Document:

Exhibit 10.11

FORM OF RESTRICTED STOCK AGREEMENT

INFORTE CORP.

RESTRICTED STOCK AGREEMENT

                    THIS AGREEMENT is made and entered into as of March 21, 2005 (the “Grant Date”), by and between Inforte Corp. (the “Company”) and ________________, an employee, of the Company (the “Participant”)

R E C I T A L S

                    WHEREAS, the Company has in effect the Amended and Restated Inforte Corp. 1997 Incentive Compensation Plan (the “Plan”), which permits grants of restricted shares of the Company’s common stock, $0.001 par value (“Stock”).  

                    WHEREAS, the Company believes it to be in the best interests of the Company and its stockholders for the Participant to be compensated for valuable services provided to the Company in part through restricted stock.  

                    WHEREAS, the Company’s Compensation Committee of the Board of Directors (the “Committee”) has approved the grant of shares of Stock to the Participant, subject to the restrictions provided herein.

A G R E E M E N T

                    NOW, THEREFORE, in consideration of the promises and of the covenants and agreements herein set forth, the parties hereto mutually covenant and agree as follows:

                    1.          Restricted Stock Award.  Subject to the terms and conditions of this Agreement, without payment therefor, the Participant is granted _______ shares of Stock, (hereinafter such shares are referred to as the “Restricted Shares”). 

                    2.          Restricted Shares.  The Participant hereby accepts the Restricted Shares when issued and agrees with respect thereto as follows:

	
  
 
  	
  
          a.          Forfeiture   Restrictions.  Subject to   paragraph b. below, the Restricted Shares may not be sold, assigned, pledged,   exchanged, hypothecated or otherwise transferred, encumbered or disposed of,
and shall be forfeited by the Participant for no   consideration if: (i) the Participant terminates employment or service with   the Company for any reason, including death and disability, or (ii) the   Participant has failed satisfactorily to complete, as determined by the   Committee, the work units or service period as defined under “Lapse Event”   agreed to be performed by the Participant.    Nevertheless, the Committee, in its sole discretion, may determine   that all or a portion of the Restricted Shares will not be forfeited, taking   into account the work performed on behalf of the Company by the Participant   (i) prior to Participant’s cessation as an employee and the circumstances of   such cessation. The foregoing prohibition against transfer and the obligation   to forfeit and surrender the Restricted Shares are herein referred to as the   “Forfeiture Restrictions.”  The   Forfeiture Restrictions shall be binding upon
and enforceable against any   transferee of the Restricted Shares.
  
	
   
  	
  
 
  
	
  
 
  	
  
          b.          Lapse   of Forfeiture Restrictions.  The   Forfeiture Restrictions shall lapse as to the Restricted Shares in accordance   with the following schedule:
  

	
   
 	
  
Number of Restricted Shares as to
   Which Forfeiture Restrictions Lapse
  	
   
 	
  
Lapse   Event
  
	
   
 	
  

  	
   
 	
  

  
	
  
 
  	
  
Restricted Shares multiplied by 1/4
  	
  
 
  	
  
1 year after the Grant Date
  
	
   
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
Restricted Shares multiplied by 1/4
  	
  
 
  	
  
2 years after the Grant Date
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
Restricted Shares multiplied by 1/4
  	
  
 
  	
  
3 years after the Grant Date
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
Restricted Shares multiplied by 1/4
  	
  
 
  	
  
4 years after the Grant Date
  
	
   
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
Any fractional shares that vest will be rounded up   to the next whole share.
  	
  
 
  	
  
 
  

                    3.          Certificate.  Any certificate evidencing the Restricted Shares shall be issued by the Company in the Participant’s name upon acceptance hereof by the parties and upon satisfaction of the conditions of this Agreement, and shall be held by the Company or its agent in escrow pending lapse of the Forfeiture Restrictions.  In addition to any other legends placed on certificates for shares of Stock as determined by the Company, such certificate shall bear the following legend:

	
  
 
  	
  
The sale or other transfer of the shares of Stock   represented by this certificate, whether voluntary or by operation of law, is   subject to certain restrictions set forth in a Restricted Stock Agreement,   dated as of March 21, 2005,
by and between Inforte Corp. and the registered   owner hereof.  A copy of such Agreement   may be obtained from the Secretary of Inforte Corp.

  

-2-

                    With respect to any Restricted Shares as to which the Forfeiture Restrictions have lapsed, the Participant shall be entitled to a new certificate for such shares, without the foregoing legend, upon making a request for such certificate to Inforte’s Chief Financial Officer. 

                    4.          Transfer After Lapse of Restrictions.  To the extent the Forfeiture Restrictions have lapsed, the Restricted Shares shall thereafter be transferable by the Participant, subject to any limitations on transfer under applicable federal or state securities laws.

                    5.          Voting Rights, Dividends and Other Distributions. Following the issuance of the Restricted Shares under Paragraph 3 and while the Restricted Shares are subject to the Forfeiture Restrictions of Paragraph 2, the Participant shall be entitled to:

	
   
  	
  
            a.          exercise   full voting rights with respect to such Restricted Shares, and
  
	
  
 
  	
  
 
  
	
  
 
  	
  
            b.          receive   all dividends or distributions paid with respect to such Restricted   Shares.  If any such dividends or   distributions are paid in shares of Stock, such shares shall be subject to   the same restrictions as the Restricted Shares with respect to which they   were paid.
  

Notwithstanding the foregoing, no dividends or distributions shall be payable to the Participant with respect to, and the Participant shall not have the right to vote the Restricted Shares with respect to, record dates occurring prior to the Grant Date, or with respect to record dates occurring on or after the date, if any, on which the Participant has forfeited the Restricted Shares.

                    6.          Adjustments.  In the event there shall be any change in the number of outstanding shares of Stock as a result of a stock dividend or stock split, then the number of shares subject to this Agreement shall be equitably adjusted by the Committee.  In the event that there shall be any other change in the number of outstanding shares of Stock or of any stock or securities into which such Stock shall have been changed or exchanged without consideration therefor, then the number of shares subject to this Agreement may, at the Committee’s discretion, be equitably adjusted by the Committee in order to preserve the benefits granted hereunder.  Any fractional shares resulting from any such adjustment shall be cancelled.

-3-

                    7.          Withholding of Tax.  To the extent that the receipt of the Restricted Shares or the lapse of any Forfeiture Restrictions results in income to Participant for federal or state income tax purposes, the Participant shall deliver to the Company at the time of such receipt or lapse, as the case may be, such amount as the Company may require to meet its withholding obligation under applicable tax laws or regulations, and, if Participant fails to do so, the Company is authorized to withhold from any cash remuneration then or thereafter payable to Participant any tax required to be withheld by reason of such resulting compensation income.  The Participant may pay such withholding taxes in cash or, to the extent permitted by the Committee, in shares of Stock (such shares may be
either previously owned shares or shares otherwise transferable to the Participant under this Agreement), or in any combination thereof.  To the extent provided by the Committee, the Fair Market Value of shares of Stock withheld, or shares that have been held by the Participant less than six months that are tendered in payment of the withholding taxes, may not exceed the minimum tax withholding required by law. 

                    8.          Acquisition.  If prior to the lapse of the Forfeiture Restrictions with respect to any of the Restricted Shares, Stock of the Company shall be changed into another kind of stock or into securities of another corporation, cash or other property, or any combination thereof (the “Acquisition Consideration”), whether as a result of a sale of assets, merger, consolidation, combination or other corporate reorganization or restructuring of the Company with or into another corporation, the Participant shall thereafter be entitled to receive, in lieu of such Restricted Shares, the Acquisition Consideration, subject, after the date of such transaction, to the same Forfeiture Restrictions and other terms and conditions of this Agreement, to the extent
applicable.

                    9.          Powers of Company Not Affected.  The existence of this Agreement or the Restricted Shares herein granted shall not affect in any way the right or power of the Company or its stockholders to make or authorize any or all adjustments, recapitalizations, reorganizations or other changes in the Company’s capital structure or its business, or any merger or consolidation of the Company, or any issuance of bonds, debentures, preferred, or prior preference stock ahead of or affecting the Stock or the rights thereof, or dissolution or liquidation of the Company, or any sale or transfer of all or any part of its assets or business, or any other corporate act or proceeding, whether of a similar character or otherwise.

                    10.        Continued Engagement.  The granting of the Restricted Shares under this Agreement shall not be construed as granting to the Participant any right with respect to continued engagement by the Company of the Participant as an advisor or in any other capacity.  Any question as to whether and when there has been a cessation of the Participant’s status as an advisor with the Company shall be determined by the Committee and its determination shall be final.

-4-

                    11.        Interpretation.  As a condition of the granting of the Restricted Shares, the Participant agrees for himself and his legal representatives, that any dispute or disagreement which may arise under or as a result of or pursuant to this Agreement shall be determined by the Committee in its sole discretion, and any interpretation by the Committee of the terms of this Agreement shall be final, binding and conclusive.

                    12.        Successors and Assigns.  This Agreement shall be binding upon, and inure to the benefit of, the Company its successors and assigns, and upon any person acquiring, whether by merger, consolidation, purchase of assets or otherwise, all or substantially all of the Company’s assets and business.  This Agreement shall be binding upon, and inure to the benefit of the Participant, his legal representatives and heirs.  This Agreement may not be assigned by the Participant, and any attempted assignment shall be null and void and of no legal effect.

                    13.        Amendment or Modification.  Except as otherwise provided herein, no term or provision of this Agreement may be amended, modified or supplemented orally, but only by an instrument in writing signed by the party against whom or which the enforcement of the amendment, modification or supplement is sought.

                    14.        Governing Law.  This Agreement shall be governed by the internal laws of the State of Illinois as to all matters, including, but not limited to, matters of validity, construction, effect, performance and remedies.

-5-

                    IN WITNESS WHEREOF, the Company has caused this instrument to be executed by its duly authorized officer and the Participant has hereunto affixed his hand as of the day and year first above written.

	
   
  	
  
INFORTE CORP.
  
	
  
 
  	
  
(the “Company”)
  
	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
By:
  	
  
 
  
	
  
 
  	
  
 
  	
  

  
	
  
 
  	
  
 
  	
  
Nick Heyes
  
	
  
 
  	
  
 
  	
  
Chief Financial Officer
  
	
  
 
  	
  
 
  	
  
 
  
	
   
  	
  
THE   PARTICIPANT:
  
	
  
 
  	
  
 
  
	
  
 
  	
  

  
	
  
 
  	
  
 
  
	
  
 
  	
  
 
  
	
  
 
  	
  

  
	
  
 
  	
  
Name
  
	
  
 
  	
  
 
  
	
  
 
  	
  

  
	
  
 
  	
  
Street Address
  
	
  
 
  	
  
 
  
	
   
  	
  

  
	
   
  	
  City, State, Country, Zip Code
  
	
   
  	
   
  
	
   
  	
  

  
	
   
  	
  Social Security   No.                                        Telephone   Number
  

-6-Exhibit 10.05

MACROVISION CORPORATION

FORM OF EXECUTIVE INCENTIVE PLAN

For  Executive Staff

Overview

The Macrovision Corporation Executive Incentive Plan (“EIP”) has been established to provide financial incentives for those key executives who, by virtue of their position, have a significant impact on the financial performance of the Company. It has been created with the belief that those executives who are directly responsible for managing a major profit & loss or cost center, or a strategic function,  and who materially contribute to growth in earnings and shareholder value should be eligible to participate in a plan which provides for material cash incentive awards based upon the Company’s and their performance. The purpose of this document is to outline the scope and methodology of the EIP Plan.

At the beginning of each Plan year, eligible participants will work with the CEO to establish performance goals and objectives. The individual executives’ performance goals are ultimately reviewed and approved by the CEO and  Chairman prior to March 1st of each Plan year.  These goals include specific objectives for individual/departmental financial performance and certain strategic/tactical assignments. Each executive’s individual financial and strategic/tactical goals should map closely to the priorities outlined in the Company’s Annual Business Plan.  The CEO  will review his/her proposed goals with the Chairman. The Compensation Committee approves the CEO and CFO’s goals, and reviews the goals of all other participants to ensure they are supportive of the goals of the top executives.  The Compensation Committee will determine whether the Chairman is included in the EIP Plan.

The fundamental philosophy behind the EIP is to reward participants relative to their individual contribution/performance toward the overall Macrovision team effort in achieving annual corporate operating and individual performance goals - as defined in the annual Business Plan with respect to Revenue and EBIT (earnings before interest and taxes), or Corporate Operating Income.  There are two components to the EIP Award – a ‘corporate’ or team-oriented component, and an individual or department-based component.  The corporate component comprises 50% of the total EIP bonus pool, and the individual component comprises 50% of the pool.  

After the Company has completed its year-end audit, the CEO will review the accomplishments of the executive staff, and make appropriate award recommendations to the Chairman based upon the Company’s overall performance, each individual executive’s attainment of his/her goals, and each individual’s accomplishments on both an absolute basis and a relative basis compared with their peer executives. The Chairman and CEO will review and approve the recommendations, and will present them to the Compensation Committee. The Compensation Committee will have the full authority to determine whether those recommended performance awards will be approved and the full latitude to establish the final performance award value, which may be zero in any and all cases. The Compensation Committee will review the Chairman and CEO’s performance as applicable, and award the appropriate bonuses.

It should be noted that the Company has a variety of other Incentive Award programs that are designed to motivate all non-EIP employees throughout the year. These other programs include Employee Profit Sharing, Performance Bonus, Special Recognition Awards, Inventions Reward Plan and Time-To-Market Award. None of the participants in the EIP are eligible for any of these other bonus and award programs, except the Inventions Reward Plan.

Executive VP EIP participants are recommended by the CEO to the Board Compensation Committee based on their high level of performance in the prior year, their cumulative contributions to the Company, and their expected future contributions  The Comp Committee approves the EIP participants on or before March 1st of each fiscal year.  

Effect on the EIP of the acquisition of another business 

In the event that the Company acquires another business that had not been factored into the Plan,  the revenues and profits attributable to that newly acquired business will only  be factored into the calculation of EIP awards under this Plan to the extent that formal proforma budgets (budgets which included the newly acquired business) were prepared and added to the Company’s Annual Plan, the Company’s revenue and EBIT targets were officially changed, and results vs. the revised Annual Plan/targets were tracked for longer than 3 months.

1
 CONFIDENTIAL

Definition of Terms

     A.          Annual Plan

For _____, the Annual Plan includes a Revenue target of $______ and an EBIT target of $______. EBIT (Earnings Before Interest and Taxes) is also known as Operating Income.  These numbers exclude any goodwill or acquisition-related charges (stock-based compensation expense, incremental legal, accounting or transaction fees) and any interest  income.

     B.          Corporate Financial Performance Rating

The Corporate Financial Performance Rating
is a measure of the Company’s fiscal year actual performance relative to
the Annual Plan.  It is defined as a percentage of  [__ times (Actual
Revenue divided by Plan Revenue) plus __ times (Actual EBIT divided by Plan
EBIT)] %.

     C.          Corporate Financial Performance Award

The ‘corporate’ or team accomplishment component of the EIP Incentive Award is the percentage of the employee’s earned annual salary that would be awarded to a participant based on various levels of  financial performance achieved by the Company.  See Performance Rating Chart on page 5 for the various Award Percentages correlating to different Corporate Financial Performance Ratings. The percentage of the total EIP payout pool allocated to the Company’s performance is 50%.  

     D.          Statement of Goals 

A written set of objectives (see pps 7,8,9 for goal sheets) unique to each participant that establishes quantifiable objectives and measurements of performance. The goals are all tied directly to the Corporate Business Plan.  They include a combination of the critical Financial, Strategic and Tactical goals. Each set of goals carries a weighting factor which allows for quantification of the Individual Performance Rating by the various reviewers.  It is the responsibility of the participant to insure that appropriate documentation is maintained to support the measurement and accomplishments of each particular goal. Additional or substitute goals and accomplishments may be recognized in the measurement of actual Individual Performance Ratings.

     E.          Individual Performance Rating

Individual Performance Rating is a quantitative measure of each employee’s performance vs. his/her pre-established goals.  The ratings are assigned at the end of the year, following a review by the CEO and Chairman as outlined in these EIP Plan guidelines. 

     F.          Individual Performance Award

The ‘individual’ accomplishment component of the EIP Incentive Award is the percentage of the employee’s earned annual salary that would be awarded to a participant based on various levels of individual achievement vs. the pre-established goals.  See Performance Rating Chart on page 5 for the various Award Percentages correlating to different levels of achievement for the employee. The percentage of the total EIP payout pool allocated for Individual performance is 50%. 

Determination of Awards

(See next page for Performance Rating Chart)

1.          Determine the Corporate Financial PerformanceRating

[__ times (Actual Revenue divided by Plan
Revenue) plus __ times (Actual EBIT divided by Plan EBIT] %

EBIT is the final year-end Operating Income, including reserves for EIP Awards.

2.           Determine the Corporate Financial Performance Award Percentage 

	
  
Example:
  	
  
 
  	
  
Assume   Corporate Financial Performance Rating is 120%.
  
	
  
 
  	
  
 
  	
  
From the   Performance Rating Chart, the Corporate Financial Performance Award   percentage would be 37.5%.
  

2
 CONFIDENTIAL

3.          Determine the Individual Performance Rating 

Based on each individual’s performance relative to his/her goals, and relative to the contributions of other executives, the CEO and Chairman  will determine the final Individual Performance Rating, based upon the percentage attainment of the individual’s specified Financial and Strategic/Tactical Goals.

[...]

4.          Determine the Individual Performance Award Percentage

	
  
Example:
  	
  
 
  	
  
Assume   employee achieved 100% Performance Rating [...].
  
	
  
 
  	
  
 
  	
  
From the   Performance Rating Chart, the Individual Performance Award Percentage would   be 20%.
  

5.          Determine  the final EIP Bonus Award.

Add the Individual Performance Award percentage and the Corporate Financial Performance Award percentage and multiply this combined percentage by the employee’s actual earned salary to determine the Final EIP Bonus Award for that employee.   

	
  
Example:
  	
  
 
  	
  
Adding the   37.5% for the Corporate Financial Performance Award and the 20% for the   Individual Performance Rating Award yields a Final EIP Bonus of  57.5% of the employee’s earned salary.
  

PERFORMANCE RATING CHART TO DETERMINE
 EIP INCENTIVE AWARDS (1)

	
  
Corporate  Financial Performance
   Rating
  	
   
 	
  
Corporate   Financial 
   Performance Award as % of 
   salary
  	
   
 	
  
Individual
   Performance Rating
  	
   
 	
  
Individual   Performance 
   Award as % of salary
  	
   
 
	
  

  	
  
 
  	
  

  	
  

  	
   
 	
  

  	
  

  	
  
 
  	
  

  	
  

  	
  
 
  
	
  140%
  	
  
 
  	
  
 
  	
  
65%
  	
   
 	
   
 	
  
140%
  	
   
 	
   
 	
  
65%
  	
   
 
	
  
130%
  	
  
 
  	
  
 
  	
  
50%
  	
   
 	
   
 	
  
130%
  	
   
 	
   
 	
  
50%
  	
   
 
	
  
120%
  	
  
 
  	
  
 
  	
  
37.5%
  	
   
 	
   
 	
  
120%
  	
   
 	
   
 	
  
37.5%
  	
   
 
	
  110%
  	
  
 
  	
  
 
  	
  
30%
  	
   
 	
   
 	
  
110%
  	
   
 	
   
 	
  
30%
  	
   
 
	
  
105%
  	
  
 
  	
  
 
  	
  
25%
  	
   
 	
   
 	
  
105%
  	
   
 	
   
 	
  
25%
  	
   
 
	
  
100%
   (Annual Plan)
  	
  
 
  	
  
 
  	
  
20%
  	
   
 	
   
 	
  
100%
  	
   
 	
   
 	
  
20%
  	
   
 
	
  90%
  	
  
 
  	
  
 
  	
  
0%
  	
   
 	
   
 	
  
100%
  	
   
 	
   
 	
  
15% (2)
  	
   
 
	
  
80%
  	
  
 
  	
  
 
  	
  
0%
  	
   
 	
   
 	
  
100%
  	
   
 	
   
 	
  
10% (2)
  	
   
 
	
  
Below 80%
  	
  
 
  	
  
 
  	
  
N.A.
  	
   
 	
   
 	
  
N.A.
  	
   
 	
   
 	
  
Discretionary Awards(3)
  	
   
 

Notes:

	
  
 
  	
  
(1)
  	
  
This chart   is designed to reflect a 50/50 split in the EIP Bonus pool with respect to   Company–based performance incentives vs. individual or department-based   performance incentives.  Individual   and Corporate Performance Award Percentages are additive.
  
	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
(2)
  	
  
These two   below-the-Annual-Plan Individual Performance Awards will be prorated based on   performance.  In other words, a 90%   performance rating vs. individual goals would pay out at [0.9 X 15%] =   13.5%.  A 125% overachievement of   individual goals would pay out at [1.25 X 15%] = 18.75%.
  
	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
(3)
  	
  
Refers to   situations where the CEO and Chairman may recommend to the Board Compensation   Committee that special discretionary bonus awards be granted to individuals   who have made major contributions to the Company and/or exceeded their   individual EIP goals – even though the Company may have achieved less than   80% of its Annual Plan.  These discretionary   awards may be comprised of cash and/or stock options.
  

3
 CONFIDENTIAL

Implementation Guideline Summary

Administration

The Executive VP EIP Plan will be administered by the Compensation Committee which will have the right to interpret the Plan, confirm award decisions, and establish guidelines for determining individual awards and rules for the operation of the Plan.

This Plan sets forth management’s intent and it is the exclusive domain of the Compensation Committee to interpret the Plan. All Compensation Committee decisions regarding the Plan and award determinations are final.

The CEO, CFO and  Chairman’s incentive awards will be determined solely by the Compensation Committee, taking into account the overall Company performance relative to the established Business Plan, individual accomplishments versus their goals, and the degree of difficulty of the goals themselves.

Eligibility

The CEO and selected key business line executives who are in a position to deliver material profit & loss results, strategic contributions, or cost center containment are eligible to participate in the Plan. Final approval of eligible executives is made by the Board Compensation Committee  upon recommendation by the CEO.  The Compensation Committee determines whether the Chairman will participate in any given year’s Plan. EIP participants are not eligible to participate in the Employee Profit Sharing Plan, Special Recognition Awards program, or Employee Performance Bonus Plan. Participation in the Executive Incentive Plan does not imply employment for any specified period of time, nor does it constitute a contract of employment, nor does it guarantee any amount of award.

Prorate Awards

Participants with less than 4 months service in an Executive Manager position are ineligible for an EIP Award. Awards to participants in Executive Manager positions for more than 4 months, but less than 1 year, will automatically be pro-rated since the executive’s earned salary will represent less than a full year’s salary.

Duration

The Compensation Committee shall review this Plan annually and make any amendments or revisions thereto which it deems appropriate or desirable under the circumstances, and the Plan shall remain in effect until amended or terminated by the Compensation Committee.

Payment

To receive an EIP award if one is granted, the participant must remain an employee of the Company through the payment date. Failure to do so will result in forfeiture of the award. 

Awards will be calculated using the participant’s earned salary compensation during the Plan Year (net of any commissions, travel incentives, bonuses or other awards). 

Incentive Award payments will generally be made no later than March 31st of the following year, but in no event earlier than the formal signoff of the Company’s year-end financial statements by its Independent Auditors, thus allowing the Company adequate time to formally analyze its financial results according to the SEC and GAAP accounting regulations and procedures of a public company.

4
 CONFIDENTIAL

EXECUTIVE INCENTIVE PLAN

STATEMENT OF GOALS

FOR YEAR _____

	
  Name:  __________________________________
  	
  
Supervisor:  _________________________________
  
	
  
 
  	
  
 
  
	
  
Title:      _________________________________________
  	
  
Signed:  __________________________________________
  
	
  
 
  	
  
 
  
	
  
Signed:  _________________________________
  	
  
Date:          ________
  
	
  
 
  	
  
 
  
	
  
Date:  ____________
  	
  
 
  

The following is a statement of financial, strategic and tactical objectives for year _____ that will serve as a basis for overall performance evaluation and determination of year-end executive incentive award.  Actual awards will be based on individual executive’s accomplishments as judged by Chairman and CEO based on performance vs. goals; absolute value of contributions; relative contribution vs. other executives; and risk assessment. 

NOTE: Late performance reviews by Macrovision executives or their direct reports (greater than 45 days after the employee anniversary date) are unacceptable and will result in deducting at least two full departmental goal achievements during the evaluation and rating of EIP performance.

	
  
 
  	
  
A.
  	
  

CORPORATE GOAL (WEIGHTED AT
50%):  Achieve Revenue of $__________ (weighted at __%). 
Achieve Earnings Before Interest and Taxes of $_________(weighted at
__%).
 
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Actual   Revenue:_________________  Actual   EBIT: ______________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
   
  	
  
B.
  	
  
DEPARTMENT/BUSINESS LINE GOALS - FINANCIAL (WEIGHTED AT __%)
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
1.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Actual:
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
   
  	
  
 
  	
  
2.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Actual:
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
C.
  	
  
DEPARTMENT/BUSINESS LINE GOALS – STRATEGIC/TACTICAL (WEIGHTED AT __%)
  
	
  
 
  	
  
 
  	
  
 
  
	
   
  	
  
 
  	
  
1.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
2.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
   
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
3.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  

5
 CONFIDENTIAL

	
  
 
  	
  
 
  	
  
4.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
5.
  	
  
___________________________________________________________________________________
  
	
   
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
6.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  
	
   
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
7.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
8.
  	
  
___________________________________________________________________________________
  
	
   
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
9.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  
	
   
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
10.
  	
  
___________________________________________________________________________________
  
	
  
 
  	
  
 
  	
  
 
  	
  
 
  
	
  
 
  	
  
 
  	
  
Result:
  	
  
___________________________________________________________________________________
  

Additional/substitute goals accomplished during year (only list those actual accomplishments which are equivalent in degree of difficulty and contribution to the Company of each of the assigned 10 goals):

________________________________________________________________________________________________________

________________________________________________________________________________________________________

________________________________________________________________________________________________________

________________________________________________________________________________________________________

6
 CONFIDENTIAL

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00082-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00082-of-00352.parquet"}]]