Document:

exv10w11

Exhibit 10.11

	 	 	 	 	 	 	 	 	 	 	 
	FROM:

	 	 
 

	 	 
	 	DATE:
	 	 
 

	 	 
	 
	 	 	 	 	 	 	 	 	 	 
	TO:
	 	 
 

	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 
	RE:	 	QuinStreet Incremental Bonus Plan — FY 2010	 	 

The Compensation Committee of the Board has once again approved an incremental bonus plan for
senior staff for fiscal year 2010. The purpose of incremental bonuses is to provide incentive and
cash compensation for performance that is well beyond budget or expected growth targets AND that is
consistent with the strategic objectives and interests of the Company. The incremental bonus is in
addition to the potential discretionary bonus component of your annual compensation. This year the
incremental bonus pool will accrue after Company EBITDA exceeds $62,520,000 (“Target EBITDA”),
which represents 20% growth over FY09 Revenue and a 20% EBITDA margin.

Your specific incremental bonus rate is shown below. The general terms of the incremental plan are
also outlined below. Once you have reviewed, understand and agree to the plan and terms, please
sign on the line provided, and return to me.

Your Incremental Bonus as % of FY10

Company EBITDA > Target EBITDA

 

Incremental bonus plan terms

	•	 	Company EBITDA is as reported in the Statement of Operations or Division Summary
sheet of the Company’s unaudited financial statements sent to Investors for FY2010.
	 
	•	 	The amount and payment of incremental bonuses are at the complete and sole
discretion of the CEO1, and may not be paid in part or in full, even if financial
targets are achieved. This is to protect the Company from unforeseen changes in business
circumstances and unintended consequences, and to make adjustments when actions maximize
personal bonuses but otherwise (even unintentionally) damage Company interests by, for
example: increasing costs elsewhere or in the future, or hurting or frustrating Company
strategy and/or long-term business potential or positioning. Important considerations, among
others, include: margins; growth; client concentration; development and deployment of
proprietary media; technologies and other capabilities deemed necessary for business
defensibility and sustainability; specific performance of individual, group and category.
	 
	•	 	Incremental bonuses will be paid one time only, usually but not necessarily
approximately 30 days following publication of approved full-year results. You must be a
full-time employee in good standing at the time of the payment to receive an incremental bonus
payment. There are no exceptions and no other payments or obligations of any kind associated
with this Plan.
	 
	•	 	The CEO1 must have your signed (acknowledged and agreed) Incremental
Bonus Plan memo (this form) on file for you to be included in the Plan and receive a bonus
payment.

	 	 	 	 	 	 	 
	Acknowledged and agreed:

	 	 	 	 	 	 
	 

	 	 
	 	 	 	 
	 

	 	[Name]
	 	Date	 	 

 

			
	1	 	Compensation Committee, in the case of the
CEO’s agreement.exv10w12

Exhibit 10.12

QuinStreet, Inc.

Annual Incentive Plan

1. Purpose

     The
QuinStreet, Inc. Annual Incentive Plan (the “Plan”) is designed to provide incentive
compensation to individuals who make an important contribution to the success of QuinStreet, Inc.
(the “Company”). Specific Plan objectives are to (i) provide individuals with incentives and
rewards for achieving outstanding performance and (ii) enhance the ability of the Company to
attract and retain highly talented and competent individuals. During the “reliance period”
provided by Section 1.162-27(f) of the Treasury Regulations, the Plan is intended to provide
incentive compensation that is not subject to the deductibility limitation of Section 162(m) of the
Internal Revenue Code of 1986, as amended (the “Code”) with respect to any employee of the Company
who is a “covered employee” (“Covered Employee”) as such term is defined in Section 162(m)(3) of
the Code.

2. Plan Year

     The Company’s fiscal year shall be the Plan Year, and the Plan shall first apply to the Plan
Year beginning July 1, 2010.

3. Administration

     The Plan shall be administered by the Compensation Committee (the “Committee”) of the Board of
Directors (the “Board”) of the Company. The Committee shall have the sole discretion and authority
to administer and interpret the Plan, and the decisions of the Committee shall in every case be
final and binding on all persons having an interest in the Plan. Notwithstanding the foregoing,
certain aspects of the Plan as it applies to participants who are not Covered Employees may be
administered by the Company, and in such event, the Company shall have the sole discretion and
authority to administer and interpret such aspects of the Plan, the decisions of the Company shall
in every case be final and binding on all such participants, and references in the Plan to the
Committee shall mean the Company, as applicable.

4. Eligibility

     (a) Participation

     In order to be eligible to participate in the Plan, an employee must meet the following
criteria: (i) in the case of Covered Employees, be selected by the Committee for participation in
the Plan; or (ii) in the case of employees who are not Covered Employees, be selected by the Chief
Executive Officer for participation in the Plan.

1.

 

     (b) Award Payments

     In order to be eligible to receive an award payment (“Award”) under the Plan with respect to
any given Plan Year, a participant must meet the following criteria: (i) be on the active payroll
of the Company at the time Awards are paid under the Plan; and (ii) comply with any rules of the
Plan as established by the Committee. Notwithstanding the foregoing, a participant shall be
eligible for a target incremental award (as described in Section 5(a)(2) of the Plan only if the
participant is specifically designated by the Committee as eligible for such target incremental
award.

5. Target Awards

     (a) General

     A participant’s actual Award under the Plan shall be determined on the basis of the Company’s
achievement of the applicable performance goals and the participant’s target award opportunity,
which may consist of a target regular award (as described in Section 5(a)(1) and a target
incremental award (as described in Section 5(a)(2)).

          1. Regular Awards

     For each Plan Year, each participant shall be assigned a target regular award opportunity
expressed either as a percentage of such participant’s base salary earned during the Plan Year
(“Base Salary”) or as a set dollar amount. If the performance goals are achieved, a participant
shall be eligible to receive an award based on the target regular award.

          2. Incremental Awards

     For each Plan Year, the Committee shall establish a target incremental award opportunity for
certain participants selected by the Committee. Such target incremental award opportunity shall be
expressed as a percentage of an incremental bonus pool. Such incremental bonus pool shall be equal
to the amount, if any, exceeding one or more performance goals selected by the Committee.

     (b) Individuals Hired After Establishment of Performance Goals.

     With respect to any individual who is hired during the Plan Year after the Committee has
established the performance goals for the Plan Year and who meets the eligibility criteria under
Section 4(a) of the Plan, the Committee shall establish any target award opportunities for such
individual as soon as practicable after the individual is selected to participate in the Plan.
Such participant shall be eligible to receive a pro-rata Award based on the time employed as a
participant and the performance goals achieved for the Plan Year, provided that the participant
meets the eligibility criteria under Section 4(b) of the Plan.

2.

 

6. Performance Goals

     (a) Establishment of Performance Goals

     Individual Awards for each Plan Year shall be based upon one or more performance goals
established by the Committee (as described below) and their relative weights, if any, which may
vary by salary grade or position.

     The Committee shall establish the following in writing:

          (i) the specific performance goal(s) for the Plan Year and any relative weighting of such
goals for purposes of a participant’s target regular award opportunity under Section 5(a)(1); and

          (ii) the specific performance goal(s) for the Plan Year that will be used to determine the
amount of any incremental bonus pool under Section 5(a)(2).

     (b) Performance Criteria for Performance Goals

     The Committee may establish performance goals for a Plan Year that may be based, either
individually or in combination, on the Company as a whole or on one or more business units,
divisions, affiliates, or business segments, and measured either absolutely or relative to a
designated group of comparable companies. The performance criteria on which the Committee may base specific performance goals are set forth in Exhibit A
attached hereto.

7. Evaluation of Performance Results and Payment of Awards 

     Following the end of a Plan Year, the Committee shall determine whether the performance goals
established by the Committee at the beginning of the Plan Year in accordance with Section 5 have
been met; provided, however, that the Committee, both during a Plan Year and following its end,
shall be authorized, in its sole discretion, to make adjustments to such performance goals to
reflect such changes in business circumstances as it may consider appropriate.. The Committee
shall determine the amount of any actual Award for each participant based on (i) the level at which
the Company actually meets, exceeds, or fails to meet its performance goals (and any relative
weighting of such goals), and (ii) the target regular award opportunity and the target incremental
award opportunity, if any, for each participant. The Committee shall have the discretion to reduce
the amount of any actual Award below the amount calculated under the terms of the Plan. Following,
and subject to, the Committee’s certification that the applicable performance goals for the Plan
Year have been met, the Committee shall approve the payment of Awards.

8. Alternative Method for Establishing and Determining Awards

     As an alternative to establishing and determining Awards under Sections 6 and 7 above with
respect to target regular awards described in Section 5(a)(1), the Committee may establish one or
more performance goals for a Plan Year based on one or more of the

3.

 

performance
criteria set forth in Exhibit A, applying the same procedures as
described in Section 6(b) (the “Threshold Goal”).
The Threshold Goal may be based, either individually or in combination, on the Company as a whole
or individual units thereof and measured either absolutely or relative to a designated group of
comparable companies.

     If the Threshold Goal is achieved, each participant shall be eligible to earn a maximum award
(the “Maximum Award”) equal to a percentage of such participant’s target regular award opportunity.
No Awards shall be earned or payable pursuant to this Section 8 unless the Threshold Goal is
achieved. If the Threshold Goal is achieved, each participant’s Maximum Award shall be subject to
possible reduction by the Committee based on additional performance goals and/or any other factors
determined by the Committee, and the actual Award payable to a participant under the Plan shall be
the Maximum Award, or a portion thereof, based on the application of the foregoing performance
goals and additional factors.

9. Miscellaneous

     (a) Withholding of Compensation. The Company shall deduct and withhold from any amounts
payable to participants under the Plan any amounts required to be deducted and withheld by the
Company under the provisions of any applicable federal, state and local statute, law, regulation,
ordinance or order.

     (b) Plan Funding. The Plan shall be unfunded. Nothing contained in the Plan will be deemed
to require the Company to deposit, invest or set aside amounts for the payment of any Awards under
the Plan.

     (c) Amendment or Termination of the Plan. The Plan may be amended, modified, or terminated at
any time by the Board.

     (d) No Guarantee of Continued Service. The Plan shall not confer any rights upon employees to
remain in service with the Company for any specific duration or interfere with or otherwise
restrict in any way the rights of the Company to terminate an employee’s service with the Company
for any reason, with or without cause or notice.

     (e) No Assignment or Transfer. None of the rights, benefits, obligations or duties under the
Plan may be assigned or transferred by any employee. Any purported assignment or transfer by any
employee shall be void. Participation in the Plan does not give a participant any ownership,
security, or other rights in any assets of the Company or any of its affiliates.

     (f) Validity. In the event any provision of the Plan is held invalid, void, or unenforceable,
the same will not affect, in any respect whatsoever, the validity of any other provision of the
Plan.

     (g) Governing Law. The rights and obligations of any employee under the Plan shall be
governed by and interpreted, construed and enforced in accordance with the 

4.

 

laws of the State of
California without regard to its or any other jurisdiction’s conflicts of laws principles.

5.

 

Exhibit A to QuinStreet, Inc. Annual Incentive Plan

Performance Criteria:

	 	•	 	cash flow
	 
	 	•	 	earnings (including net earnings, earnings before interest, taxes and depreciation
(EBIT) and earnings before interest, taxes, depreciation and amortization (EBITDA))
	 
	 	•	 	earnings per share
	 
	 	•	 	margin (including gross margin, net margin and operating margin)
	 
	 	•	 	stockholders’ equity
	 
	 	•	 	return on equity or average stockholders’ equity
	 
	 	•	 	return on assets, net assets or invested capital (ROIC)
	 
	 	•	 	total stockholder return (TSR)
	 
	 	•	 	revenue
	 
	 	•	 	pre-tax profit
	 
	 	•	 	net operating profit
	 
	 	•	 	income, net income or operating income
	 
	 	•	 	cash flow per share
	 
	 	•	 	operating cash flow
	 
	 	•	 	sales or revenue targets
	 
	 	•	 	return on operating revenue
	 
	 	•	 	market share
	 
	 	•	 	expenses and cost reduction goals
	 
	 	•	 	improvement in or attainment of working capital levels
	 
	 	•	 	share price performance
	 
	 	•	 	implementation or completion of projects or processes
	 
	 	•	 	customer satisfaction
	 
	 	•	 	capital expenditures
	 
	 	•	 	debt metrics
	 
	 	•	 	performance against operating budget goals
	 
	 	•	 	operating efficiency
	 
	 	•	 	strategic and competitive positioning

6.

 

	 	•	 	sustainability of business and revenue
	 
	 	•	 	positioning for longer-term growth
	 
	 	•	 	other measures of performance selected by the Committee

7.

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