s) occurred within twelve months of the date of the Eligible Termination, or 

 

	 	•	 	the amount of any severance payments, termination payments or any other amounts paid or payable to the Eligible Employee arising from or relating to the termination of employment of the Eligible Employee by the
Corporation arising from the laws of any governmental entity or the requirements of any works council or labor organization. 

 If reduced in
accordance with this paragraph, the aggregate amount of Salary payable during the period specified in Section III shall be payable proportionately over the period during which Salary Continuation is to be paid, as specified in Section III. 

The payment of severance benefits in excess of two weeks of Salary and benefits, as provided in Section III, is conditioned upon the signing of a release and
agreement and such other documents that the Plan Administrator may require in a form approved by the Plan Administrator. The release and agreement will require an Eligible Employee’s waiver of all claims, legal and contractual, against the
Corporation, its subsidiaries and affiliates. In addition, it may require, among other things, that for the greater of a period of one year following termination or through the end of the Salary Continuation Period described below, the Eligible
Employee (a) be reasonably available to consult and cooperate with the Corporation on various matters and (b) not compete with the Corporation, its subsidiaries and affiliates, or recruit or solicit their customers or employees. The
release and agreement will be provided to the Eligible Employee as 

  
 -9- 

 
soon as administratively practicable following the Eligible Termination and must be executed and returned to the Corporation eight days before the date of commencement of payment of severance and
benefits in excess of two weeks of Salary and benefits. (In order to satisfy the exemption from Section 409A of the Code described above, the date of commencement of payment of severance and benefits in excess of two weeks of Salary and
benefits shall be on or before the earlier of: (i) the 90th day following the Eligible Termination, determined in the sole discretion of the Plan Administrator; or (ii) March 15th of the calendar year following the year in which the Eligible Termination occurred.) 
 IMPORTANT: If an
Eligible Employee does not sign the release and agreement, he or she will not be entitled to any benefits under the Plan in excess of two weeks of Salary and benefits and will have NO RIGHT to any other severance benefits under the Plan. If the
release and agreement is signed, the payment of severance benefits may be delayed until the end of any period during which an employee is permitted by law to revoke a signed release. An Eligible Employee’s obligation under the agreement
continues for the greater of one year following termination or through the Salary Continuation Period, even if Salary Continuation ends prior to expiration of this period. 

Anything in this Plan to the contrary notwithstanding, payment of Salary Continuation that is not exempt from compliance with Section 409A of the Code to
any Specified Employee upon separation from service shall not be made before the date that is six months after the date of separation from service (or, if earlier, the date of death of such Specified Employee). Any Salary Continuation payment which
is subject to the six-month delay in payment described in this paragraph will be adjusted to reflect the deferred payment date by multiplying the delayed payment by the product of the six-month CMT Treasury Bill annualized yield rate as published by
the U.S. Treasury for the date on which such payment would have been made but for the delay multiplied by a fraction, the numerator of which is the number of days by which such payment was delayed and the denominator of which is 365. The adjusted
payment shall be made at the beginning of the seventh month following the Specified Employee’s separation from service. 
 Certain terms are used in
the description of Plan benefits contained in this summary. These terms, and their meanings, are as follows: 
 “Annual Incentive”
means a bonus the amount of which is based on performance determined over a one-year period. 
 “Annual Incentive Plan” means any
annual incentive plan in which the Eligible Employee participated immediately prior to termination of employment. 
 “Benefits
Continuation” means the continuation of medical, dental and life benefits that are paid over the Salary Continuation Period, as described in Section III. 

“Change in Control” means the occurrence of one of the following events: 

(a) any “Person,” as such term is used in Sections 13(d) and 14(d) of the Securities Exchange Act of 1934, as amended (the
“Exchange Act”) (other than the Corporation, any trustee or other fiduciary holding securities under an employee benefit plan of the 

  
 -10- 

 
Corporation, or any corporation owned, directly or indirectly, by the stockholders of the Corporation in substantially the same proportions as their ownership of stock in the Corporation) becomes
the “Beneficial Owners” (as defined in Rule 13d-3 under the Exchange Act), directly or indirectly, of securities of the Corporation representing 20% or more of the combined voting power of the
Corporation’s then-outstanding securities; 
 (b) during any period of 24 months (not including
any period prior to the Effective Date), individuals who at the beginning of such period constitute the board of directors of the Corporation (the “Board”), and any new director (other than (i) a director nominated by a Person who has
entered into an agreement with the Corporation to effect a transaction described in paragraphs (a), (c), or (d) of this definition, (ii) a director nominated by any Person (including the Corporation) who publicly announces an intention to
take or to consider taking actions (including, but not limited to, an actual or threatened proxy contest) which if consummated would constitute a Change in Control, or (iii) a director nominated by any Person who is the Beneficial Owner,
directly or indirectly, of securities of the Corporation representing 10% or more of the combined voting power of the Corporation’s securities) whose election by the Board or nomination for election by the Corporation’s stockholders was
approved in advance by a vote of at least two thirds (2/3) of the directors then still in office who either were directors at the beginning of the period or whose election or nomination for election was previously so approved, cease for any
reason to constitute at least a majority thereof; 
 (c) any transaction (or series of transactions) is consummated under which the
Corporation is merged or consolidated with any other company, other than a merger or consolidation (i) which would result in the voting securities of the Corporation outstanding immediately prior thereto continuing to represent (either by
remaining outstanding or by being converted into voting securities of the surviving entity) more than 66 2/3% of the combined voting power of the voting securities of the Corporation or such surviving entity outstanding immediately after such merger
or consolidation and (ii) after which no Person holds 20% or more of the combined voting power of the then-outstanding securities of the Corporation or such surviving entity; 

(d) a sale or disposition by the Corporation of all or substantially all of the Corporation’s assets is consummated or the stockholders
of the Corporation approve a plan of complete liquidation of the Corporation; or 
 (e) the Board adopts a resolution to the effect that,
for purposes of this Plan, a Change in Control has occurred. 
 “Change in Control Period” means the period beginning upon a Change
in Control and ending at the end of the 12th month following the Change in Control. 
 “Salary” means an Eligible Employee’s
annual base Salary in effect at the time of an Eligible Termination except, for purposes of determining the amount payable during the Salary Continuation Period, the Plan Administrator may, in its sole discretion, include an additional cash amount
as part of the amount of Salary, in order to reflect any periodic payment being received as compensation by the Eligible Employee in addition to Salary immediately prior to termination and to ensure comparability of benefits among Eligible Employees
receiving benefits under the Plan. 

  
 -11- 

 “Salary Continuation” means the Salary that is paid over the Salary Continuation Period.

 “Salary Continuation Period” means the total number of weeks over which Salary Continuation is payable. The Salary Continuation
Period will begin immediately following the Eligible Termination, subject to the Eligible Employee’s execution and return of the release and agreement described above for Salary Continuation in excess of two weeks. 

“Specified Employee” means an employee who satisfies the requirements for being designated a “key employee” under
Section 416(i)(1)(A)(i), (ii) or (iii) of the Code without regard to Section 416(i)(5) of the Code at any time during a calendar year, in which case such employee shall be considered a Specified Employee for the twelve-month
period beginning on the first day of the fourth month immediately following the end of such calendar year. 
 “Year of
Service” means each full and partial year of employment with the Corporation. Service will also include periods of employment prior to the reorganization of Dun & Bradstreet or Cognizant Corporation to the extent they were
taken into account under the Dun & Bradstreet and Cognizant Career Transition Plans prior to such reorganization. All partial years of employment will be aggregated to determine an Eligible Employee’s total Years of Service under the
Plan. Prior periods of employment with companies that are acquired or become affiliated with the Corporation will not be taken into account unless expressly approved by the Plan Administrator. For purposes of determining Salary Continuation and
Benefits Continuation payable to an Eligible Employee who is re-employed by the Corporation, Years of Service taken into account for purposes of determining any Salary Continuation previously paid to such re-employed Eligible Employee under the Plan
or any previous severance plan of the Corporation or its predecessor companies shall be disregarded in determining such Eligible Employee’s Salary Continuation and Benefits Continuation upon an Eligible Termination following such
re-employment. 

  
 -12- 

 III. Salary and Benefits Continuation Information 

 
 Salary Continuation 

An Eligible Employee who has an Eligible Termination will be assigned to a Designated Group as follows: 

 

					
	 Designated Group
	  	 Participation Criteria
	  	 Salary Range

	Selected Executives	  	Persons who have entered into Change in Control Agreements	  	N/A
			
	A	  	Persons who have not entered into Change in Control Agreements	  	Salary greater than or equal to $150,000
			
	B	  	Persons who have not entered into Change in Control Agreements	  	Salary between $75,000 and $149,000
			
	C	  	All other Eligible Employees	  	Salary less than $75,000

 An Eligible Employee’s Designated Group assignment will determine the period of Salary and Benefits Continuation upon an
Eligible Termination in accordance with the following table: 
  

									
	 	  	 Selected Executives
	  	 Group A
	  	 Group B
	  	 Group C

	Less than 1 Year of Service	  	26 weeks of Salary and Benefits Continuation	  	16 weeks of Salary and Benefits Continuation	  	8 weeks of Salary and Benefits Continuation	  	4 weeks of Salary and Benefits Continuation
	One or more Years of Service	  	 1.5 weeks of Salary and Benefits Continuation per $10,000 of Salary plus

3 weeks of
 Salary and Benefits Continuation for each Year of
Service, subject to minimum and maximum
	  	 1.5 weeks of Salary and Benefits Continuation per $10,000 of Salary plus

 
 2 weeks of

Salary and Benefits Continuation for each Year of Service, subject to minimum and maximum
	  	 1 week of
 Salary and Benefits Continuation per
$10,000 of Salary plus
  
 2 weeks of

Salary and Benefits Continuation for each Year of Service, subject to minimum and maximum
	  	 1 week of Salary and Benefits Continuation per $10,000 of Salary plus

 
 1.5 weeks of Salary and Benefits Continuation for each Year of Service, subject to minimum
and maximum

	Minimum	  	26 weeks	  	16 weeks	  	8 weeks	  	4 weeks
					
	Maximum	  	104 weeks	  	78 weeks	  	52 weeks	  	52 weeks

  
 -13- 

 Salary will be payable semi-monthly throughout the Salary Continuation Period. The amount of the semi-monthly
payments will be at your annualized Salary rate. 
 Sample Calculation 

If an employee has 16 Years of Service with the Corporation and is earning a Salary equal to $110,000 at the time of an Eligible Termination,
the employee will receive semi-monthly payments at the annualized rate of $110,000 as below: 
 1.0 x ($110,000/$10,000) = 11 weeks 

plus 
 2.0 x 16 = 32.0 weeks 

Resulting in a total of 43 weeks of Salary 

Benefits Continuation 
 Medical, dental and life insurance
benefits will continue throughout the Salary Continuation Period at the levels in effect for the Eligible Employee immediately prior to the Eligible Termination but in no event greater than the levels in effect for active employees generally during
the Salary Continuation Period, provided that the Eligible Employee shall pay the employee portion of any required premium or contribution and that continuation of any medical flexible spending accounts will be on an after-tax basis only. Any period
during which an Eligible Employee and his or her dependents may be entitled to continued medical coverage following an Eligible Termination pursuant to federal or state laws will commence as of the Eligible Termination and not the end of the Salary
Continuation Period. 
 Eligible Employees do not accrue or earn vacation or time-off benefits during the Salary Continuation Period. 

Termination of Salary and Benefits Continuation 
 The
Salary Continuation Period described above will end and salary and benefits payable under this Plan will cease upon the earlier of: (a) the end of the Salary Continuation Period; (b) the Eligible Employee’s reemployment by the
Corporation or any subsidiary or affiliate of the Corporation; or (c) the Eligible Employee’s earning compensation under any employment or compensatory arrangement for services provided to any party other than the Corporation

  
 -14- 

 
(including as an employee, consultant, sole proprietor, security holder, or otherwise in an arrangement in which anything of value is earned or accrued based on your services). The Eligible
Employee must inform the Plan Administrator of any such employment or other arrangement under which such services will be provided, prior to or upon commencement of such employment or arrangement, including the date as of which such employment or
services commenced. The Corporation shall be entitled to recover from the Eligible Employee any payments and the fair market value of benefits previously made or provided to the Eligible Employee under the Plan which would not have been paid if the
Plan Administrator had adequate prior notice of the matters described in the preceding sentence. 
 Annual Incentive 

The following applies to Eligible Employees who were participants in any Annual Incentive Plan immediately prior to an Eligible Termination: 

If an Eligible Employee was employed for at least 6 full calendar months in the Annual Incentive Plan performance period during which the Eligible Termination
occurs, he or she will receive, in cash, a portion of the Annual Incentive which would have been payable for that year under the Annual Incentive Plan if employment did not terminate. The portion of the incentive payable is determined by multiplying
the amount of the Annual Incentive that would have been payable by the number of full months of the Eligible Employee’s employment during the Annual Incentive Plan performance period and dividing that result by 12. 

The amount payable under this Plan will be paid at the time the Annual Incentive would have been paid if an Eligible Termination had not occurred. In
addition, no incentive will be paid in respect of a program that is designed to be based on a performance period of less than one year (e.g., quarterly bonuses). 

Annual Incentive Example: 
 An Eligible Employee incurs an
Eligible Termination on July 1st, six months into an Annual Incentive performance period (for this illustration the performance period is assumed to be the calendar year). Annual Incentives are normally payable in March of the following year
and at that time it is determined that the Eligible Employee would have received a $10,000 Annual Incentive for the prior year. The amount payable to the Eligible Employee is determined as follows: 

$10,000 x 6/12 = $5,000 
 If the Eligible
Employee incurred an Eligible Termination at any time prior to July 1st, no Annual Incentive would be payable because the Eligible Employee must be employed at least six full months during an Annual Incentive performance period to be entitled
to an Annual Incentive under this Plan. 
 Stock Options 

Upon termination of employment, any and all exercisable (vested) stock options held by an Eligible Employee either shall terminate and be forfeited, or may be
exercisable for a limited 

  
 -15- 

 
period of time as set forth in the applicable stock option plan prospectus distributed to employees. Unvested options shall terminate and be forfeited upon termination of employment. The
prospectus also describes the treatment of any “purchased options.” 
 Outplacement Services 

An Eligible Employee will be entitled to such reasonable outplacement services as may be provided by the Corporation. The Corporation will inform all Eligible
Employees of the availability of outplacement services. Any such outplacement services provided to an Eligible Employee will not extend beyond the last day of the second calendar year following the calendar year in which the Eligible Employee’s
Eligible Termination occurred, provided that any reimbursement for outplacement expenses may be paid by the last day of the third calendar year following the calendar year in which the Eligible Employee’s Eligible Termination occurred. 

Death During Salary Continuation Period 
 In the event of
an Eligible Employee’s death during the Salary Continuation Period, the Salary Continuation and Annual Incentive amounts will continue to be paid to the Eligible Employee’s estate at the time or times otherwise provided for in this Plan.
The payment of all other benefits under the Plan will cease. 
 No Further Grants 

Following an Eligible Employee’s termination of employment and in accordance with the applicable plans and programs, no new grants, awards or
contributions will be made to, by or on behalf of him or her under any plan or program of the Corporation including, but not limited to, the Annual Incentive Plan and any stock option, retirement or savings plan. In addition, participation in all
Corporation benefit plans (other than the medical, dental and life insurance coverage which may be continued under this Plan) will cease upon termination of employment. 

  
 -16-

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00225-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00225-of-00352.parquet"}]]