Document:

Amended and Restated EVA Incentive Compensation Plan

 Exhibit (10)f. 
 GENESCO INC. 
 SUPPLEMENTAL EVA INCENTIVE COMPENSATION PLAN

 FOR THE PERIOD JULY 31, 2011 – JANUARY 28, 2012 
 1. Purpose. 
 The purposes of the Supplemental EVA Incentive Compensation Plan
(“the Supplemental Plan”) of Genesco Inc. (the “Company”) are to motivate and reward excellence and teamwork in achieving maximum improvement in shareholder value related to the successful acquisition and operation of Schuh Group
Limited (“Schuh”) in the fiscal quarters of the Company’s 2012 Fiscal Year remaining after its acquisition, specifically in the period beginning July 31, 2011 and ending January 28, 2012 (the “Plan Period”). The
purposes of the Supplemental Plan shall be carried out by payment to eligible participants of cash awards, subject to the terms and conditions of the Plan. 
 The Plan is intended to supplement the Company’s existing EVA Compensation Plan (the “Primary Plan”) so that performance by Schuh during the Plan Period, net of transaction expenses
associated with the acquisition of Schuh and excluding compensation expense associated with Deferred Consideration (as defined below), generating EVA (as defined herein) of ($5,791,000) (“Budgeted Schuh EVA”), will result in a Combined
Bonus (as defined herein) equal to the award that would have been made under the Primary Plan without the acquisition of Schuh. The Budgeted Schuh EVA is EVA generated by Schuh’s planned performance for the remainder of the Company’s
fiscal year following the acquisition of Schuh, as presented to the Company’s board of directors in connection with its authorization of the acquisition, reduced by the transaction-related expenses incurred by the Company in connection with the
acquisition and further adjusted to eliminate the effect (positive or negative) on net operating profit after taxes of the treatment of Deferred Consideration as compensation expense. “Deferred Consideration” is up to £50 million
payable in connection with the acquisition of Schuh in certain circumstances, including £25 million payable to two selling shareholders of Schuh represented by Loan Note Instruments dated June 23, 2011 and up to £25 million payable
to certain management employees of Schuh contingent upon the achievement of performance objectives as set forth in the Schuh Group Limited 2015 Management Bonus Scheme. 
 This Supplemental Plan is intended to implement the consensus of the Company’s compensation committee and board of directors that (i) the Company’s acquisition of Schuh was in the
Company’s strategic best interests; (ii) the effect of transaction expenses and the treatment of the Deferred Consideration as compensation expense on the Corporate Multiple (as defined in the Primary Plan) for Fiscal 2012 would constitute
a short-term disincentive to the acquisition of Schuh that should be eliminated by this Supplemental Plan; and (iii) the Combined Award (as hereinafter defined) for Fiscal 2012 should reflect variances from Budgeted Schuh EVA (positive or
negative) in the Plan Period. 

 2. Authorization. 
 On September 12, 2011, the compensation committee of the Company’s board of directors approved the Supplemental Plan. 
 3. Selection of Participants. 
 Participants in this Supplemental Plan shall be the
participants in the Primary Plan whose awards for Fiscal 2012 are dependent, in whole or in part, upon the Corporate Multiple. 
 4.
Participants Added During Plan Period. 
 A person selected for participation in this Supplemental Plan after the beginning of a Plan
Period will be eligible to earn a prorated portion of the award the participant might have otherwise earned for the full Plan Period’s service under this Supplemental Plan during that Plan Period, provided that the participant is actively
employed as a participant under the Primary Plan for at least 120 days during the Primary Plan’s Plan Year (as defined therein). The amount of the Supplemental Award (positive or negative), if any, earned by such participant for the Plan Period
shall be determined by dividing the award the participant would have received for the full Plan Period’s service by six, and multiplying the quotient by the number of full months of the Plan Period during which the employee participated in the
Supplemental Plan. 
 5. Disqualification for Unsatisfactory Performance. 
 Any participant who is disqualified under the Primary Plan for unsatisfactory performance or because of a violation of the Company’s Policy on Legal Compliance and Ethical Business Practices shall
not be eligible to receive an award under the Supplemental Plan. 
 6. Eligibility; Partial Year; Termination of Employment.

 Subject to the express exceptions set forth in this Section 6, only participants who are full-time, active employees on the last day
of the Plan Period and who have been full-time, active employees for at least 120 days during the Plan Year under the Primary Plan shall be eligible for a Supplemental Award. 

 

	 	A.	Death or Retirement. A participant (or, as applicable, the estate of a deceased participant) who was an active, full-time employee for at least 120 days during
the Primary Plan’s Plan Year and who has retired pursuant to the Company’s retirement policy or died while employed by the Company during such Plan Year shall receive a Supplemental Award in an amount determined by dividing the amount of
the award such participant would have received for a full Plan Period’s service under the Supplemental Plan by six and multiplying the quotient by the number of full months of the Plan Period during which the participant was classified in the
Company’s payroll system as an active, full-time employee. 

  
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	 	B.	Leave. A participant who has been an active, full-time employee for at least 120 days during the Primary Plan’s Plan Year and who is on approved medical
leave or other leave provided pursuant to applicable law, including the Family and Medical Leave Act (“Qualified Leave”), on the last day of the Plan Period, or who is an active, full-time employee on the last day of the Plan Period but
has taken Qualified Leave during the Plan Period, shall receive an award in an amount determined by dividing the amount of the award such participant would have received for a full Plan Period’s service by six and multiplying the quotient by
the number of full months of the Plan Period during which such participant was an active, full-time employee plus the first twelve weeks of Qualified Leave taken by such participant during the Plan Period. 

A participant who has been an active, full-time employee for at least 120 days during the Primary Plan’s Plan Year and is an active,
full-time employee on the last day of the Plan Period, but who has been on unpaid leave other than Qualified Leave during the Plan Period shall receive an award in an amount determined by dividing the amount of the award such participant would have
received for a full Plan Period’s service under the Supplemental Plan by six and multiplying the quotient by the number of full months of the Plan Period during which such participant was an active, full-time employee. 

7. Economic Value Added (“EVA”) Calculation 
 EVA for the Company shall be the result of the Company’s net operating profit after taxes less a charge for capital employed by the Company, calculated in the same manner as under the Primary Plan.

 8. Amount of Awards. 

The bonus awarded under this Supplemental Plan (the “Supplemental Award) shall be equal to the difference between the (a) Declared Bonus under
the Primary Plan if the Budgeted Schuh EVA and any compensation expense related to the Deferred Consideration were excluded from the calculation of the Corporate Multiple for Fiscal 2012 and (b) the Declared Bonus under the Primary Plan for
Fiscal 2012 calculated in accordance with the terms of the Primary Plan (including the Budgeted Schuh EVA and any compensation expense related to the Deferred Consideration) (the “Primary Plan Award”). The sum (positive or negative) of the
Primary Plan Award and the Supplemental Award is referred to in this Supplemental Plan as the “Combined Award.” 
 For participants
who have a positive or zero Bonus Bank (as defined below) balance, the bonus payout under this Supplemental Plan shall be equal to the sum of: (i) the Supplemental Award, reduced by the amount of any negative Primary Plan Award, up to the
amount that would make the payout of the Combined Award equal to three times the participant’s target bonus under the Primary 

  
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Plan for the Plan Year plus (ii) one-third of the portion of the participant’s Supplemental Award in excess of the amount that would cause the payout of the Combined Award to exceed
three times such target bonus. For participants with a negative Bonus Bank balance under the Primary Plan who earn a positive Combined Award, an amount equal to 50% of the Combined Award (disregarding, for purposes of the calculation in this
sentence, any reduction in the Combined Award by reason of the participant’s achievement of a Performance Plan Percentage less than 100%) in excess of two times the target bonus under the Primary Plan will be credited to the negative Bonus Bank
and, of the balance, up to 3 times the target bonus under the Primary Plan plus one-third of the Combined Award in excess of three times the target bonus under the Primary Plan shall be paid out. Any of the Combined Award remaining after the
application of the previous sentence shall be retained as a separate account balance (the “Separate Account”), which shall be payable in accordance with the relevant provisions of the Primary Plan. 

The “Bonus Bank” established for each participant under the Primary Plan shall include: (i) the participant’s positive Supplemental
Award not distributed because of payout limitations or (ii) the participant’s negative Combined Award, as applicable. 
 9.
Specification of Payment Date for Performance Awards. 
 Any awards payable under this Supplemental Plan (including awards with
respect to participants who die, are placed on medical leave of absence or voluntarily retire during the Plan Period), other than the amount, if any, to be credited to the Bonus Bank, will be made in cash, net of applicable withholding taxes, by the
fifteenth day of the third month following the close of the Plan Period, but in no event prior to the date on which the Company’s audited financial statements for the Plan Period are reviewed by the audit committee of the Company’s board
of directors. 
 It is intended that (1) each installment of the payments provided under this Supplemental Plan is a separate
“payment” for purposes of Section 409A (“Section 409A”) of the Internal Revenue Code of 1986, as amended (the “Code”), and (2) that the payments satisfy, to the greatest extent possible, the exemptions from
the application of Section 409A provided under Treasury Regulation Sections 1.409A-1(b)(4), 1.409A-1(b)(9)(iii), and 1.409A-1(b)(9)(v). Notwithstanding anything to the contrary in this Supplemental Plan, if the Company determines (i) that
on the date a participant’s employment with the Company terminates or at such other time that the Company determines to be relevant, the participant is a “specified employee” (as such term is defined under Section 409A) of the
Company and (ii) that any payments to be provided to the participant pursuant to this Supplemental Plan are or may become subject to the additional tax under Section 409(A)(a)(1)(B) of the Code or any other taxes or penalties imposed under
Section 409A of the Code (“Section 409A Taxes”) if provided at the time otherwise required under this Supplemental Plan then (A) such payments shall be delayed until the date that is six months after the date of the
participant’s “separation from service” (as such term is defined under Section 409A of the Code) with the Company, or such shorter period that, as determined by the Company, is sufficient to avoid the imposition of
Section 409A Taxes (the “Payment Delay Period”) and (B) such payments shall be increased by an amount equal to interest on such payments for the Payment Delay Period at a rate equal to the prime rate in effect as of the date the
payment was first due (for this purpose, the prime rate will be based on the rate published from time to time in The Wall Street Journal). 

  
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 10. Plan Administration. 
 The compensation committee of the board of directors shall have final authority to interpret the provisions of this Supplemental Plan. Interpretations by the compensation committee which are not patently
inconsistent with the express provisions of the Supplemental Plan shall be conclusive and binding on all participants and their designated beneficiaries. 
 11. Non-assignability. 
 A participant may not at any time encumber, transfer, pledge
or otherwise dispose of or alienate any present or future right or expectancy that the participant may have at any time to receive any payment under this Supplemental Plan. Any present or future right or expectancy to any such payment is
non-assignable and shall not be subject to execution, attachment or similar process. 
 12. Miscellaneous. 

Nothing in this Supplemental Plan shall interfere with or limit in any way the right of the Company to terminate any participant’s employment or to
change any participant’s duties and responsibilities, nor confer upon any participant the right to be selected to participate in any incentive compensation plans for future years. Neither any officer of the Company nor any member of the
compensation committee of the board of directors shall have any liability for any action taken or determination made under the Supplemental Plan in good faith. 
 13. Binding on Successors. 
 The obligations of the Company under the Plan shall be
binding upon any organization which shall succeed to all or substantially all of the assets of the Company, and the term Company, whenever used in the Supplemental Plan, shall mean and include any such organization after the succession. If the
subject matter of this Section 13 is covered by a change-in-control agreement or similar agreement which is more favorable to the participant than this Section 13, such other agreement shall govern to the extent applicable and to the
extent inconsistent herewith. 

  
 5Sunesis Pharmaceuticals, Inc. 2012 Bonus Program.

 Exhibit 10.1 
 SUNESIS PHARMACEUTICALS, INC. 
 2012 BONUS PROGRAM 

Overview 
 The 2012 Bonus Program (the
“Program”) of Sunesis Pharmaceuticals, Inc. (the “Company”) is effective as of January 1, 2012 (the “Effective Date”). The Program is designed to motivate, retain and
reward Company employees through a combination of corporate and individual performance-based incentive compensation components from the Effective Date through December 31, 2012 (the “Performance Period”). Individuals
employed by the Company during the Performance Period who are designated for participation by the Compensation Committee of the Company’s Board of Directors (the “Committee”) and who remain employed by the Company
through the Payment Date (as defined below) (each a “Participant”) shall be eligible to earn a bonus under the Program. The Program is administered by the Committee, and any decisions made in good faith by the Committee shall
be final and binding on all Participants. 
 The Program is designed to award a cash bonus payment (each a “Cash Bonus”)
for performance during the Performance Period to Participants based in part on the level of achievement (1) by the Company of certain Company-wide objectives (the “Corporate Objectives”) and (2) by the Participant
of certain individual performance objectives, which may include certain department, group and/or team objectives applicable to such Participant (the “Individual Objectives”). 

Program Objectives 
 The Program is
intended to encourage and reward the following: 
  

	 	•	 	 the achievement of Corporate Objectives, 

  

	 	•	 	 the achievement of Individual Objectives, 

 as well as to recognize individual contributions and effort. 
 Determination of Program
Objectives 
 The Corporate Objectives shall be approved by the Board of Directors. Each Corporate Objective category shall be assigned a
relative weighting from the Board of Directors, reflecting its importance to the achievement of the Company’s key results during the Performance Period; provided, however, the Board of Directors or the Committee may adjust the weighting
of the Corporate Objectives in its sole discretion at any time. 
 The Individual Objectives shall be set as follows: 

 

	 	•	 	 For the Chief Executive Officer, the Individual Objectives shall be set by the Committee; 

 

	 	•	 	 For Participants who are executive officers (as that term is defined under Section 16 of the Securities Exchange Act of 1934, as amended, and Rule
16a-1 thereunder), other than the Chief Executive Officer (collectively, the “ Executive Participants” ), the Individual Objectives shall be set by the Committee based upon recommendations made by the Chief Executive
Officer; and 

  

	 	•	 	 For non-Executive Participants (collectively, the “Non-Executive Participants”), the Individual Objectives shall be set by each
Participant’s immediate supervisor, with input from team leaders, group and department heads and others, as appropriate. 

 Program Bonus Targets 
 Under the Program, each Participant is eligible to earn a cash bonus in an amount up to a specified percentage of his or her annual base salary that is earned in 2012, with such percentage based in part
upon the position such Participant holds with the Company (the “Bonus Target”). Under the Program, the Bonus Targets range from 30% to 50% of a Participant’s 2012 base salary for Vice President level employees and above
and from 6% to 20% of a Participant’s 2012 base salary for other Participants. 
 Determination of Cash Bonus Payments 

The Company will determine the achievement of Corporate Objectives and Individual Objectives shortly after the end of the Performance Period, as follows:

 Determination of Level of Achievement of Corporate Objectives 
 The Committee shall determine, after receiving and considering analysis and recommendations from management, the degree to which the Corporate Objectives have been met, expressed as a percentage of
Corporate Objectives achieved, taking into consideration the weighting assigned to each Corporate Objective. Based on the percentage of Corporate Objectives achieved, the Committee will then determine the final aggregate bonus pool under the Program
for all Participants (the “Bonus Pool”). 
 Adjustment of Bonus Targets based on Level of Achievement of Corporate
Objectives 
 Bonus Target levels for Participants will be adjusted based on level of achievement of Corporate Objectives as determined by
the Committee. For example, if the Committee determines that only 80% of the Program’s Corporate Objectives are achieved, each Participant’s Bonus Target will be decreased by 20% (in other words, a Participant with a 10% Bonus Target will
have that Bonus Target reduced to 8%, or 80% of 10%.) Such adjusted Bonus Targets are referred to as the “Adjusted Bonus Targets.” 
 Determination of Bonus Payments for Individual Participants 
 The actual Cash Bonus earned
by a Participant is based on the Participant’s (i) level of contribution to the achievement of the Corporate Objectives; (ii) level of achievement by the Participant against his or her Individual Objectives and (iii) Adjusted
Bonus Target (or, if the Bonus Target was not adjusted, the original Bonus Target). There is no set formula for determining the amount of Cash Bonus earned based on the achievement of Individual Objectives or Corporate Objectives. Rather, the
Committee shall exercise its discretion in determining the amount of Cash Bonus actually earned, which determination will be final and binding. In making its determination, the Committee shall consider the following: 

 

	 	•	 	 For the Chief Executive Officer, the Committee’s own evaluation of his achievements; 

 

	 	•	 	 For Executive Participants, the recommendations made by the Chief Executive Officer; and 

 

	 	•	 	 For Non-Executive Participants, the recommendations made by members of the Executive Committee with input from team leaders, group and department heads
and supervisors, as appropriate. 

 In determining the actual Cash Bonus earned, the Committee may also take into account the
achievement of publicly announced targets, clinical milestones, strategic goals, cross-functional teamwork and collaboration, and unforeseen changes in the economy and/or geopolitical climate. 

 Timing of Cash Payments Under the Program 

Payment of Cash Bonuses under the Program is expected to occur in the first quarter of 2013 following the conclusion of the
Performance Period on such date as determined by the Committee in its sole discretion (the “Payment Date”). A Participant must remain employed by the Company through the Payment Date in order to earn any Cash Bonus. In no
event will the Payment Date occur later than the date that is the 15th day of the third calendar month of the year following the year in which the Cash Bonus is deemed to be earned, as the Program is intended to comply with Treasury Regulation Section 1.409A-1(b)(4)
and will be interpreted and administered in compliance therewith to the greatest extent possible. 
 Miscellaneous Provisions 

Participation in the Program shall not alter in any way the at will nature of the Company’s employment of a Participant, and such employment may be
terminated at any time for any reason, with or without cause and with or without prior notice. Nothing in this Program shall be construed to be a guarantee that any Participant will receive all or part of a Cash Bonus or to imply a contract between
the Company and any Participant. 
 This Program supersedes and replaces all prior cash incentive and bonus plans of the Company, other than
severance plans (both Executive and Non-Executive). The Committee may amend or terminate this Program at any time, with or without notice. The Committee may likewise terminate an individual’s participation in the Program at any time, with
or without notice. Further, the Board of Directors or Committee may modify the Corporate Objectives, the Individual Objectives, the Bonus Targets and/or the weighting of the Corporate Objectives at any time. 

Any Cash Bonuses paid hereunder shall be subject to recoupment in accordance with The Dodd–Frank Wall Street Reform and Consumer Protection Act and
any implementing regulations thereunder, any clawback policy adopted by the Company or as is otherwise required by applicable law. 
 The
Program shall be interpreted in accordance with California law without reference to conflicts of law principles.

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