Document:

EX-10.19

 Exhibit 10.19 
 SEATTLE GENETICS, INC. 
 2013 Senior Executive Annual Bonus Plan

 This 2013 Senior Executive Annual Bonus Plan (the “Plan”) is intended to enhance stockholder value by promoting
a connection between the performance of Seattle Genetics, Inc. (the “Company”) and the compensation of senior executives of the Company and to promote retention of participating senior executives. 

1. Executives of the Company at the Vice President level and above (“Participants”) are eligible to receive annual bonuses for
2013 according to this Plan. The Plan will be administered by the Compensation Committee of the Board of Directors of the Company (the “Committee”). The Committee shall have all powers and discretion necessary to administer the Plan and to
control its operation and may delegate responsibilities to Company officers as it deems appropriate. Participants are eligible to receive bonuses based on their individual performance and the Company’s performance during 2013. A Participant who
does not demonstrate satisfactory individual performance (50% or higher), however, will not be eligible for any portion of his or her bonus, including the portion based on Company performance. 

2. Company performance shall be determined by the Committee based on the Company’s ability to meet or exceed Company goals as set
forth by the Board of Directors of the Company, which may include such factors as research, development and clinical milestones, hiring goals, strategic alliances, licensing and partnering transactions and financings. For clarification, the
Committee may determine in its sole discretion that the Company did not satisfactorily complete enough goals and in that case, the Committee may determine that no bonus shall be paid to Participants. Individual performance of the Participants shall
be reviewed and recommended to the Committee by the Head of Human Resources and the Chief Executive Officer, except for the individual performance of the Chief Executive Officer, which shall be determined by the Committee, and in all cases shall be
based on the individual Participant’s satisfactory completion of individual performance goals. 
 3. To be eligible for a
bonus, a Participant must be on the Company’s payroll prior to November 1, 2013 and must be employed by the Company as of the date of payment of the bonus. A Participant hired after commencement of the Plan Year shall be eligible for a
pro-rated bonus. A Participant who is promoted into a position with a higher bonus target will have a pro-rated bonus based on his or her time in each position and the applicable individual performance targets for such positions but calculated based
on the Participant’s annual base pay as of December 31, 2013. 
 4. A Participant who has taken an approved leave of
absence pursuant to the Company’s policies of longer than 90 calendar days during 2013 shall receive a pro-rated bonus calculated by excluding the number of days that 

 
exceed 90 calendar days during 2013 that he or she was on an approved leave of absence. For example, a person on an approved leave of absence for 100 days is eligible for a pro-rated bonus by
subtracting 10 days from the bonus calculation. 
 5. A Participant who is on an approved leave of absence on the date the bonus
payment is made will be eligible to receive a pro-rated bonus as calculated above upon the bonus payment date. 
 6. The amount
of a Participant’s bonus is based on a target percentage of such Participant’s annual base pay as of December 31, 2013. This target percentage shall be determined by the Committee at the beginning of the Plan Year on a position level basis
so that all Participants with the same position level shall have the same target percentage. The target percentage shall then be adjusted based on the Company’s performance and the individual Participant’s performance over the course of
the Plan Year to arrive at a final performance percentage. For all Participants that are not members of the Company’s Executive Committee, the final performance percentage shall be based 50% on the Company’s performance and 50% on each
Participant’s individual performance. For those Participants that are members of the Company’s Executive Committee, other than the Chief Executive Officer and the Chief Operating Officer, the final performance percentage shall be based 60%
on the Company’s performance and 40% on each Participant’s performance. The Chief Operating Officer’s final performance percentage shall be based 80% on the Company’s performance and 20% on the Participant’s performance and
the Chief Executive Officer’s final performance percentage shall be determined by the Committee in its sole discretion. The Company performance percentage and/or the individual performance percentage may exceed 100% in the event the Company or
the individual Participant exceeds expected goals, provided that neither percentage may exceed 150%. For example, assuming the Company has met 100% of its goals, a Participant, not a member of the Company’s Executive Committee, who has met 150%
of his or her individual goals, has a target percentage of 25% and has a base pay rate of $100,000 will receive a bonus of $31,250 (100% x 0.5 + 150% x 0.5 = 125%; and 125% x 25% = 31.25%; and 31.25% of Participant’s base pay rate of $100,000 =
$31,250). A Participant’s bonus may be paid in cash or stock or a combination of both at the discretion of the Committee. All determinations and decisions made by the Committee shall be final, conclusive and binding on all persons and shall be
given the maximum deference permitted by law. 
 7. This Plan is effective for the Company’s 2013 calendar year beginning
January 1, 2013 through December 31, 2013 (the “Plan Year”) and will expire automatically on December 31, 2013. Bonus payments will be made by February 15th following the end of the Plan Year. 

8. The Company shall provide a copy of this Plan to each Participant and communicate to each Participant his or her target percentage as
determined by the Committee at the beginning of the Plan Year. 
 9. This Plan supersedes all prior bonus plans or any written
or verbal representations regarding the subject matter of this Plan and is the entire understanding between the Company and the Participant regarding the subject 

  
 -2-

 
matter of this Plan. Participation in this Plan during the Plan Year will not convey any entitlement to participate in this or future plans or to the same or similar bonus payments. The Committee
may at any time amend, suspend, or terminate this Plan, including amendment of the target percentages for each Participant and amendment so as to ensure that no amount paid or to be paid hereunder shall be subject to the provisions of Section
409(a)(1)(B) of the Internal Revenue Code of 1986, as amended (the “Code”). For the avoidance of doubt, it is intended that the Plan satisfy the exemption from the application of Section 409A of the Code and the Treasury Regulations and
other guidance issued thereunder and any state law of similar effect provided under Section 1.409A-1(b)(4) of the Treasury Regulations, and the Plan shall be administered and interpreted to the greatest extent possible in compliance therewith.

 10. The Company shall withhold all applicable taxes from any bonus payment, including any federal, state and local taxes.

 11. Nothing in this Plan shall interfere with or limit in any way the right of the Company to terminate any
Participant’s employment or service at any time, with or without cause. Nothing in these guidelines should be construed as an employment agreement or an entitlement to any Participant for any incentive payment hereunder. 

12. This Plan and all awards shall be construed in accordance with and governed by the laws of the State of Washington, without regard to
its conflict of law provisions. 
 13. Payments under this Plan shall be unsecured, unfunded obligations of the Company. To the
extent a Participant has any rights under this Plan, the Participant’s rights shall be those of a general unsecured creditor of the Company. 

  
 -3-EX-10.26

 Exhibit 10.26 

 
 Executive Officer Compensation Information 

 
 The following table sets forth the annual base salaries for
2012 and 2013 for the executive officers of Seattle Genetics, Inc. (the “Company”). The table below also sets forth the bonuses awarded to the Company’s executive officers for the 2012 fiscal year under the Company’s 2012 Senior
Executive Annual Bonus Plan. The 2013 target bonuses (based on a percentage of base salary) for the Company’s executive officers under the Company’s 2013 Senior Executive Annual Bonus Plan are also set forth in the table below. 

 

																	
	 Name and Title 
	  	2012 Base Salary	 	  	2012 Bonus	 	  	2013
Base Salary	 	 	2013 Target Bonus
Percentage	 
	 Clay B. Siegall, Ph.D.

  President & Chief

  Executive Officer
	  	$	700,000	  	  	$	577,500	  	  	$	725,000	  	 	 	75	% 
	 Todd E. Simpson

  Chief Financial Officer
	  	$	371,350	  	  	$	183,818	  	  	$	399,350	  	 	 	45	% 
	 Eric L. Dobmeier

  Chief Operating Officer
	  	$	442,050	  	  	$	243,128	  	  	$	457,550	  	 	 	50	% 
	 Thomas C. Reynolds

  Former Chief Medical Officer
	  	$	432,900	  	  	$	214,286	  	  	$	432,900	(1) 	 	 	N/A	  
	 Vaughn Himes

  Executive Vice President,

  Technical Operations
	  	$	365,000	  	  	$	166,440	  	  	$	379,600	  	 	 	40	% 
	 Chris Boerner

  Senior Vice President,

  Commercial
	  	$	315,000	  	  	$	138,600	  	  	$	357,600	  	 	 	40	% 

  

	(1)	 	 Dr. Reynolds
resigned from the Company effective February 15, 2013. 

 Director Compensation Information 
  
 The following table sets forth the compensation components for non-employee members of the Company’s Board
of Directors for 2012 and 2013, including equity awards.
  

									
	 Compensation Element
	  	2012	 	  	2013	 
	 General Board Service – Cash Retainer
	  	$	40,000	  	  	$	50,000	  
	 General Board Service – Equity
	  				  			
	 Initial Grant – Number of Options
	  	 	25,000	  	  	 	12,500	  
	 Initial Grant – Number of Restricted Stock Units
	  	 	0	  	  	 	5,000	  
	 Annual Grant – Number of Shares
	  	 	17,500	  	  	 	8,750	  
	 Annual Grant – Number of Restricted Stock Units
	  	 	0	  	  	 	3,500	  
	 Chair Service – Annual Retainer
	  				  			
	 Lead Director
	  	$	12,000	  	  	$	12,000	  
	 Audit
	  	$	20,000	  	  	$	20,000	  
	 Compensation
	  	$	12,000	  	  	$	15,000	  
	 Nominating & Governance
	  	$	5,000	  	  	$	10,000	  
	 Committee Member Service – Annual Retainer
	  				  			
	 Audit
	  	$	10,000	  	  	$	10,000	  
	 Compensation
	  	$	6,000	  	  	$	8,000	  
	 Nominating & Governance
	  	$	3,000	  	  	$	5,000

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