Document:

Form of Amendment to Executive Employment Agreement

 Exhibit 10.7b 
 AMENDMENT TO 
 EXECUTIVE EMPLOYMENT AGREEMENT 

This Amendment to Executive Employment Agreement (this “Amendment”) is entered into effective as of the first day of October, 2011, by and
between Stereotaxis, Inc. (the “Company”) and             (“Employee”), collectively referred to herein as the “Parties”. 

WHEREAS, the Company and Employee previously entered into an Executive Employment Agreement (the “Employment
Agreement”); and 
 WHEREAS, the Company and Employee have mutually agreed that Employee’s base salary shall be
temporarily reduced for a period of 18 months in order that the Company may reduce its operating expenses during such period. 

NOW, THEREFORE, the Parties agree as follows: 
 1. For the period beginning on October 1, 2011, through March 31, 2013, Employee’s annualized base salary shall be $            .
Effective April 1, 2013 and thereafter, Employee’s annual base salary shall be $            , subject to increases, or as provided in the future by the Company from time to time
in writing, and all payments shall be subject to applicable withholdings and deductions. 
 2. For purposes of salary
continuation payments under Section 15(a) of the Employment Agreement, Employee’s monthly base salary on the date of termination under subparagraph (i) or (ii) of Section 15(a) shall be determined based on an annualized base
salary equal to the greater of Employee’s base salary as of September 30, 2011, or Employee’s annualized base salary in effective immediately prior to the Change of Control or termination without Cause, as the case may be. Further, in
the event of a Change of Control of the Company as described in subparagraph (ii) of Section 15(a), the comparable salary held immediately prior to the Change of Control shall be deemed to be the greater of Employee’s annualized base
salary in effect on September 30, 2011, or the salary held immediately prior to the Change of Control. 
 3. All other
provisions of the Employment Agreement not hereby amended shall remain in full force and effect. 
 IN WITNESS WHEREOF,
the Parties have executed this Amendment on             effective as of the date first written above. 
  

			
	STEREOTAXIS, INC.
		
	By	 	 
	Name:	 	
	Title:	 	

 Employee: 

  
 This Company has entered into the foregoing amendment to the executive employment agreement with each of the following officers effective as of October 1, 2011. 

Douglas M. Bruce 
 Frank J. Cheng 
 Karen W. Duros 

David A. GiffinSummary of management bonus plan

 Exhibit 10.8 
 SUMMARY OF MANAGEMENT BONUS PLAN 
 The Stereotaxis Management Bonus Plan is designed to
bring annual focus to the financial and operating metrics that contribute to sustainable growth in shareholder value. The bonus plan performance measures for any particular year represent key drivers of our business such as orders, revenue, gross
margins, utilization, operating expenses, operating profitability, and specific strategic initiatives. 
 Each year the Compensation Committee
of the Board of Directors will determine the objectives and corresponding weighting for the bonus plan based on the priorities of the business for the upcoming performance year. Three levels of performance are established for each objective. The
annual business plan, which includes growth rates or other success metrics for each objective, establishes the target level of performance; threshold performance is defined as 90% of the business plan for each objective; and the maximum level of
performance is 120% of the business plan. 
 The 2012 Management Bonus Plan has been modified to include two semi-annual performance periods
with one-half of the targeted bonus opportunity established for each period. 
  

			
	 	 
	
LEVEL
  
	  	
PERFORMANCE

 

	 Threshold
	  	90% Business Plan
	 	 
	 Target
	  	100 % of Business Plan
	 	 
	
Maximum
	  	120 % of Business Plan

 Participants in the Stereotaxis Management Bonus Plan, based on their ability to impact results, will be assigned to one
of five target incentive award levels ranging from 15% to 50% of base salary. Each level is assigned an overachievement performance factor ranging from 10% to 100% of the target incentive award. In 2012 the overachievement performance factor was
modified to provide 100% of each participant’s target incentive award and will be determined based on annual results. 

							
	 	 	 	 
	
LEVEL
  
	  	 GROUP

 
	  	 TARGET %

BASE
  
	  	 OVER
 ACHIEVEMENT

 

	 V
	  	Executive Staff	  	50 %	  	+100% Target
	 			 
	 IV
	  	Balance Exec Staff	  	40 %	  	+50% Target
	 			 
	 III
	  	Vice Presidents	  	30 %	  	+25% Target
	 			 
	 II
	  	Directors	  	20 %	  	+25% Target
	 			 
	 I
	  	 Senior Key

Contributors
	  	15%	  	+10% Target

 An incentive payout level is associated with each level of performance against each objective. Performance at threshold
results in payout of 50% of target award; performance at target will result in a payout of 100% of target award; and performance at maximum results in a payout at the corresponding overachievement level of the participant (100% for each participant
in 2012). 
  

			
	 	 
	
PERFORMANCE

 
	  	 % TARGET AWARD
  

	 Threshold
	  	50%
	 	 
	 Target
	  	100 %
	 	 
	
Maximum
	  	 200 % (Level
V)
 150% (Level IV)
 125% (Level II – III)
 110% (Level I)

 Award Pool Determination 
 The payout result of each objective will be independently calculated incorporating the actual performance against the objective, the weighting of each objective, and the overachievement factor, if
performance against the objective is above plan. The total of each calculation determines the Company’s overall level of performance against its objectives. This total percent, multiplied by the total sum of the target awards for each
participant, determines the total award pool. The Compensation Committee approves the award pool and all awards to Section 16 Officers. 

 Award Pool Distribution 
 The distribution of the award pool will be allocated by the President & CEO to each function based on their level of contribution toward the achievement of annual objectives. In turn, each
functional leader will determine each participant’s award, as follows: 
  

	 	•	 	 25% will automatically be awarded to each individual as a participant in the plan. 

 

	 	•	 	 The remaining 75% will be adjusted by the functional leader based on performance of each participant against their personal goals.Summary of annual cash compensation of named executive officers

 Exhibit 10.9 
 ANNUAL CASH COMPENSATION OF EXECUTIVE OFFICERS 
 The named executive
officers of Stereotaxis, Inc. (the “Company”) have their base salaries determined yearly by the Compensation Committee (the “Committee”) of the Board of Directors. The executive officers are all “at will” employees, and
each has a written employment agreement which is filed, as required, as an exhibit to reports filed by the Company under the Securities Exchange Act of 1934. Messrs. Kaminski, Bruce, Cheng and Ms. Duros proposed and agreed to voluntary base
salary reductions for the period from October 1, 2011 through March 31, 2013. Each of said named executive officers entered into an amendment to his or her respective employment agreement on October 10, 2011, providing for the base
salary reduction. On February 14, 2012, the Committee considered the base salaries for named executive officers of the Company and made no adjustments. Also, the Committee made no awards to the named executive officers under the Company’s
2011 bonus plan (the “2011 Plan”). The 2011 Plan was designed to reward the accomplishments of these officers on behalf of the Company in 2011 pursuant to and consistent with the objective of the Company’s bonus plan, as determined by
the Committee. The 2011 base salaries, 2011 bonuses and 2012 base salaries are summarized in the following table: 
  

																	
	 	  	2011 Salary as 
of
February 15, 2011	 	  	2011 Salary as of
October 1, 2011	 	  	2011 Bonus	 	  	2012 Salary	 
	 Douglas M. Bruce
	  				  				  				  			
	 Chief Technology/Operations Officer
	  	$	325,000	  	  	$	292,500	  	  	$	0	  	  	$	292,500	  
	 Frank J. Cheng
	  				  				  				  			
	 Senior Vice President, Marketing and Business

Development, General Manager, Odyssey Business
	  	$	285,000	  	  	$	256,500	  	  	$	0	  	  	$	256,500	  
	 Samuel W. Duggan II 1
	  				  				  				  			
	 Chief Financial Officer
	  	$	270,000	  	  	$	270,000	  	  	$	0	  	  	$	270,000	  
	 Karen W. Duros
	  				  				  				  			
	 Senior Vice President, General Counsel & Secretary
	  	$	270,000	  	  	$	243,000	  	  	$	0	  	  	$	243,000	  
	 Daniel J. Johnston 2
	  				  				  				  			
	 Chief Financial Officer
	  	$	325,000	  	  	 	N/A	  	  	 
 	N/
A	 
  	  	 	N/A	  
	 Michael P. Kaminski
	  				  				  				  			
	 President & Chief Executive Officer
	  	$	420,000	  	  	$	352,000	  	  	$	0	  	  	$	352,000	  

  
 The Company intends to provide additional information regarding other compensation awarded to the named executive officers in respect of and during the 2011 fiscal year in the proxy statement for its 2012
annual meeting of stockholders, which is expected to be filed with the Securities and Exchange Commission in April 2012. 
 As
determined by the Committee at the February meeting, the 2012 annual bonus program will be based on management achieving certain objectives established in the committee for the first six months of 2012, the second six months of 2012, and the full
year. 
  

	1 	 Mr. Duggan joined the Company on October 1, 2011. 

	2 	 Mr. Johnston resigned from the Company effective August 15, 2011.Summary of Non-Employee Directors

 Exhibit 10.10 
 OUTSIDE DIRECTORS’ COMPENSATION PROGRAM 
 Summary of Outside Directors’
Compensation effective May 25, 2011: 
 Cash Compensation 
 The following cash compensation program for outside directors was approved by the Compensation Committee of the Board of Directors effective May 25, 2011. However, for the period from January 1,
2012 through December 31, 2012, the annual cash retainer payable to each outside director was reduced by 50%, and each outside director was granted restricted share units in lieu thereof. 

 

	•	 	 Annual retainer for all directors, except the Chairman of the Board—$30,000 per year. 

 

	•	 	 Annual retainer for the Chairman of the Board—$36,000 per year. 

 

	•	 	 Additional annual retainer for the Chair of Strategy and Technology Committee—$15,000. 

 

	•	 	 Additional annual retainer for each member of the Strategy and Technology Committee (except Chair)—$10,000. 

Equity Compensation 
 Annual equity
awards granted to the outside directors automatically on the date of each respective Annual Shareholders’ meeting (except as otherwise noted), beginning with the date of the 2011 Annual Shareholders’ meeting on May 25, 2011:

  

			
	 Grant Type
	  	 Number of Shares3,4,5

	 Annual Grant (Except Chairman of the Board)
	  	10,500 Options & 2,700 Restricted Shares
	 Chairman of the Board Annual Grant
	  	21,000 Options & 5,400 Restricted Shares
	 New Director Grant1
	  	21,000 Options & 5,400 Restricted Shares
	 Committee Member2
	  	1,750 Options & 450 Restricted Shares
	 Chairs of Audit & Compensation Committees
	  	7,000 Options & 1,800 Restricted Shares
	 Chair of Nominating & Corporate Governance Committee
	  	3,500 Options & 900 Restricted Shares

  

	1 	 Shares are to be granted on the date of such director’s appointment or election to the Board. 

	2 	 Committee Member grants are not applicable to Chairs of the Audit, Compensation and Nominating & Corporate Governance Committees or to the
Chair or members of Strategy & Technology Committee. 

	3 	 The exercise price of the Stock Options will be the closing price of the Company’s Common Stock on the NASDAQ Global Markets on the applicable
date of grant. 

	4 	 Stock Options and Restricted Shares granted annually to the directors will vest one year from the applicable date of grant, or on the date of the next
Annual Shareholders meeting, whichever is earlier. 

	5 	 Stock Options and Restricted Shares granted to any new director will vest over a period of two (2) years with 50% vesting on the first anniversary
of the date of the grant and the remainder vesting monthly thereafter.

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