Document:

2010 Short-Term Incentive Compensation Plan

 Exhibit 10.1 
 DUPONT FABROS TECHNOLOGY, INC. 
 SHORT TERM INCENTIVE
COMPENSATION PLAN 
 The Dupont Fabros Technology, Inc. Short Term Incentive Compensation Plan (the “STIP”) was adopted on
February 25, 2010, by the Compensation Committee of the Board of Directors (the “Committee”) of Dupont Fabros Technology, Inc., a Maryland corporation (the “Company”) to provide meaningful financial rewards in the form of
annual cash awards to those employees of the Company and its subsidiaries who are in a position to contribute to the achievement by the Company and its subsidiaries of significant improvements in profit performance and growth. The STIP is intended
to comply with the requirements of Section 409A of the Internal Revenue Code, to the extent applicable, and shall be interpreted and administered in a manner consistent with that intent. 
 The STIP shall be administered by the Committee. The Committee shall have full power and authority to administer and interpret the STIP and any awards made
under the STIP, and its interpretations shall be conclusive and binding on all persons. The Committee’s power and authority shall include, without limitation, the authority to adopt and periodically review such rules and regulations as it deems
necessary or advisable in order to properly carry out the provisions and purposes of the STIP. 
 All salaried employees of the Company shall be
eligible to participate in the STIP, other than employees responsible for sales and leasing, who will participate in a sales and leasing plan. All award years under the STIP shall be calendar years. The Chief Executive Officer of the Company (the
“CEO”) shall designate the specific employees who will participate in the STIP for an award year, and their target award opportunities; provided, however, that the Committee shall be responsible for making final determinations with respect
to these and all other material terms of any award for an individual, including the CEO, who is subject to Section 16 of the Securities Exchange Act of 1934. Each participant’s target award opportunity shall be expressed as a percentage of
his base salary, with a range from 10% to 100% of base salary. 
 The CEO (or Committee) may include additional terms in an individual award, or
the Committee may adopt rules or regulations relating to all awards, that are not inconsistent with the foregoing, including, without limitation, terms, rules or regulations relating to the effect of a change in control of the Company or early
termination of the participant’s employment with the Company. The CEO (or Committee) may, but shall not be required to, set forth the terms of an award in an individual award agreement. 
 The CEO (or Committee) shall determine the actual amount of the payout for each participant for an award year relative to the participant’s target
award opportunity. One-third of the payout shall be based on the actual funds from operations for 2010 (the “FFO Objective”) compared to the mid-point of the Company’s guidance for funds from operations for 2010; one-third shall be
based on the participant’s achievement of individual goals and objectives (“Individual Goal Objective”); and one-third shall be based on the CEO’s (or Committee’s) discretion; provided, however, that the Committee may
designate for certain participants that payouts will be determined two-thirds on the FFO Objective and one-third on the Individual Goal Objective. No payout may exceed 200% of the participant’s target award opportunity. 

 Payouts for an award year shall be determined as set forth above and announced to
participants by March 1 following the close of the year, and shall be paid no later than March 15th following the close of the award year. 
 The selection of an employee as a participant shall not confer any right on the employee to receive an award under the STIP or to continue in the employ of the Company or limit in any way the right of the
Company to terminate such participant’s employment at any time. 
 The Board of Directors may amend, suspend or terminate the STIP at any
time. 
 The STIP and any awards under the STIP shall be governed by the laws of the State of Maryland.2010 Long-Term Incentive Compensation Plan

 Exhibit 10.2 
 DUPONT FABROS TECHNOLOGY, INC. 
 LONG TERM INCENTIVE
COMPENSATION PLAN 
 The Dupont Fabros Technology, Inc. Long Term Incentive Compensation Plan (the “LTIP”) was adopted effective
February 25, 2010, by the Compensation Committee of the Board of Directors (the “Committee”) of Dupont Fabros Technology, Inc., a Maryland corporation (the “Company”) to provide meaningful financial rewards in the form of
awards of shares of restricted common stock and nonqualified options to purchase shares of common stock of the Company to those employees of the Company and its subsidiaries who are in a position to contribute to the achievement by the Company and
its subsidiaries of significant improvements in profit performance and growth. Awards under the LTIP are intended to be exempt from the requirements of Section 409A of the Internal Revenue Code, and the LTIP shall be interpreted and
administered in a manner consistent with that intent. 
 The LTIP shall be administered by the Committee. The Committee shall have full power
and authority to administer and interpret the LTIP and any awards made under the LTIP, and its interpretations shall be conclusive and binding on all persons. The Committee’s power and authority shall include, without limitation, the authority
to adopt and periodically review such rules and regulations as it deems necessary or advisable in order to properly carry out the provisions and purposes of the LTIP. 
 All salaried employees of the Company shall be eligible to participate in the LTIP. The Chief Executive Officer of the Company (the “CEO”) shall designate the specific employees who will
participate in the LTIP, and the amount of their awards; provided, however, that the Committee shall be responsible for making final determinations with respect to these and all other material terms of any award for an individual, including the CEO,
who is subject to Section 16 of the Securities Exchange Act of 1934. 
 Awards shall be dollar-denominated and shall range from $2,100 to
$1,750,000. Awards shall be made on or about February 25, 2010. For an employee below the senior vice president (“SVP”) level, one hundred percent (100%) of the award shall be in the form of restricted shares of common stock of
the Company. For an employee at the SVP level or above, fifty percent (50%) of the award shall be in the form of restricted stock and fifty percent (50%) of the award shall be in the form of nonqualified options to purchase shares of
common stock of the Company. The dollar value of each award (or portion of an award) shall be converted into a number of shares of restricted stock and stock options on the award date as follows: 
  

	 	•	 	 The dollar value of an award (or portion of an award) that is in the form of restricted stock shall be converted into restricted stock using a price
per share of $19.67. 

  

	 	•	 	 The dollar value of a portion of an award that is in the form of stock options shall be converted into stock options using a Black-Scholes value of
$9.00 (based on a dividend yield of 1.88%, an expected life of 6 years, a stock price of $19.89, 54% volatility (based on the average of a group of 12 companies, and a risk free interest rate of 2.86%). 

 The restricted stock and stock option portions of each award shall vest over three (3) years, with
one-third of each such portion vesting on March 1, 2011, an additional one-third on March 1, 2012, and the remaining one-third on March 1, 2013, in each case only if the participant remains continuously employed by the Company or an
affiliate of the Company from the date of the grant through that date. The exercise price of each stock option shall equal the closing price of a share of common stock of the Company on the date of the award. 
 The CEO (or Committee) may include additional terms in an individual award, or the Committee may adopt rules or regulations relating to all awards, that are
not inconsistent with the foregoing, including, without limitation, terms, rules or regulations relating to the effect of a change in control of the Company or early termination of the participant’s employment with the Company. The CEO (or
Committee) may, but shall not be required to, set forth the terms of an award in an individual award agreement. 
 The selection of an employee
as a participant shall not confer any right on the employee to receive an award under the LTIP or to continue in the employ of the Company or limit in any way the right of the Company to terminate such participant’s employment at any time.

 The Board of Directors may amend, suspend or terminate the LTIP at any time. 
 The LTIP and any awards under the LTIP shall be governed by the laws of the State of Maryland.Non Employee Director Compensation Plan 2009/2010 Service Year.

 Exhibit 10.16 
 NON EMPLOYEE DIRECTOR COMPENSATION PLAN 
 2009/2010
SERVICE YEAR 
  

					
	 Retainer:
	    	$36,000; paid monthly, in arrears.
		
	 Attendance:
	    	$20,000; $5,000 paid following attendance (in person or via conference call) at the regular quarterly board and committee meetings, or upon an excused
absence.
			
	 Award of Restricted
 Share Units*:
	    	$30,000**	    	
		    	 	    	
			
		    	$86,000	    	
		    	 	    	
		
	 Option Grant:
	    	2,000 shares; granted May 1 at a stock price of $3.23 per share and vesting at the following annual meeting so long as the director served his or her full term; term
of option is six years after granting; acceleration of the vesting of the option will parallel the provisions provided in the RSU awards noted in footnote * below.

 Mid-Term Appointments 
 The cash retainer and RSU awards will be prorated
for the service year with a new director given full credit for a partial month’s service. The market value used to calculate the number of shares to be awarded will be the closing stock price the day before the mid-year appointment. Stock
option grant would be similarly prorated but the stock option exercise price will be the same price as those for the full-term directors, unless the Stock Incentive Plan requires a higher stock option exercise price to comply with the terms of the
Plan. 
  
  

	*	Number of shares to be determined by dividing the market price per share at the close of business on April 30, 2009 ($2.92), into $30,000 (10,274 shares), which
units shall vest promptly after the completion of the director’s annual service. On death, disability, or change in control, the RSU will fully vest. On a termination without cause, the award will vest prorata for each full month of service;
provided, however, the board of directors may waive all or any portion of the service requirement to accelerate the vesting of the units. 

	**	For Audit Committee Chair, this amount is $32,500, or 11,130 shares. 

 As Amended June 15, 2009

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