Document:

2007 1H InfoSpace Executive Financial Performance Incentive Plan

 EXHIBIT 10.1 
  

			
	

	  	 2007 Executive Financial
 Performance Incentive Plan

 This plan document outlines the 2007 1H InfoSpace Executive Financial Performance Incentive Plan (“the
Plan”). Each participant will also receive a personal confirmation letter. 
 PLAN OBJECTIVES 
  

	 	•	 	Align the compensation of executive management to key financial drivers. 

  

	 	•	 	Provide variable pay opportunities and targeted total cash compensation that is competitive within our labor markets. 

  

	 	•	 	Increase the competitiveness of executive pay without increasing fixed costs, making bonus payments contingent upon organizational and individual success. 

 

	 	•	 	Create internal consistency and standard guidelines among the executive peer group. 

 EFFECTIVE DATE 
 The Plan is effective on January 1, 2007. However, the Plan may be changed at any time at
the sole discretion of the Compensation Committee of the Board of Directors. 
 PARTICIPATION ELIGIBILITY 
 The eligible positions for 2007 will be: 
  

	 	•	 	CEO 

  

	 	•	 	CFO 

  

	 	•	 	SVP and General Counsel 

  

	 	•	 	EVP, Online 

  

	 	•	 	EVP, Mobile 

  

	 	•	 	SVP, Corporate Development 

 If the executive leadership team changes
composition, any additions will be recommended by the CEO and approved by the Compensation Committee. 
 PERFORMANCE PERIODS 
 The CEO, CFO and General Counsel will be paid annually. The remaining executives will be paid semi-annually. 
 BONUS TARGETS 
 The participant’s annual bonus target will
be between 75%-125% of annual base salary. The bonus target will be determined at the Compensation Committee’s discretion based on a combination of factors including current-year operating plan challenges and risks, market pay competitiveness,
and the past performance of the incumbent. The bonus target will also be set in accordance with the participant’s employment agreement. 
 PLAN
DESIGN 
 The Plan will have the following financial bonus components with the associated weightings, measurement periods, payment scales, and bonus
achievement percentages: 
  

										
	 Bonus Component
	  	Weighting	 	 	Measurement
Period	  	Bonus Payment Scale	  	Bonus
Achievement
Percentage
	 Revenue
	  	35	%	 	Quarterly	  	Financial Performance	  	0% - 150%
	 EBITDA
	  	65	%	 	Quarterly	  	Financial Performance	  	0% - 150%

  

 Page 1 of 3 

 2007 Executive Financial Performance Incentive Plan 
 Revenue and EBITDA Financial Performance Bonuses 
 The CEO, CFO, General Counsel, and the SVP of Corporate
Development will have worldwide Revenue and EBITDA targets. 
 The EVPs will have business-unit specific Revenue and EBITDA targets. 
 The bonus plan financial targets will match the 2007 operating plan targets approved by the Board of Directors in December 2006. 
 For 1H 2007, the bonus payment scale below will be used to calculate the revenue and EBITDA bonuses on a quarterly basis. 
 Financial Performance Bonus Payment Scale 
  

					
	 Performance Level
	  	Revenue or EBITDA
Performance vs. Target	 	Bonus Achievement
Percentage
	 Below Threshold
	  	0% - 89%	 	0%
	 Threshold
	  	90% - 94%	 	50%
		  	95% - 99%	 	80%
	 Target
	  	100% - 114%	 	100% - 114%
	 Acceleration
	  	115%	 	120%
		  	116% - 145%	 	121% - 150%
	 Maximum
	  	> 145%	 	150%

  

	 	•	 	Rounding. Performance results will be rounded up to the nearest whole percentage point. For example, if the calculated performance achievement percentage is 89.1%, it will be
rounded up to 90%. 

  

	 	•	 	Performance Thresholds. There will be no payout for the revenue or EBITDA component if the financial target is not at least 90% achieved. However, if the threshold for one
financial target is not achieved, a bonus may still be earned on the other financial component, provided performance for that measure exceeds the 90% threshold. 

  

	 	•	 	Acceleration. For each whole percentage point of performance that exceeds 115% of target, the bonus achievement percentage will be 5% above the performance percentage, up to
a maximum of 150%. 

 Financial bonus amounts will be calculated and accrued on a quarterly basis, but final bonus payment amounts will be
determined on a semi-annual basis. Actual bonus payments will be made in accordance with the performance periods on page one. 
 Individual
Performance: MBO Achievement 
 Executives must achieve individual performance objectives (MBOs) to receive full bonus payments. Each executive will
have 3-5 MBOs tied to bonus eligibility within each six-month performance period. The Compensation Committee will review and approve the MBOs for each executive at the beginning of the performance period. 
  

	 	•	 	If an executive does not achieve at least 50% of his or her written MBOs, he or she will not earn a bonus payment for the period. 

  

	 	•	 	If an executive achieves more than 50%, but less than 100% of the written MBOs, the CEO may reduce the financial bonus payout accordingly. The CEO has discretion to reduce the bonus
by 5-50% to reflect his assessment of the individual’s performance shortfall. 

 EMPLOYMENT REQUIREMENTS 
 In order to be eligible for a bonus payment under the Plan, participants must be employed for the entire performance period. 
  

 Page 2 of 3 

 2007 Executive Financial Performance Incentive Plan 
 If an executive resigns on good terms, exercises termination for good reason, or takes an approved leave of absence during the performance period, the CEO has the discretion to recommend to the Compensation Committee
to pay a partial bonus if the executive worked a significant portion of a performance period and achieved the majority of the MBO’s, subject to the terms of any written employment agreement. 
 For executives who join the company after the beginning of a performance period but before the last 60 days of it, he or she may be eligible for pro-rated participation
at the sole discretion of the CEO. 
 APPROVAL 
 All bonus payments made to executives will be submitted to the Compensation Committee for final approval. The Compensation Committee may adjust the final bonus amount as it deems appropriate. The Committee has complete discretion to adjust
bonus awards to reflect changes in the industry, company, the executive’s job duties or performance, or any other circumstance the Committee determines should impact bonus awards. 
  

 Page 3 of 3Form of Amendment No. 1 to Employment Agreement

 Exhibit 10.2 
 AMENDMENT NO. 1 TO EMPLOYMENT AGREEMENT 
 This Amendment No. 1 (this “Amendment”) to the
Employment Agreement dated as of                     , 200X (the “Employment Agreement”), between InfoSpace, Inc., a Delaware
corporation (the “Company”) and                                 
(“Employee”), is made as of this          day of                     ,
200   by and between the Company and Employee. Capitalized terms used herein and not otherwise defined are used as defined in the Employment Agreement. 
 WHEREAS, the Company and the Employee desire to amend the Employment Agreement as provided herein; 
 NOW
THEREFORE, in consideration of the mutual covenants herein contained, the continuing employment of the Employee by the Company, and other good and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, the parties
agree as follows: 
  

	 	1.	Amendment to Section 6(b)(iv) of the Employment Agreement. Section 6(b)(iv) is amended and restated in its entirety to read as follows: 

 “(iv) Fifty percent (50%) of the Employee’s then unvested stock options shall immediately vest and become exercisable and Employee shall
have twelve (12) months following the Termination Date to exercise such vested shares and fifty percent (50%) of the Employee’s then unvested restricted stock units (RSUs) shall immediately vest; provided, however, that in the
event of a conflict between the terms and conditions of any such stock option agreement or Notice of Grant of Restricted Stock Units and Restricted Stock Unit Agreement, as the case may be, and this Agreement, the terms and conditions of this
Agreement shall prevail unless the conflicting provision(s) in any such stock option agreement or Notice of Grant of Restricted Stock Units and Restricted Stock Unit Agreement, as the case may be, shall be more favorable to Employee in which case
the provision(s) more favorable to Employee shall govern; provided further, however, that notwithstanding the foregoing in no event shall the extended twelve (12) month exercise period specified in this Section 6(b)(iv) modify or
extend the Expiration Date of any stock option as set forth in such stock option agreement.” 
  

	 	2.	Effect on the Employment Agreement. Except as specifically set forth herein, the Employment Agreement shall not be otherwise amended but shall remain in full force and
effect, subject to the terms thereof. 

  

	 	3.	Counterparts. This Amendment may be executed in counterparts, each of which shall be deemed an original but all of which together will constitute one and the same instrument.

 IN WITNESS WHEREOF, the parties hereto have caused this Amendment to be executed on the date first above written.

  

									
	INFOSPACE, INC	 		 	EMPLOYEE
					
	By:	 	  	 		 	  	 	  
	James F. Voelker	 		 		 	
	Chief Executive OfficerExhibit 10.1

                                                                 January 05 2007

Edward A. Blechschmidt
202 S. Radnor-Chester Road
Villanova,PA 19085

Dear Ed,

     This letter agreement confirms your employment as Acting Chief Executive
Officer ("CEO") of Novelis Inc. effective as of January 02 2007. As Acting CEO,
your employment with Novelis will be "at will" and, as such, may be terminated
at any time, by either you or Novelis, with or without advance notice or cause.

     While you are Acting CEO, Novelis will continue its search for a permanent
Chief Executive Officer.

     Beginning January 02 2007, and so long as you are Acting CEO:

          o    Novelis will pay you (a) a base salary of $ 65,000 per month,
               payable in accordance with the Company's normal payroll cycle,
               (b) a short term incentive plan covering the term of the
               assignment with a 0 to 200% payout potential based off the
               monthly $ 65,000 base. example: 3 month term: 3 x (0 - 200% as
               approved by the Board) x $ 65,000, and (c) a discretionary Acting
               CEO completion bonus as recommended by the Human Resources
               Committee and approved by the Board.

               Sections (b) and (c) will be based on the evaluation of quarterly
               objectives as approved by the Board, payable at the end of the
               assignment, and all three sections will be subject to all
               applicable tax and other withholdings.

          o    You will continue to receive separate compensation to which you
               would otherwise be entitled as a member of the Board;

          o    Novelis will reimburse you for all reasonable business expenses
               incurred in accordance with its customary policies;

          o    You will not be eligible to participate in the Company's employee
               benefit plans.

          o    Due to the temporary status of your employment, you will not be
               entitled to any separation or severance-related pay following
               your termination of employment as Acting CEO.

     Please acknowledge acceptance of the foregoing by executing the letter
below and returning it to my attention. Please retain a copy for your records.

                                         Sincerely,

                                         /s/ Clarence J. Chandran 1/16/07
                                         --------------------------------------
                                         Clarence J. Chandran
                                         Chair of the Human Resources Committee
                                         of the Board of Directors

Acceptance:  /s/ Ed Blechschmidt                1/5/07
Ed Blechschmidt                                 Date

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