Document:

2009 Executive Incentive Program

 Exhibit 10.1 
 

 
  
  
 2009 EXECUTIVE INCENTIVE PROGRAM 
  
  
 You have been selected to participate in the 2009 Short-Term
Incentive Program (“Incentive Program”) based on your level of responsibility within CDI. 
 The purpose of the Incentive Program is to recognize
and reward key employees in CDI who contribute to the overall financial performance of their area, business unit, and the Corporation overall. By rewarding the successful achievement of selected operating goals, CDI provides a competitive
opportunity to enrich your annual cash compensation while driving the behaviors needed to enhance Company performance. 
 Plan Administration

  

	 	•	 	 The Plan Year starts on January 1, 2009 and ends December 31, 2009. 

  

	 	•	 	 While you are a participant of this Program, you cannot participate in any other incentive program in CDI. 

  

	 	•	 	 All participants in the Executive Incentive Program must abide by and adhere to the CDI Compliance Program. Failure to do so may result in a reduction to a
participant’s incentive in addition to the disciplinary consequences as set forth in the Compliance Program. 

 Incentive Metrics

 and Weightings 
  

	 	•	 	 The 2009 Executive Incentive Program is based on strategic accomplishments, as represented by Direct Margin Dollars and Pre-Tax Profit or Contribution Margin
Dollars, as well as the achievement of Individual Quantitative Targets (formerly MBOs). 

  

	 	•	 	 For all participants the target incentive opportunity will be based on: 

  

	 	•	 	 38% Direct Margin Dollars 

  

	 	•	 	 37% Corporate Pre-Tax Profit or Business Unit/Vertical Contribution Margin Dollars 

  

	 	•	 	 25% Individual Quantitative Targets (IQTs) 

  

	    	For all participants, Direct Margin Dollars bonus payouts are capped at 100% payout until CDI achieves the Pre-Tax Profit threshold. 

  

	    	IQTs are capped at 100% payout. 

  

 1 

 Incentive Metrics 
 and Weightings, cont. 
  

	 	•	 	 Incentive awards for the achievement of the Direct Margin Dollars metric will be based on a payout scale ranging from 50% payout (threshold) at 90% goal
achievement, 100% payout (target) at 100% goal achievement, to 200% payout (maximum) at 110% or greater goal achievement. 

  

	 	•	 	 For the achievement of the Pre-Tax Profit (PTP) or Contribution Margin Dollars metric, incentive awards will be based on a payout scale ranging from 50%
payout (threshold) at 80% goal achievement, 100% payout (target) at 100% goal achievement, to 200% payout (maximum) at 115% or greater goal achievement. 

  

	 	•	 	 Any financial measure outside of Direct Margin Dollars, PTP, or Contribution Margin Dollars will be measured as an IQT. 

  

	 	•	 	 If “RONA”, Return on Net Assets, is used as an IQT, it equals the Company’s income after tax for 2009 divided by the average of the Company’s
net assets at December 31, 2008 and December 31, 2009. Net Assets are defined as total assets minus total liabilities, excluding cash, goodwill and any income tax assets or liabilities. The net assets and the after tax income of any
discontinued operations or operations held for sale are excluded from the calculation. The Company’s RONA is calculated by the Chief Financial Officer of CDI Corp. The Compensation Committee will review and consider the effect on incentive
compensation of any acquisitions (i.e., the establishment of new financial targets on a pro rata basis) and/or discontinued operations. Further, the Committee may consider out of pattern events. 

  

 2 

 Incentive Scale for 
 Direct Margin 
 Dollars 
  

			
	 Percent Metric
 Achievement
	  	 Incentive Payout
 Percentage

	 <  90%
	  	    0%
	     90%
	  	  50%
	     91%
	  	  52%
	     92%
	  	  54%
	     93%
	  	  56%
	     94%
	  	  60%
	     95%
	  	  64%
	     96%
	  	  68%
	     97%
	  	  74%
	     98%
	  	  82%
	     99%
	  	  90%
	 100%
	  	100%
	 102%
	  	118%
	 104%
	  	136%
	 106%
	  	156%
	 108%
	  	178%
	 >110%  
	  	200%

 Note – The incentive payout for in-between levels of achievement will be interpolated.

 Incentive Scale for 
 Pre-Tax Profit or

 Contribution 
 Margin Dollars 
  
  

			
	 Percent Metric
 Achievement
	  	 Incentive Payout
 Percentage

	 <80%
	  	    0%
	   80%
	  	  50%
	   82%
	  	  52%
	   84%
	  	  54%
	   86%
	  	  57%
	   88%
	  	  60%
	   90%
	  	  64%
	   92%
	  	  68%
	   94%
	  	  74%
	   96%
	  	  82%
	   98%
	  	  90%
	 100%
	  	100%
	 102%
	  	110%
	 104%
	  	120%
	 106%
	  	132%
	 108%
	  	144%
	 110%
	  	156%
	 112%
	  	170%
	 114%
	  	184%
	 >115%  
	  	200%

  

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 Note – The incentive payout for in-between levels of achievement will be
interpolated. 
 IQTs 
  

	 	•	 	 Incentive awards for the achievement of individual IQTs will be based on an assessment by the CEO (who receives recommendations from the BU or Corporate executive),
on a straight line basis, e.g. for 80% achievement the executive will receive an 80% payout, up to a maximum payout of 100% for any IQT. 

 When Will I 
 Receive My 
 Award? 

  

	 	•	 	 2009 incentive awards, if any, are scheduled for payout in 2010, after the completion of CDI’s audited financial year-end statements.

  

	 	•	 	 All incentive payments at year end are subject to review, approval, and discretionary adjustment by the Compensation Committee of CDI’s Board of Directors.

 What If I Become 
 Eligible After
the 
 Start of the Plan 
 Year? 
  

	 	•	 	 If you become eligible after the start of the Plan year, you are still eligible to participate in the Incentive Program. However, your award will be prorated for
the length of time in which you participated in the program unless specified otherwise by prior special written agreement. 

  

	 	•	 	 Proration of your incentive award depends on when you became eligible to participate. See the following chart to determine the proration formula that corresponds to
the date your eligibility started. 

  

						
	 On or before 01/31/09
	  	ð	 	  	12/12 months (no proration)
	 02/01/09 – 02/28/09
	  	ð	 	  	11/12 months
	 03/01/09 – 03/31/09
	  	ð	 	  	10/12 months
	 04/01/09 – 04/30/09
	  	ð	 	  	9/12 months
	 05/01/09 – 05/31/09
	  	ð	 	  	8/12 months
	 06/01/09 – 06/30/09
	  	ð	 	  	7/12 months
	 07/01/09 – 07/31/09
	  	ð	 	  	6/12 months
	 08/01/09 – 08/31/09
	  	ð	 	  	5/12 months
	 09/01/09 – 09/30/09
	  	ð	 	  	4/12 months
	 10/01/09 – 12/31/09
	  	ð	 	  	Discretionary *

  

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 * Management has the discretion to allocate a prorated target incentive based on months with CDI (up to
three months) for newly hired employees. Performance measures must be established and submitted to Corporate Compensation at the beginning of the employee’s tenure in order for the participant to be incentive eligible. 
  

	 	•	 	 Example 1: A newly hired employee who starts in July will be eligible to receive 6/12 (or half) of the yearly incentive. 

  

	 	•	 	 Example 2: An employee newly promoted into an executive bonus eligible position in September will be eligible to receive 4 months of the yearly target incentive
opportunity. 

 Will My 
 Target 

 Incentive or Performance Measures 
 Ever Change? 

  

	 	•	 	 The target incentive award and performance measures established for you at the beginning of the Plan Year will remain the same unless there is a significant change
in responsibility, such as a promotion to a different position. However, any salary or bonus change that occurs in the fourth quarter will not be reflected in your bonus opportunity until the following year. 

  

	 	•	 	 Changes in performance measures and incentive targets are prorated to the month the change is effective for incentive calculation purposes. This is also true of
target incentive opportunity changes as well, with the exception of any change that occurs in the fourth quarter. Fourth quarter changes will not be reflected until the following year. 

  

	 	•	 	 You will receive notice of a change in target award or performance measures after your Human Resources Executive notifies Corporate Compensation. This process
ensures accurate financial accrual, administration, and conformity to corporate compensation guidelines. 

  

 5 

 What 
 Happens 

 To My Incentive 
 Award If I Leave 
 CDI? 
  

	 	•	 	 Subject to the termination provisions below, you must be employed by CDI on the day of incentive payouts to be considered for an incentive award.

  

	 	•	 	 If you resign or are terminated by the Company for cause on or before the day of the incentive payout, you will not be eligible to receive an incentive award.

  

	 	•	 	 If your employment with the Company terminates (other than for resignation or “for cause”), you may be considered for an award at the CEO’s
discretion and with the approval of the Compensation Committee. 

  

	 	•	 	 If such an award is approved, it will be paid around the time all other incentive awards are paid. 

  

	 	•	 	 If your employment with the Company terminates due to retirement, long-term disability, or death, you will receive a prorated award according to year-end financial
statements, based on months of employment in that year. 

  
  
 If you have any questions regarding the 2009
Executive Incentive Program, 
 please contact your Human Resources Executive or 
 Corporate Compensation. 
  
  
  

 6Form of 2009 Performance-Contingent Deferred Stock Agreement

 Exhibit 10.2 
 CDI Corp. 
 PERFORMANCE-CONTINGENT DEFERRED STOCK AGREEMENT 
 1. Grant of Performance-Contingent Deferred Stock. The Company hereby grants to [name of recipient] (the “Recipient”) a target number of
[number] shares of Performance-Contingent Deferred Stock (“PCDS”), with a maximum possible payout of up to two times the target number of shares of PCDS. The maximum possible payout is dependent upon the Company’s
performance as set forth in Section 3. This Grant is subject to the terms, definitions and provisions of the Plan, which is incorporated herein by reference. In the event of a conflict between the terms of this Agreement and the Plan, the Plan
will prevail. 
 2. Definitions. 
 (a)
“Board” means the Board of Directors of CDI Corp. 
 (b) “CDI Stock” means CDI Corp. common stock, par value $.10 per
share. 
 (c) “Committee” means the Compensation Committee of the Board or its successor. 
 (d) “Company”, as the context requires, means CDI Corp., CDI Corp. and its subsidiaries, or the individual subsidiary of CDI Corp. which
employs or retains the Recipient. 
 (e) “Date of Grant” means March 19, 2009.  
 (f) “Determination Date” means the date that the calculation of Direct Margin Dollars is approved by the Committee, which is anticipated to be
shortly after the audit of the Company’s 2009 financial statements are completed. 
 (g) “Disability” means a physical, mental
or other impairment within the meaning of Section 22(e)(3) of the Internal Revenue Code of 1986, as amended. 
 (h) “Fair Market
Value” means the closing price of actual sales of CDI Stock on the New York Stock Exchange composite tape on a given date or, if there are no such sales on such date, the closing price of CDI Stock on such Exchange on the last preceding date on
which there was a sale. 
 (i) “Grant” means the grant of PCDS to the Recipient which is described in Section 1 of this
Agreement. 
 (j) “Plan” means the CDI Corp. 2004 Omnibus Stock Plan, as amended. 
 (k) “DM” means Direct Margin (or Gross Margin) Dollars, which is the calculation of net revenue minus Cost of Sales. Cost of Sales are the
charges or costs directly associated with the product or service being sold, such as material or labor that is billable to a customer. Cost of sales does not include indirect overhead costs such as rent, office or administrative expenses.

 (l) “Retirement” means the Recipient’s leaving the employ of the Company: 
  

	 	(i)	on or after the date that Recipient satisfies one of the following combinations of age and years of service with the Company: 

  

	 	•	 	 60 years of age and 20 years of service; 

  

	 	•	 	 62 years of age and 15 years of service; or 

  

	 	•	 	 65 years of age and 5 years of service; or 

  

	 	(ii)	at such earlier date as may be approved by the Committee, in its sole discretion. 

 (m) “Net Income” means net revenue minus total operating expenses, plus interest income, minus interest expense, minus tax expense. 
 3. Performance Contingency and Vesting. Shares of PCDS will be earned and then converted into an equivalent number of shares of CDI Stock (subject to vesting) depending on the Company’s achievement
of DM. The percentage of the target number of shares of PCDS which would be earned is indicated in the table in Attachment 1. The Recipient will not be entitled to receive any shares of CDI Stock with respect to shares of PCDS which have been earned
until the shares of CDI Stock have vested. Such shares of CDI Stock will vest as follows: (a) 50% on the Determination Date, and (b) 50% on the first anniversary of the Determination Date. Soon after vesting, a stock certificate (or notice
of book entry issuance by the Company’s transfer agent) representing the appropriate number of shares of CDI Stock will be delivered to the Recipient. The number of shares of CDI Stock which the Recipient will receive upon vesting shall be
decreased in accordance with Section 5 below regarding tax withholding. If the Recipient’s employment with the Company terminates for any reason prior to the Determination Date, no shares of CDI Stock will vest and such shares shall be
forfeited as of the date that Recipient’s employment with the Company terminates. If the Recipient’s employment with the Company terminates between the Determination Date and the first anniversary of the Determination Date, the Recipient
will be entitled to receive the shares of CDI Stock which vest upon the Determination Date but the shares scheduled to vest on the first anniversary date of the Determination Date shall be forfeited; provided, however, that if, between the
Determination Date and the first anniversary of the Determination Date, the Recipient’s employment with the Company terminates as a result of death, Disability or Retirement, any shares of CDI Stock scheduled to vest on the first anniversary
date of the Determination Date will become immediately vested. 
 4. Dividends. No dividends shall be paid with respect to shares of PCDS. In
lieu thereof, at such time as shares of CDI Stock are vested, the Recipient will be credited with that number of additional whole shares of CDI Stock that can be purchased (based on their Fair Market Value on the vesting date) with the sum of the
dividends that would have been paid with respect to an equal number of shares of CDI Stock between the Date of Grant and the vesting date. The number of shares of CDI Stock payable to the Recipient with respect to dividends shall be decreased in
accordance with Section 5 below regarding tax withholding. 
 5. Tax Withholding. The number of shares of CDI Stock to be delivered to the
Recipient upon vesting (including shares relating to dividends) shall be reduced by the number of shares having a Fair Market Value equal to all taxes (including, without limitation, federal, state, local or foreign income or payroll taxes) required
by law to be withheld in connection with the payout relating to 

  

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this Grant. The portion of any shares of CDI Stock withheld pursuant to the applicable tax laws shall be determined by using the Fair Market Value of CDI
Stock on the vesting date. 
 6. Nontransferablity of this Grant. The shares of PCDS may not be transferred, in whole or in part, except (a) by
will or the applicable laws of descent and distribution or (b) with the prior written approval of the Committee, to the spouse or descendant of the Recipient or a trust for the benefit of the spouse or descendants. 
 7. Stock Ownership Requirements. If the Recipient is subject to any stock ownership requirements imposed by the Company, those requirements may limit the
Recipient’s ability to sell or otherwise transfer some or all of the shares of CDI Stock which may be acquired by the Recipient in connection with this Grant. 
 8. Cancellation of PCDS and Repayment of Gains. Notwithstanding any other provision of this Agreement, if the Committee determines that the Recipient has entered into or intends to enter into competition with the Company or any of
its subsidiaries, the Committee may, in its discretion, at any time during the term of the non-competitive covenant, if any, in the employment agreement, engagement agreement, “covenants and agreements” or similar document between the
Recipient and the Company which is being violated by such competition: (a) cancel any shares of PCDS granted to the Recipient and/or (b) require the Recipient to pay to the Company an amount equal to the value derived from the CDI Stock
issued to the Recipient in connection with this Grant during the one-year period prior to the termination of the Recipient’s employment or engagement with the Company. 
 9. Compliance with Laws. All shares of CDI Stock issued hereunder to the Recipient or his personal representative shall be transferred in accordance with all applicable laws, regulations or listing requirements
of any national securities exchange, and the Company may take all actions necessary or appropriate to comply with such requirements including, without limitation, restricting (by legend or otherwise) such CDI Stock as shall be necessary or
appropriate, in the opinion of counsel for the Company, to comply with applicable federal and state securities laws, including Rule 16b-3 (or any similar rule) of the Securities and Exchange Commission, and postponing the issuance or delivery of any
shares of CDI Stock. Notwithstanding any provision in this Agreement to the contrary, the Company shall not be obligated to issue or deliver any shares of CDI Stock if such action violates any provision of any law or regulation of any governmental
authority or any national securities exchange. The Company may also condition delivery of certificates for shares of CDI Stock upon the prior receipt from the Recipient of any undertakings that it determines are required to ensure that the
certificates are being issued in compliance with federal and state securities laws. 
 10. Rights Prior to Issuance of Certificates. Neither the
Recipient nor any person to whom the Recipient’s rights shall have passed by will or by the laws of descent and distribution shall have any of the rights of a shareholder with respect to any shares of PCDS or any shares of CDI Stock issuable in
connection with the PCDS until the date of issuance to the Recipient of a certificate (or book entry issuance) for shares of CDI Stock. 
  

 3 

 11. PCDS Does Not Affect Employment Relationship. This Grant shall not confer upon the Recipient any right to
continue in the employ or service of the Company, nor interfere in any way with the right of the Company to terminate the employment of the Recipient at any time. 
 12. Interpretation. The Committee shall have the sole power to interpret this Agreement and to resolve any disputes arising hereunder. 
 13.
Acknowledgement. The Recipient acknowledges receipt of a copy of the Plan and certain information related thereto and represents that he or she is familiar with the terms and provisions thereof, and hereby accepts this Agreement subject to
all of the terms and provisions of the Plan. The Recipient has reviewed the Plan and this Agreement in their entirety, has had an opportunity to obtain the advice of independent counsel prior to executing this Agreement and fully understands all
provisions relating to this Agreement. In addition, by entering into this Agreement and accepting this Grant, the Recipient acknowledges that: (a) this Grant is a one-time benefit and does not create any contractual or other right to receive
future grants, awards or other benefits in lieu of grants; (b) the Recipient’s participation in the Plan is voluntary; (c) this Grant is not part of normal or expected compensation for any purpose, including without limitation for
calculating any benefits, severance, termination, bonuses, retirement benefits or similar payments; and (d) the future value of CDI Stock is unknown and cannot be predicted, and the Recipient is not, and will not, rely on any representation by
the Company or any of its personnel regarding the future value of CDI Stock. 
 14. Execution of this Agreement. If the Recipient does not sign and
return this Agreement, the Company is not obligated to provide the Recipient with any benefit hereunder and may refuse to issue shares of CDI Stock to the Recipient in connection with this Grant. If the Recipient receives any shares of CDI Stock in
connection with this Grant but has not signed and returned this Agreement, he or she will be deemed to have accepted and agreed to the terms set forth herein. 
  

									
	CDI CORP	 		 	RECIPIENT
					
	By:	 	/s/ Roger H. Ballou	 		 	Signature:	 	 
		 	Roger H. Ballou	 		 	Print Name:	 	 
		 	President and Chief Eecutive Officer	 		 	Date:	 	 

  

 4 

 ATTACHMENT 1 
  

			
	 DM Range (in millions)
	  	 Percentage of the target number of shares PCDS
which would be earned

	 Above Target to $
	  	Pro rata (between 0% and 20%)
	 $ to $
	  	20%
	 $ to $
	  	40%
	 $ to $
	  	60%
	 $ to $
	  	80%
	 $ to $
	  	100%
	 $ to $*
	  	120%*
	 $ to $*
	  	140%*
	 $ to $*
	  	160%*
	 $ to $*
	  	180%*
	 3$*
	  	200%*

 Note that acquisitions will be factored into the target. 
 *To earn in excess of 100% of the target number of shares, for CDI Corporate executives, the Company’s consolidated Net Income goal
must be achieved or exceeded. To earn in excess of 100% of targeted number of shares, for Business Unit Executives, the consolidated Net Income goal and applicable Business Unit Contribution Margin goal must be achieved or exceeded. 
  

 5

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