Document:

EX-4.1.1

 Exhibit 4.1.1 

FIRST AMENDMENT TO 

INVESTORS’ RIGHTS AGREEMENT 

THIS FIRST AMENDMENT TO INVESTORS’ RIGHTS AGREEMENT (this “Amendment”), which amends that certain
Investors’ Rights Agreement dated August 3, 2012 (the “Original Agreement”), by and among Connecture, Inc., a Delaware corporation (the “Company”), and the persons and entities listed on
Exhibit A thereto (each an “Investor” and collectively, the “Investors”), is made and entered into as of November 6, 2014. Unless otherwise defined herein, capitalized terms shall have the
definitions ascribed to them in the Original Agreement. 
 RECITALS 

WHEREAS, the Original Agreement may be amended by written consent of (i) the Company, (ii) the holders of a majority of the
Company’s Series B Preferred Stock and (iii) the Holders of a majority of the Registrable Securities then Outstanding (the “Requisite Holders”). 

WHEREAS, the parties hereto, constituting the Company and the Requisite Holders, desire to amend the Original Agreement as set forth herein.

 AMENDMENT 
 1.
Section 5.5(a) of the Original Agreement is hereby amended and restated in its entirety as follows: 
 (a) Except as otherwise
expressly provided, this Agreement may be amended, terminated or modified, and the obligations of the Company and the rights of the Holders under this Agreement may be waived, only upon the written consent of (i) the Company (ii) the
holders of a majority of the shares of Series B Stock then outstanding (or the shares of Common Stock then held by the Investors that were issued upon conversion of the shares of Series B Stock); and (iii) the Holders of a majority of the
Registrable Securities then Outstanding. 
 2. This Amendment may be executed in any number of counterparts (by facsimile, PDF electronic
delivery or otherwise), each of which shall be an original, but all of which shall constitute one and the same instrument. The undersigned agree and acknowledge that this Amendment shall be of no force or effect until countersigned by the Company.

 [REMAINDER OF THIS PAGE INTENTIONALLY LEFT BLANK] 

 This Amendment has been executed by the undersigned, effective as of the date first written
above. 
  

			
	COMPANY:
	
	CONNECTURE, INC.
		
	By:	 	 /s/ Robert Douglas Schneider

	Name:	 	Robert Douglas Schneider
	Title:	 	President and Chief Executive Officer

 FIRST AMENDMENT TO INVESTORS’ RIGHTS AGREEMENT 

 This Amendment has been executed by the undersigned, effective as of the date first written
above. 
  

			
	INVESTORS:
	
	GPP – CONNECTURE, LLC
		
	By:	 	 /s/ Adam Dolder

	Name:	 	Adam Dolder
	Title:	 	President

 FIRST AMENDMENT TO INVESTORS’ RIGHTS AGREEMENT 

 This Amendment has been executed by the undersigned, effective as of the date first written
above. 
  

			
	CHRYSALIS VENTURES II, L.P.
		
	By:	 	 /s/ David A. Jones, Jr.

	Name:	 	David A. Jones, Jr.
	Title:	 	Member

 FIRST AMENDMENT TO INVESTORS’ RIGHTS AGREEMENT 

 This Amendment has been executed by the undersigned, effective as of the date first written
above. 
  

			
	SSM VENTURE ASSOCIATES, L.P.
		
	By:	 	SSM II, L.P., general partner
	By:	 	SSM Corporation, general partner
		
	By:	 	 /s/ James D. Witherington, Jr.

	Name:	 	James D. Witherington, Jr.
	Title:	 	President
	
	SSM VENTURE PARTNERS, L.P.
		
	By:	 	SSM II, L.P., general partner
	By:	 	SSM Corporation, general partner
		
	By:	 	 /s/ James D. Witherington, Jr.

	Name:	 	James D. Witherington, Jr.
	Title:	 	President

 FIRST AMENDMENT TO INVESTORS’ RIGHTS AGREEMENTEX-10.5.2

 Exhibit 10.5.2 

NOTE PURCHASE AGREEMENT CORRECTION 

This Agreement (this “Agreement”) is made as of the 31st day of October, 2014 by and among Connecture,
Inc., a Delaware corporation (the “Company”), GPP-Connecture, LLC, a Delaware limited liability company (“GPP-Connecture”), Chrysalis Ventures II, L.P. (“Chrysalis”), and Great
Point Partners, LLC (“Great Point”). 
 RECITALS 

The Company, GPP-Connecture and Chrysalis are parties to that certain Note Purchase Agreement made as of May 29, 2014 (the
“Note Purchase Agreement”). Capitalized terms used herein without definition shall have the meanings ascribed thereto in the Note Purchase Agreement.  

GPP-Connecture and Great Point have notified the Company that the purchase of the $750,000 Note issued by the Company to
GPP-Connecture (the “GPP Note”) pursuant to the Note Purchase Agreement actually was funded by Great Point rather than GPP-Connecture, and that accordingly the party to the Note Purchase Agreement and the payee of the GPP
Note should have been Great Point. 
 The parties to this Agreement desire to correct the Note Purchase Agreement and GPP Note
to reflect the foregoing. 
 AGREEMENT 

NOW, THEREFORE, in consideration of the foregoing, and the representations, warranties, covenants and conditions set forth below, the parties
hereto intending to be legally bound, hereby agree as follows: 
 1. Great Point and GPP-Connecture acknowledge and agree that as between
them, (a) all funds for the purchase of the GPP Note were provided by Great Point directly, (b) the purchase of the GPP Note accordingly was made by Great Point and not GPP-Connecture, and (c) it was intended that the GPP Note be
issued to Great Point rather than GPP-Connecture. 
 2. In order to accurately reflect the foregoing facts and intent, Great Point hereby
agrees to become a party to the Note Purchase Agreement nunc pro tunc as if it had been an original signatory thereto, and hereby (a) confirms that all representations made by GPP-Connecture in the Note Purchase Agreement are true and correct
as they apply to Great Point, and (b) agrees to be bound by all of the obligations and restrictions applicable to a Purchaser as set forth in the Note Purchase Agreement and the GPP Note, including without limitation the provisions relating to
subordination. 
 3. All parties hereto hereby acknowledge that Great Point is the true party in interest and a Purchaser under the Note
Purchase Agreement, and agree to treat Great Point as Purchaser of the GPP Note as of the Closing for all purposes under the Note Purchase Agreement and the GPP Note. In furtherance thereof, all references to GPP-Connecture as a Purchaser in the
Note Purchase Agreement or any agreement or instrument executed in connection therewith shall be 

  
 1 

 
deemed to refer to Great Point. The Company hereby releases GPP-Connecture from all obligations and liabilities under the Note Purchase Agreement. Upon the surrender of the GPP Note, the Company
will issue a new Note in favor of Great Point. 
 4. Except as expressly set forth herein, the Note Purchase Agreement and GPP Note shall
remain in full force and effect, and the Note Purchase Agreement and GPP Note, as amended hereby, are hereby ratified in all respects. 
 5.
This Agreement shall be governed by and construed in accordance with the General Corporation Law of the State of Delaware. 
 6. This
Agreement may be executed in two or more counterparts, each of which shall be deemed an original, but all of which together shall constitute one and the same instrument. 

  
 2 

 IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.

  

			
	 CONNECTURE, INC.

		
	 By:
	 	 /s/ James Purko

		 	 Name: James Purko

		 	 Title: Chief Financial Officer

	
	 GPP-CONNECTURE, LLC

		
	 By:
	 	 /s/ Adam Dolder

		 	 Name: Adam Dolder

		 	Title: Managing Director
	
	 CHRYSALIS VENTURES II, L.P.

		
	 By:
	 	 /s/ David A. Jones, Jr.

		 	Name: David A. Jones, Jr.
		 	Title: Member
	
	 GREAT POINT PARTNERS, LLC

		
	 By:
	 	 /s/ Adam Dolder

		 	Name: Adam Dolder
		 	Title: Managing Director

  
 3ex10-12.htm

 

 

 

Strategic Operating Committee Incentive Program

 

Document Date: September 16, 2013

 

Revised September 23, 2013 by Compensation Committee

 

Approved by the HTBI Board of Directors on September 30, 2013

 

 

 

 

 

 

  

1

  

  

HomeTrust Strategic Operating Committee Incentive Program 

 

Introduction

 

HomeTrust Bancshares, Inc. (“HomeTrust” or the “Bank”) is committed to rewarding senior executives for their contributions to the Bank’s success.  The HomeTrust Bancshares, Inc. Strategic Operating Committee Incentive Program (the “Program”) is part of a total compensation package which includes base salary, annual incentives and benefits.  The Program is designed to:

 

	
§

	
Focus executives on building a strong foundation for success and sustainability over the long term.

	
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Recognize and reward achievement of the Bank’s annual business goals.

	
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Focus executives’ attention on key business metrics.

	
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Motivate and reward superior performance.

	
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Attract and retain talent needed for the Bank’s success.

	
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Be competitive with the market.

	
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Encourage teamwork and collaboration.

	
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Ensure incentives are appropriately risk-balanced.

	
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Recognize the accomplishment of key business goals that are critical to long-term success of the organization that are less quantifiable and/or more subjective in nature by utilizing a discretionary component.

Effective Date, Program and Administrator

This Program (formerly called the HomeTrust Strategic Operating Committee Incentive Plan) became effective July 1, 2012, and was amended on September 23, 2013.

Awards of cash under the Program are issued pursuant to Section 8.1, Cash Awards, of the HomeTrust Bancshares, Inc. 2013 Omnibus Incentive Plan.

The Program Administrator is the Compensation Committee (the “Committee”) of the Board of Directors.  The Program may be amended from time to time with the approval of the Board of Directors.

 

Participation and Eligibility

 

Each year, employees are selected for Program participation:

 

	
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CEO participation is determined by the Compensation Committee.

	
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The CEO recommends the other named executive officers for approval by the Compensation Committee.

	
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Other participants are added by CEO.

  

2

  

  

Participants are subject to meeting the following requirements:

	
§

	
New hires must be employed prior to April 1st of the Program year to be eligible to participate in the Program for the performance period.  Employees hired after that date must wait until the next fiscal year to be eligible for an award under the Program.  Eligibility begins the first full month worked.  Participants receive a pro-rated award using full months worked during the Program year.

	
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Awards under the Program shall be limited to individuals employed on a full-time basis by HomeTrust on the date of payment, except in the case of disability, death, or retirement.

	
§

	
Participants on a performance improvement plan or with an unsatisfactory performance rating at the time of payment or who have given notice of resignation at the time of payment are not eligible to receive an award.

 

Performance Period

 

The Program operates on a fiscal year schedule — July 1st through June 30th.

 

Incentive Award Opportunities

 

Each participant will have a specified target annual incentive award opportunity, expressed as a percentage of the participant’s base salary.  Incentive award opportunities are based on the participant’s job duties and responsibilities and competitive practices.

Award Funding

A funding trigger is established for purposes of Section 162m of the Internal Revenue Code of 1986, as amended, and as may be amended from time to time in the future.  The Program is funded at the Stretch level if the Company has positive operating earnings for the Program Year.  The incentive awards paid are then determined by the Committee using the performance goals selected for the Program Year.  In other words, the funded amount is adjusted downwards to reflect actual performance.

 

 

Performance Goals and Award Levels

 

Program goals will be established using three performance levels:

 

	
§

	
Threshold – is the minimum level of performance in which the Bank would consider it reasonable to provide a reward.  If performance is below Threshold, the payout for that goal is zero. Performance at Threshold results in a payment equal to 50% of the participant’s targeted annual incentive award opportunity.

	
§

	
Target – is the level of performance that the Bank considers “good” performance.  Goals at this level are challenging but considered reasonably obtainable.  Performance at Target results in a payment equal to 100% of the participant’s targeted annual incentive award opportunity.

  

3

  

  

	
§

	
Stretch – is the level of performance the Bank considers outstanding performance.  Goals at this level are challenging and considered a best case scenario.  Performance at Stretch results in a payment equal to 150% of the participant’s targeted annual incentive award opportunity, which is the highest amount to be paid under the Program.

Performance between Threshold and Target and Target and Stretch are interpolated to provide for a range of payouts between 50% to 150% of a participant’s targeted annual incentive, based on incremental results between Threshold and Stretch performance.

 

Incentive Program Performance Measures and Weights

 

The Program uses a balanced scorecard with performance measures weighted between Corporate and Team/Individual goals.  All Corporate goals, weightings and Team/Individual goals for the CEO and Named Executive Officers are presented to the Compensation Committee for review and approval.  Team/Individual goals for other Program participants are approved by the CEO.

 

The following schedules are attached to this Program document.  Schedules A and B are approved by the Compensation Committee prior to the beginning of each performance period:

Schedule A:  Award Percentages and Performance Measures Weightings

Schedule B:  Bank Goals, Weightings and Definitions

Schedule C:  Example Payout Calculation

 

Program Discretion

 

The Program has a portion of the Corporate and Team/Individual and goals based on discretion that allows the Compensation Committee, CEO, as appropriate, to modify the final award based on a subjective assessment of performance and contributions to the Bank’s success.

 

Award Distributions

 

At the end of the fiscal year, performance is measured and awards amounts are calculated.  Awards are paid in cash (generally) within two and one half months following the end of the fiscal year or as soon as practical after approval of the award payout by the Board of Directors.

 

Awards are paid out as a percentage of a participant’s annual base earnings as of June 30th.  Base earnings are defined as the base salary in effect on June 30th and excludes referral fees, commissions and any other previously-paid performance compensation.

 

Payments under this Program are considered taxable income to participants in the year paid and will be subject to tax withholding.

 

Risk Mitigation

 

HomeTrust seeks to appropriately balance risk with financial rewards in the Program design and implementation. The compensation arrangements in this Program are designed to be sufficient to incent participants to achieve approved strategic and tactical goals while at the same time not be excessive or lead to material financial loss to the Bank.

 

  

4

  

  

 

Awards may be reduced or eliminated for credit quality and/or regulatory action. Unless the Compensation Committee deems otherwise, awards will not be paid, regardless of Corporate or Team/Individual performance, if 1) any regulatory agency issues a formal, written enforcement action, memorandum of understanding or other negative directive action where the Committee considers it imprudent to provide awards under this Program, and/or 2) after a review of the Company’s credit quality measures the Committee considers it imprudent to provide awards under this Program.

 

Coordination with Other Incentives

 

The Program does not inhibit the Bank from approving Program participants for inclusion in other Bank plans, bonuses, commissions and/or incentive compensation arrangements.  The Board of Directors may make discretionary bonuses to participants regardless of their participation in this Program.

Please see “Terms and Conditions” for further details on the Program provisions.

Terms and Conditions

 

The information represented below is subject to change and does not constitute a binding agreement.

 

 

Definition of “Program”

 

“Program” refers to the HomeTrust Bancshares, Inc. Strategic Operating Committee Incentive Program.

 

 

Definition of the “Bank”

 

For the purposes of this Program, the “Bank” refers to HomeTrust Bancshares, Inc.

 

 

Effective Date

 

This Program (formerly called the HomeTrust Strategic Operating Committee Incentive Plan became effective July 1, 2012, and was amended on September 23, 2013.  The Program may be amended from time to time with the approval of the Board of Directors.

 

 

Performance Period/Program Year

 

The performance period is July 1st through June 30th and may be referred to in this document as the Program year.

 

 

Program Administration

 

The Program is authorized by the Board of Directors.  The Board has the sole authority to interpret the Program and to make or nullify any rules and procedures, as necessary, for proper administration of the Program based on recommendations by the Compensation Committee.

 

The Program will be reviewed annually by the Compensation Committee to ensure proper alignment with the Bank’s business objectives.

 

  

5

  

  

 

The Compensation Committee will recommend to the Board of Directors for approval all final award distributions paid to Program participants.  Any determination by the Board of Directors will be final and binding.

 

Program Changes or Discontinuance

 

The Bank has developed the Program on the basis of existing business, market and economic conditions; current services; and staff assignments. If substantial changes occur that affect these conditions, services, assignments, or forecasts, the Bank may add to, amend, modify or discontinue any of the terms or conditions of the Program at any time.  Examples of substantial changes may include mergers, dispositions or other corporate transactions, changes in laws or accounting principles or other events that would in the absence of some adjustment, frustrate the intended operation of this arrangement.

 

The Board of Directors may, at its sole discretion, waive, change or amend any of the Program as it deems appropriate.  Program Interpretation

 

If there is any ambiguity as to the meaning of any terms or provisions of this Program or any questions as to the correct interpretation of any information contained therein, the Bank's interpretation expressed by the Board of Directors will be final and binding.

 

Participation

 

CEO participation is determined by the Compensation Committee.  Named executive officers are recommended by CEO and approved by the Compensation Committee for final approval by the Board of Directors.  Other executives may participate upon approval of the CEO.

 

New employees must be employed by April 1st of the performance period (July 1 – June 30) to be considered for participation in a given Program year.

 

Award Determinations

 

Program participants are eligible for a distribution under the Program only upon attainment of certain performance objectives defined under the Program and after the approval of the award by the Board of Directors.

 

Performance at Threshold, Target and Stretch are interpolated to encourage and reward incremental performance improvement.

 

Award Distributions

 

Awards are paid in cash (generally) within two and one half months following the end of the fiscal year or as soon as practical after approval of the award payout by the Board of Directors.

 

Awards are paid out as a percentage of a participant’s annual base earnings as of June 30th.  Base earnings are defined as base salary in effect as of June 30th and excludes referral fees, commissions and any other previously-paid performance compensation.

 

Incentive awards are considered taxable income to participants in the year paid and will be subject to tax withholding.

 

 

 

 

 

  

6

  

  

 

New Hires, Reduced Work Schedules, Promotions, and Transfers

 

New hires that meet the eligibility criteria and are hired prior to April 1st of the Program year receive a pro-rated award based on the number of full months worked during the Program year.  New hires employed by the Bank on or after April 1st are not eligible to receive an award for the current Program year.

 

Participants that are promoted or change roles where the participant becomes eligible or ineligible for an award or experience a change in incentive opportunity will receive a pro-rated award based on their status and the effective date of the promotion or role change.  Award amounts will be calculated using the participant’s base earnings and the incentive target for the applicable period.  Base earnings refers to the base salary in effect on June 30thand excludes referral fees, commissions and any other previously-paid performance compensation.

 

Participants that have an approved leave of absence are eligible to receive a pro-rated award calculated using their time in active status as permitted by the Family Medical Leave Act or other applicable state and federal laws and regulations.

 

Termination of Employment

 

To encourage employee retention, a participant must be an active employee of the Bank on the date the incentive award is paid to receive an award (please see exceptions for death, disability and retirement below.)  Participants who terminate employment during the Program year will not be eligible to receive an award.  Participants who have given notice of resignation during the Program year and before payout are not eligible to receive an award.

 

Death, Disability or Retirement

 

If a participant ceases to be employed by the Bank due to disability, his/her cash incentive award for the Program year will be pro-rated to the date of termination.

 

In the event of death, the Bank will pay to the participant’s estate the pro rata portion of the cash award that had been earned by the participant during his/her period of employment. 

 

Individuals who retire are eligible to receive a cash incentive payout if they are actively employed through March 31st of the performance period.

 

Clawback

 

In the event that the Bank is required to prepare an accounting restatement due to the material noncompliance of the Bank with any financial reporting requirement under the securities laws, the Participants shall, unless otherwise determined in the sole discretion of the Committee, reimburse the Bank upon receipt of written notification for any excess incentive payment amounts paid under the Program calculation(s) which were based on financial results required to be restated.  In calculating the excess amount, the Committee shall compare the calculation of the incentive payment based on the relevant results reflected in the restated financials compared to the same results reflected in the original financials that were required to be restated.  Participants may write a check payable to the Bank for amounts equal to the written notification.  In its discretion, the Compensation Committee has the right to adjust compensation and/or modify a Participant’s future incentive payments as it deems necessary.

 

  

7

  

  

 

Ethics Statement

 

The altering, inflating, and/or inappropriate manipulation of performance/financial results or any other infraction of recognized ethical business standards, will subject the employee to disciplinary action up to and including termination of employment.  In addition, any incentive compensation as provided by this Program to which the employee would otherwise be entitled will be revoked or if paid, be obligated to repay any incentive award earned during the award period in which the wrongful conduct occurred regardless of employment status.

 

Miscellaneous

 

Any participant awards shall not be subject to assignment, pledge or other disposition, nor shall such amounts be subject to garnishment, attachment, transfer by operation of law, or any legal process.

 

Participation in the Program does not confer rights to participation in other Bank programs or Programs, including annual or long-term incentive Programs, non-qualified retirement or deferred compensation Programs or other executive perquisite programs.

 

The Program will not be deemed to give any participant the right to be retained in the employ of the Bank, nor will the Program interfere with the right of the Bank to discharge any participant at any time for any reason.

 

In the absence of an authorized, written employment contract, the relationship between employees and the Bank is one of at-will employment. The Program does not alter the relationship.

 

This Program and the transactions and payments hereunder shall, in all respect, be governed by, and construed and enforced in accordance with the laws of the state in which the participant is employed.

 

Each provision in this Program is severable, and if any provision is held to be invalid, illegal, or unenforceable, the validity, legality and enforceability of the remaining provisions shall not, in any way, be affected or impaired thereby.

 

This Program is proprietary and confidential to HomeTrust Bancshares, Inc. and its employees and should not be shared outside the organization other than as required by executive compensation reporting and disclosure requirements.

 

  

8

  

  

	
Schedule A:  2015 Proposed Award Percentages and Performance Measures Weighting

 

	  	  	  	  	  	  	  	  	  
	
Participant

	  	
Title

	  	
Target %

	  	
Corporate

Weighting

	  	
Individual

Weighting

	  	  	  	  	  	  	  	  	  
	
Dana Stonestreet

	  	
CEO

	  	
55%

	  	
100%

	  	
0%

	  	  	  	  	  	  	  	  	  
	
Tony VunCannon

	  	
CFO

	  	
30%

	  	
60%

	  	
40%

	  	  	  	  	  	  	  	  	  
	
Hunter Westbrook

	  	
CBO

	  	
40%

	  	
60%

	  	
40%

	  	  	  	  	  	  	  	  	  
	
Howard Sellinger

	  	
CIO

	  	
30%

	  	
60%

	  	
40%

	  	  	  	  	  	  	  	  	  
	
Keith Houghton

	  	
CRO

	  	
30%

	  	
60%

	  	
40%

	  	  	  	  	  	  	  	  	  
	
Teresa White

	  	
CAO

	  	
30%

	  	
60%

	  	
40%

	  	  	  	  	  	  	
 

	  	  

  

9

  

  

Schedule B: Bank Goals, Weightings and Definitions

	  	  	
Weight

	  
	
Performance

Measure

	  	
CEO

	
Other

SOC

	  
	  	  	  	  	  
	
Net Income

	  	
35%

	
21%

	  
	  	  	  	  	  
	
Peer ROA

	  	
25%

	
15%

	  
	  	  	  	  	  
	
Discretionary Component

	  	
40%

	
24%

	  
	  	  	  	  	  
	
Team/Individual

	  	
0%

	
40%

	  
	  	  	  	  	  
	  	  	
100%

	
100%

	  
	  	  	  	  	  

Note: Payouts for performance between Threshold and Target and Target and Stretch will be calculated using straight line interpolation.

  

10

  

  

Schedule C: Example Payout Calculation

 

	
Name

	  	  	  	  	  	  	  
	
Base Salary

	
 $  255,000

	  	  	  	  	  	  
	
STI Opportunity

	
40%

	
 $  102,000.00

	  	  	  	  	  
	  	  	  	  	  	  	  	  
	
Corporate Weighting

	
60%

	
 $    61,200.00

	  	  	  	  	  
	
Team/Individual Weighting

	
40%

	
 $    40,800.00

	  	  	  	  	  

 

	
2014 POTENTIAL BASED UPON 2013 ACTUAL

	  	  	
Performance Goals

	  	  	  
	
Performance Measures

	
Incentive

	  	
Threshold

	
Target

	
Stretch

	
Actual

	  
	  	
at Target

	
Weight

	
50%

	
100%

	
150%

	
Performance

	
Payout

	  	  	  	  	  	  	  	  
	
Corporate

	  	  	  	  	  	  	  
	
Net Income

	
 $     21,420

	
21%

	
$7,464

	
$9,300

	
$11,196

	
$9,300

	
 $   21,420

	
Peer ROA

	
 $     15,300

	
15%

	
0.29

	
0.65

	
1.01

	
0.65

	
 $   15,300

	
Discretionary Component

	
 $     24,480

	
24%

	
N/A

	
N/A

	
N/A

	
100.0%

	
 $   24,480

	  	  	  	  	  	  	  	  
	
Corporate Goal Achievement

	
 $     61,200

	
60%

	  	  	  	  	
 $   61,200

	  	  	  	  	  	  	  	  
	
Team/Individual

	  	  	  	  	  	  	  
	
Goal 1

	
 $     13,600

	
13%

	
Goal One

	  	  	  	
 $   13,600

	
Goal 2

	
 $     13,600

	
13%

	
Goal Two

	  	  	  	
 $   13,600

	
Goal 3

	
 $     13,600

	
13%

	
Goal Three

	  	  	  	
 $   13,600

	  	  	  	  	  	  	  	  
	
Team/Individual Achievement

	
 $     40,800

	
40%

	  	  	  	  	
 $   40,800

	  	  	  	  	  	  	  	  
	
Grand Total

	
 $  102,000

	
100%

	  	  	  	  	
 $ 102,000

  

11

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