Document:

EX-10.2

			
	 

  
	  	 EXHIBIT 10.2

 
 ANNUAL INCENTIVE
PROGRAM
 2014

 The CVG 2014 Bonus Plan period will be one year, coinciding with the Company’s fiscal year. The performance measures are
exclusively financial in nature and will include revenues, operating profit margin and return on average invested capital (ROAIC). 
 Participants assigned
to a specific Business Unit will have a mix of consolidated and line of business metrics that promotes high level collaboration and divisional “line of sight” performance. Corporate participants will have consolidated metrics. 

2014 Bonus Plan Metrics and Weighting 
  

																									
	 	  	Net Sales	 	 	Operating Profit
Margin	 	 	ROAIC	 	 	TOTAL	 
	  	Corporate	 	 	Business
Unit	 	 	Corporate	 	 	Business
Unit	 	 	All	 	 
	 Corporate Participants
	  	 	20	% 	 				 	 	60	% 	 				 	 	20	% 	 	 	100	% 
	 Business Unit Executives
	  				 	 	15	% 	 	 	60	% 	 	 	10	% 	 	 	15	% 	 	 	100	% 
	 Business Unit Associates
	  				 	 	15	% 	 	 	30	% 	 	 	40	% 	 	 	15	% 	 	 	100	% 

			
	 

  
	  	 EXHIBIT 10.2

 
 ANNUAL INCENTIVE
PROGRAM
 2014

  

 2014 Bonus Plan Performance Payouts 

(See Addendum for Corporate or Business Unit Performance Targets) 

 

			
	 Below Threshold
  

Threshold Performance
  

Target Performance (Plan)
  

Superior/Maximum Performance
	  	 No Payout
  

25% Payout
  

100% Payout
  

200% Payout

 Payouts for results between the threshold and target levels of performance and between the target and maximum levels of
performance will be determined using straight line interpolation. 
 Participation 

New hires will be eligible to participate in the first year of employment with the first year’s incentive pro-rated based on the number of complete
calendar months worked in the plan year, unless otherwise indicated at hire. 
 Plan Payout Approach 

Awards under the 2014 Bonus Plan shall be paid as wages as a separate line item, or via separate check through the normal payroll process. All awards paid
under the 2014 Bonus Plan shall be subject to applicable tax withholding requirements. Participants must be actively employed on the date of payout to be eligible for an award payment. Participants who are terminated for any reason prior to the

			
	 

  
	  	 EXHIBIT 10.2

 
 ANNUAL INCENTIVE
PROGRAM
 2014

  

 
payout date will forfeit their calculated award. The disposition of individual questions, disputes or exceptions will be determined by the Chief Financial Officer. Any inquiry or dispute
regarding the Program, or payments under the 2014 Bonus Plan, must be directed in writing to the Chief Human Resources Officer. 
 Administration

 The 2014 Bonus Plan will be administered by the Compensation Committee of the Board of Directors, with support from the Chief Human Resources Officer
and the Chief Financial Officer of Commercial Vehicle Group, Inc. The Compensation Committee has the right to review, modify and approve the calculation of the performance goals in the 2014 Bonus Plan for the sole purpose of ensuring that the
incentive payments are calculated with the same intentions in which the targets have been set for the current year, including making adjustments to eliminate the effects of restructuring and other (income) expense, including mark to market gains or
losses, on early extinguishment of debt or other extraordinary events not foreseen at the time the 2014 Bonus Plan was established. In addition, the Compensation Committee has the discretion to increase or decrease the payouts based on significant
differences in individual performance of each of the executive officers. The existence of a plan does not guarantee a payment under the Program and CVG reserves the right to amend or eliminate the Program at any time. 

Participation in the Program is not a guarantee of the right to participate in the Program indefinitely. Participants must continue to satisfy the
requirements of the Program in order to participate. Participants shall also be subject to all applicable conduct and performance standards including, without limitation, the Company’s Code of Ethics, at all times while performing transactions
for which 

			
	 

  
	  	 EXHIBIT 10.2

 
 ANNUAL INCENTIVE
PROGRAM
 2014

  

 
awards are payable hereunder. The Chief Executive Officer may cancel an award related to, or in recognition of, a particular transaction if the Company discovers that the Participant to whom the
award is owed has violated any of the above conditions. If the Company discovers such a violation after it has paid an award, the Company reserves the right to pursue any means allowed by law to recover the amount of such an award. 

Payments will be calculated under the Program utilizing the published metrics. Calculated payments will be presented to the Compensation Committee for review
and approval prior to payment. 
 The Program, participation hereunder, and/or receipt of an award shall neither create nor constitute a contract of
employment. Neither the Program nor participation hereunder shall guarantee future employment for any period of time. Participants remain employees at will, and either the Company or a Participant may terminate the Participant’s employment at
any time for any reason.EX-10.1

 Exhibit 10.1 
  

 
 August 12, 2013 

Clifford Condon 
 223 Broadway 

Suite 1005 
 New York, NY 10279 

Dear Cliff, 
 Congratulations on this offer of a promotion to
serve as Chief Research Officer reporting to George Colony at Forrester Research, Inc. We look forward to the continued contributions that you will make to the success of Forrester, and would like your new role as an officer of the company and
executive team member to begin as soon as possible. Accordingly, the effective date of your role change will be October 1, 2013 provided you accept the following offer. 

I am pleased to confirm the compensation increase associated with this promotion. If you accept this offer, your annualized base compensation will be
$278,000.16 ($11,583.34 semi-monthly), less legally required deductions, paid in accordance with Forrester’s regular payroll practices (the “Base Salary”). In addition to the Base Salary, through December 31, 2013 you will be
eligible (provided you are employed by Forrester on an active basis on the last day of the applicable fiscal quarter or year) for a Q4 2013 target bonus of $19,625.00 (annualized to be $78,500.00) in accordance with the Forrester Employee Bonus
Plan. This Q4 target bonus is comprised of two components: 75% is a Company Performance Component and 25% is an Individual Performance Component. Please refer to the Forrester Employee Bonus Plan for additional information. 

In addition, you will remain eligible for commissions pursuant to the 2013 VP, Events Sales Compensation Plan through December 31, 2013. At 100%
performance against plan for Q4, this is projected to be $10,750.89. This amount may fluctuate based on actual performance again plan. Beginning January 1,2014, you will no longer be eligible for commissions under the VP, Events Sales
Compensation Plan, and the commission component of your compensation structure will be rolled into your annual target bonus for 2014. 
 Effective
January 1,2014, you will be eligible (provided you are employed by Forrester on an active basis on the last day of the applicable fiscal year) for an annual target bonus of $120,000.00. The actual amount of your bonus earned and payable
annually, will be measured and determined by Forrester’s total company performance and other terms under and pursuant to the Company’s Amended and Restated Executive Cash incentive plan. If the Company over-performs on its financial
measures in 2014, a bonus that is larger than the target bonus may be paid. 
 This leadership position is an exempt role and is not eligible for overtime.
Your next compensation review is scheduled for January 2014. Increase of 3% guaranteed for January 2014, no further increases until January 2015, of approved. 

In addition, recognizing you will be performing two functions white transitioning into your new role. Forrester will provide you with a “one-time”
Q4 signing bonus of $10,000.00 (subject to applicable withholdings), payable on the first pay date following your start date in your new role. 
 Subject to
approval of the Compensation and Nominating Committee of Forrester’s Board of Directors, you will be granted an option to purchase 10,000 shares of Forrester’s common stock with an exercise price equal to the closing price of Forrester
common stock on the grant date pursuant to the Forrester Research, Inc. Amended and Restated 2006 Equity Incentive Plan (the “Plan”). During your employment, these options will vest over four years from the date of grant. This stock option
grant will be awarded on October 1, 2013. The stock option grant will be subject to the terms and conditions of the Plan, as amended from time to time, and your stock option certificate of stock option agreement, as well as any other
restrictions generally applicable to stock options, equity-based awards, and securities of the Company. Including without limitation the enclosed Stock Retention Guidelines. 

Forrester Research, Inc.    60 Acorn Park Drive, Cambridge, MA 02140 USA    +1 617.613.5730 

 You will continue to be eligible to participate in Forrester’s employee benefit programs during your
employment, consistent with the plan documents and Company policies. Forrester’s employee benefits are subject to change at any time. 
 Further, while
you will continue to be based out of Forrester’s New York office, as Chief Research Officer, you are expected to spend significant time in Forrester’s other offices, including in Forrester’s office in Cambridge, MA. You will be
accountable for the consistent management and communication of your calendar directly with your manager, the Executive Team, your direct reports and broader teams. The expenses for commuting to other Forrester offices should be submitted with your
regular expense reports. In the event Forrester arranges for any corporate-owned accommodations, you will receive further instructions. In addition, you are permitted to expense no more than 12 round trip (NYC to Boston) train tickets per year, for
use by your spouse. 
 Employment at Forrester is terminable at will. It is understood that your employment is for no definite term and that you may decide
to resign from Forrester at any time without notice and without cause. It is also understood that Forrester, at its option, may terminate your employment at any time without notice or cause. It is further understood that no oral promises or
guarantees are binding with the Company. 
 This offer is subject to the approval of Forrester’s board of directors and contingent upon satisfactory
results of a background check, which will include but not necessarily, be limited to a check on your educational and criminal history, as well as your execution of the Forrester Confidentiality, Proprietary Rights and Non-Competition Agreement, a
copy of which is enclosed. 
 This offer constitutes the entire agreement between you and Forrester and supersedes all prior understandings, negotiations
and agreements, whether written or oral, between you and Forrester as to the subject matter covered by this offer letter, excluding only the Forrester Confidentiality, Proprietary Rights, and Non-Competition Agreement, the Plan, and any agreements
or documents related to the option grant. 
 This offer will remain in effect until Friday, August 9, 2013 and may be accepted by countersigning where
indicated at the end of this letter. 
 Once again, congratulations on this offer of a new leadership role! Please indicate your agreement by signing below
and returning this 
 letter along with the signed Forrester Confidentiality and Proprietary Rights and Non-Competition Agreement in the enclosed envelope.

 The terms of this offer are strictly confidential. 
  

							
	Best,	 		 	
				
	/s/ Lucia Luce Quinn	 		 		 	/s/ Clifford Condon
	 Lucia Luce Quinn
 Chief People Officer
	 		 		 	Clifford Condon
				
		 		 		 	9-5-2013
		 		 		 	Date

 Enclosures (3) 

Amended and Restated Executive Cash Incentive Plan 

Forrester Employee Confidentiality, Proprietary Rights and Non-Competition Agreement 

Stock Retention Guidelines 

  
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