Document:

EX-10.1

EXHIBIT 10.1

2004 Bonuses & 2005 Base Salaries for Certain Executive Officers

	 	 	 	 	 	 	 	 	 
	Name and Principal Position(s) 1	 	2004 Bonus	 	2005 Base Salary
	David A. Dull
Vice President of Business Affairs,
General Counsel and Secretary
	 	$	55,000	 	 	$	250,000	 
	Bruce E. Kiddoo
Vice President and Corporate Controller
	 	 	40,000	 	 	 	220,000	 
	Vahid Manian
Vice President of Manufacturing Operations
	 	 	55,000	 	 	 	250,000	 
	Andrew J. Pease
Vice President of Worldwide Sales
	 	 	55,000	 	 	 	250,000	 
	William J. Ruehle
Vice President and Chief Financial Officer
	 	 	60,000	 	 	 	260,000	 

1 The Compensation Committee did not establish
the base salary of Scott A. McGregor, the Chief Executive Officer of the
company, on February 1, 2005 because the 2005 base salary of Mr. McGregor was
established when he joined Broadcom in January 2005. Since Mr. McGregor was not
employed by Broadcom during 2004, he did not receive a 2004 bonus.EX-10.1

Exhibit 10.1

BRUSH ENGINEERED MATERIALS INC. and SUBSIDIARIES

MANAGEMENT PERFORMANCE COMPENSATION PLAN

2004 PLAN YEAR

(as adopted February 3, 2004)

I. INTRODUCTION

The Management Performance Compensation Plan (“the Plan”) provides incentive compensation to
eligible employees based principally on annual financial performance. Plan awards have a
significant portion based on Company and/or Business Unit performance (“financial performance”),
and, a component, which recognizes individual and combined contributions toward personal/team
objectives (“Personal/Team Performance”).

II. DEFINITIONS

Plan Year:

The fiscal year for which the Company’s Business Unit performance, and any Plan awards are
calculated.

Business Unit Performance:

The Plan has designated the following Business Units/Subsidiaries for 2004:

Corporate

Alloy

Be Products

TMI

WAM

Electronic Products

Each business unit has defined financial performance measures, which have in turn been approved by
Senior Management. These measures are expressed as a Minimum, Target and Maximum. Plan Awards
include a “Financial Performance Component” based on the Business Unit performance.

Personal/Team Performance:

An assessment is made of an individual’s achievements and his/her contributions to work/project
teams during the Plan Year. This assessment is expressed as a percentage of base compensation.
The “Personal/Team Performance” component is distinct from the “Financial Performance” component.

Operating Profit (“OP”):

Profit or loss, before interest and taxes, and for domestic and international operations.
Operating Profit will include any special write-off or accounting charge and accrued performance or
incentive compensation.

Working Capital:

This is a monthly calculation based on Business Unit/Subsidiary worldwide accounts receivable and
FIFO inventory divided by annualized worldwide sales (current month plus prior two months
annualized). The result being working capital as a percent of sales. At the end of the year we
will take the average of the twelve monthly, annualized sales numbers and twelve working capital
numbers (A/R and inventory) and calculate a percent to sales based on the averages for the twelve
periods. This twelve-month average is the basis for the incentive metric for working capital
management.

Base Compensation:

The participant’s annual base salary in effect on September 30 of the Plan Year.

III. PARTICIPATION

At the beginning of the Plan Year, the Operations Team will identify exempt, salaried employees
whose responsibilities affect progress on critical issues facing the Company. Those individuals
selected by the Operations Team will be notified of their participation in the Plan, their
performance compensation grade and performance compensation opportunity (e.g., applicable Business
Unit designation).

Following the beginning of the Plan Year, the Operations Team may admit new hires or individuals
who are promoted or assigned additional and significant responsibilities. The Operations Team may
also alter performance compensation grade assignments to reflect changed responsibilities of
participants during the Plan Year.

An employee who replaces or otherwise assumes the job functions or role of an employee, does not
automatically assume the plan participation that had applied to the prior incumbent. Rather,
participation by the new or replacing employee must be individually considered and approved.

Employees who are designated as participants before April 1 of the Plan year are eligible for full
participation. Participants who are newly employed on or after April 1 and before July 1 are
eligible for half of any award available for Personal/Team and Financial (Business Unit and/or
Company) performance.

Participants who transfer from the Exempt Salaried Performance Compensation Plan to the Management
Performance Compensation Plan on or after April 1 and before July 1 are eligible for full
participation in the Personal/Team performance component and for half participation in the
Financial (Business Unit and/or Company) performance component. Their eligibility under the Exempt
Salaried Performance Compensation Plan ceases for the Plan Year.

Changes in performance compensation grade assignments will result in prorated participation in
awards.

The eligibility of employees hired or with changed job responsibilities after June 30 will not be
considered until a possible, subsequent Plan Year.

Normally, employees who are participants in any other incentive, commission or performance
compensation plan are not eligible. The Operations Team may consider prorated participation under
special circumstances.

With two exceptions, participants must be employed on the last day of the Plan Year in order to be
eligible for any performance compensation award. For a participant who becomes eligible for and
who elects a severance option under the Chronic Beryllium Disease Policy as amended, any award
under the Plan will be prorated to the beginning of the month after the employee exercises the
severance option. The second exception pertains to retirement under a Company pension plan, in
which case, any award will be prorated to the beginning of the month following the employee’s
retirement date.

Eligible employees who have been on a leave of absence in excess of 13 weeks during the plan year
will have their award reduced on a pro-rata basis to reflect their actual contribution.

IV. PERFORMANCE COMPENSATION OPPORTUNITY FOR FINANCIAL PERFORMANCE

The Organization and Compensation Committee of the Board of Directors will establish Minimum,
Target and Maximum levels for each financial measurement.

Participants will be assigned to a specific Business Unit/Subsidiary by the Operations Team, for
performance compensation opportunity for Financial performance.

Below is a summary of the performance compensation opportunity for the Plan Year.

	 	 	 	 	 	 	 	 	 
	Grade
	 	Financial Component            
	 	Personal Team

	D
	 	 	16	%	 	 	0-8	%
	E
	 	 	10	%	 	 	0-8	%

Opportunity for participants in Grade M and C will be individualized as determined by the
Organization and Compensation Committee or Senior Management.

The “Financial Performance” component of awards (Business Unit, Company, sub-unit, and/or other
measurement), will begin once the Minimum level has been attained for that measure. Performance,
which reaches or exceeds the Maximum value of the measure, will result in awards at 200 percent of
Target opportunity. Award amounts for levels of achievement between Minimum and Target and between
Target and Maximum will be prorated according to the level of achievement.

Financial awards will be prorated for transfers between units (Business Unit and/or Company)
according to the length of service by months in each unit during the Plan Year.

V. PERFORMANCE COMPENSATION OPPORTUNITY for PERSONAL/TEAM PERFORMANCE

Business Units have defined a “threshold” as the level of business performance, which must be
achieved, in order to make available a bonus opportunity to recognize the Personal/Team
performance.

No awards for Personal/Team performance will be paid if the established Threshold is not met. For
the 2004 plan year, a threshold is applicable.

The “total pool” for Personal/Team performance of participants in grades C, D, and E would
typically equal up to eight (8) percent of the base compensation of participants. The Operations
Team will decide allocation of the pool among eligible participants based on their performance
throughout the plan year towards achieving established goals and objectives.

Participants in grade M and C will be eligible for a Personal/Team award as directed by the
Organization and Compensation Committee of the Board or Senior Management.

VI. PAYMENT

Distribution of any performance compensation awards under the Plan to participants will be no later
than March 15 of the year following the Plan Year.

VIII. GENERAL PROVISIONS

The Operations Team has authority to make administrative decisions in the interests of the Plan.

The Board of Directors, through its Organization and Compensation Committee, shall have final and
conclusive authority for interpretation, application, and possible modification of this Plan or
established targets. The Board of Directors reserves the right to amend or terminate the Plan at
any time. Subject to the preceding sentences, any determination by the Company’s independent
accountants shall be final and conclusive as it relates to the calculation of financial results.

This Plan is not a contract of employment.EX-10.2

Exhibit 10.2

BRUSH ENGINEERED MATERIALS INC. and SUBSIDIARIES

MANAGEMENT PERFORMANCE COMPENSATION PLAN

2005 PLAN YEAR

(as adopted February 1, 2005)

I. INTRODUCTION

The Management Performance Compensation Plan (“the Plan”) provides incentive compensation to
eligible employees based principally on annual financial performance. Plan awards have a
significant portion based on Company and/or Business Unit performance (“financial performance”),
and, a component, which recognizes individual and combined contributions toward personal/team
objectives (“Personal/Team Performance”).

II. DEFINITIONS

Plan Year:

The fiscal year for which the Company’s Business Unit performance, and any Plan awards are
calculated.

Business Unit Performance:

The Plan has designated the following Business Units/Subsidiaries for 2005:

Corporate

Alloy

Be Products

TMI

WAM

Electronic Products

Each business unit has defined financial performance measures, which have in turn been approved by
the Organization and Compensation Committee of the Board and/or Senior Management. These measures
are expressed as a Minimum, Target and Maximum. Plan Awards include a “Financial Performance
Component” based on the Business Unit performance.

Personal/Team Performance:

An assessment is made of an individual’s achievements and his/her contributions to work/project
teams during the Plan Year. This assessment is expressed as a percentage of base compensation.
The “Personal/Team Performance” component is distinct from the “Financial Performance” component.

Operating Profit (“OP”):

Profit or loss, before interest and taxes, and for domestic and international operations.
Operating Profit will include any special write-off or accounting charge and accrued performance or
incentive compensation.

Working Capital:

This is a monthly calculation based on Business Unit/Subsidiary worldwide accounts receivable and
FIFO inventory divided by annualized worldwide sales (current month plus prior two months
annualized). The result being working capital as a percent of sales. At the end of the year we
will take the average of the twelve monthly, annualized sales numbers and twelve working capital
numbers (A/R and inventory) and calculate a percent to sales based on the averages for the twelve
periods. This twelve-month average is the basis for the incentive metric for working capital
management.

Base Compensation:

The participant’s annual base salary in effect on September 30 of the Plan Year.

III. PARTICIPATION

At the beginning of the Plan Year, the Operations Team will identify exempt, salaried employees
whose responsibilities affect progress on critical issues facing the Company. Those individuals
selected by the Operations Team will be notified of their participation in the Plan, their
performance compensation grade and performance compensation opportunity (e.g., applicable Business
Unit designation).

Following the beginning of the Plan Year, the Operations Team may admit new hires or individuals
who are promoted or assigned additional and significant responsibilities. The Operations Team may
also alter performance compensation grade assignments to reflect changed responsibilities of
participants during the Plan Year.

An employee who replaces or otherwise assumes the job functions or role of an employee, does not
automatically assume the plan participation that had applied to the prior incumbent. Rather,
participation by the new or replacing employee must be individually considered and approved.

Employees who are designated as participants before April 1 of the Plan year are eligible for full
participation. Participants who are newly employed on or after April 1 and before July 1 are
eligible for half of any award available for Personal/Team and Financial (Business Unit and/or
Company) performance.

Participants who transfer from the Exempt Salaried Performance Compensation Plan to the Management
Performance Compensation Plan on or after April 1 and before July 1 are eligible for full
participation in the Personal/Team performance component and for half participation in the
Financial (Business Unit and/or Company) performance component. Their eligibility under the Exempt
Salaried Performance Compensation Plan ceases for the Plan Year.

Changes in performance compensation grade assignments will result in prorated participation in
awards.

The eligibility of employees hired or with changed job responsibilities after June 30 will not be
considered until a possible, subsequent Plan Year.

Normally, employees who are participants in any other incentive, commission or performance
compensation plan are not eligible. The Operations Team may consider prorated participation under
special circumstances.

With two exceptions, participants must be employed on the last day of the Plan Year in order to be
eligible for any performance compensation award. For a participant who becomes eligible for and
who elects a severance option under the Chronic Beryllium Disease Policy as amended, any award
under the Plan will be prorated to the beginning of the month after the employee exercises the
severance option. The second exception pertains to retirement under a Company pension plan, in
which case, any award will be prorated to the beginning of the month following the employee’s
retirement date.

Eligible employees who have been on a leave of absence in excess of 13 weeks during the plan year
will have their award reduced on a pro-rata basis to reflect their actual contribution.

IV. PERFORMANCE COMPENSATION OPPORTUNITY FOR FINANCIAL PERFORMANCE

The Organization and Compensation Committee of the Board of Directors will establish Minimum,
Target and Maximum levels for each financial measurement.

Participants will be assigned to a specific Business Unit/Subsidiary by the Operations Team, for
performance compensation opportunity for Financial performance.

Below is a summary of the performance compensation opportunity for the Plan Year.

	 	 	 	 	 	 	 	 	 
	Grade
	 	Financial Component	 	Personal Team
	C and D
	 	 	20	%	 	 	0-14	%
	E
	 	 	10	%	 	 	0-14	%

Opportunity for participants in Grades A and B will be individualized as determined by the
Organization and Compensation Committee or Senior Management.

The “Financial Performance” component of awards (Business Unit, Company, sub-unit, and/or other
measurement), will begin once the Minimum level has been attained for that measure. Performance,
which reaches or exceeds the Maximum value of the measure, will result in awards at 200 percent of
Target opportunity. Award amounts for levels of achievement between Minimum and Target and between
Target and Maximum will be prorated according to the level of achievement.

Financial awards will be prorated for transfers between units (Business Unit and/or Company)
according to the length of service by months in each unit during the Plan Year.

V. PERFORMANCE COMPENSATION OPPORTUNITY for PERSONAL/TEAM PERFORMANCE

Business Units have defined a “threshold” as the level of business performance, which must be
achieved, in order to make available a bonus opportunity to recognize the Personal/Team
performance.

No awards for Personal/Team performance will be paid if the established Threshold is not met. For
the 2005 plan year, a threshold is applicable.

The “total pool” for Personal/Team performance of participants would typically average ten (10)
percent of the base compensation of participants. The Operations Team will decide allocation of
the pool among eligible participants based on their performance throughout the plan year towards
achieving established goals and objectives.

Participants in Grades A and B will be eligible for a Personal/Team award as directed by the
Organization and Compensation Committee of the Board.

VI. PAYMENT

Distribution of any performance compensation awards under the Plan to participants will be no later
than March 15 of the year following the Plan Year.

VIII. GENERAL PROVISIONS

The Operations Team has authority to make administrative decisions in the interests of the Plan.

The Board of Directors, through its Organization and Compensation Committee, shall have final and
conclusive authority for interpretation, application, and possible modification of this Plan or
established targets. The Board of Directors reserves the right to amend or terminate the Plan at
any time. Subject to the preceding sentences, any determination by the Company’s independent
accountants shall be final and conclusive as it relates to the calculation of financial results.

This Plan is not a contract of employment.

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