Document:

Fiscal 2005 Executive Incentive Compensation Program

 Exhibit 10.16 
 PLAN DOCUMENT 
 Executive Incentive Compensation Program 
 Fiscal Year 2005 
  

	1.0	Intent 

 The intention of the Executive Incentive
Compensation Program for Fiscal Year 2005 is to provide incentives to eligible Exar Corporation executives for achieving or surpassing established revenue and pre-tax profit goals derived from the FY 2005 Financial Plan. (see Attachment 1, FY 2005
Financial Plan). 
  

	2.0	Management Participant Qualifications 

  

	 	2.1	Direct participation is limited to a small group of executives who have an important influence on the operation, profits, and future of Exar. Generally, only the corporate officers
and the directors of major staff or line functions may be eligible. 

  

	 	2.2	Participation shall be recommended by the President/CEO and is subject to concurrence by the Compensation Committee of the Board of Directors. 

  

	 	2.3	An invitation to participate and the information divulged in connection with the program must be considered private and not be discussed with others. 

  

	3.0	Funding of the Incentive Plan Pool 

  

	 	3.1	General: 

 The Incentive Plan Pool will be funded upon
achievement of certain revenue and pre-tax profit goals. The pre-tax profit goal must be met at the pre-established threshold levels before any pool funding takes place. Further, this plan will not be funded unless there is funding and payout for
the Fiscal Year 2005 Key Employee Incentive Program. 
  

	 	3.2	Calculation for Pool Funding 

 The size of the executive
pool is the sum of the fiscal year 2005 annual base salary of the participants times their respective target award percentages. The pool size will be modified according to the actual revenue and profit performance levels compared to the approved
financial plan for fiscal year 2005. Use the table in Attachment 2 to determine the pool size. For example, if the actual revenue level were [***], the pool for revenue achievement would be $560K. If the pre-tax profit were [***], the pool for the
pre-tax profit achievement would be $530K. The total pool would be $1.090M ($560K + $530K). (See Attachment 3 for example). 
  

	***	Confidential treatment requested pursuant to a request for confidential treatment filed with the Securities and Exchange Commission. Omitted portions have been filed separately with
the Commission. 

	 	3.3	Calculation for Individual Payout 

 The individual payout
is determined by factoring one’s actual FY’05 base salary, individual target award percentage, actual corporate revenue and pre-tax profit results, and personal performance factors. (See Attachment 3 for example of individual calculation).

  

	4.0	Rules 

  

	 	4.1	Pre-tax profits or revenues generated by “creative accounting” or by system changes will be excluded for purposes of this program. 

  

	 	4.2	In calculating incentive compensation, “salary” will be the total base compensation for the fiscal year, excluding any incentive pay, bonus payments, auto allowance, etc.

  

	 	4.3.	It is recognized that certain unforeseen events or inequities could develop in the plan as established. Consideration will be given to unusual circumstances. Such consideration may
be given by the Compensation Committee and the Committee’s decision will be final. 

  

	 	4.4	Payments will be made in accordance with the final annual statements as audited by the Company’s independent Certified Public Accountants. Amounts earned should be paid prior
to June 15. 

  

	 	4.5	In order to remove any deterrent to a “Purchase Acquisition”, the write-off of in-process R&D will be added back to profits for calculation of pre-tax profit.

  

	 	4.6	The Compensation Committee determines the target award for participants. 

  

	 	4.7	The program is to be in force for FY2005, and only those who are in the employ of the company and still a member of the eligible executive group through the date of payout will
qualify for payments. 

  

	 	4.8	As business conditions, participants’ position, or the corporation’s needs change, the Compensation Committee reserves the right to modify or cancel at any time with prior
notice this Incentive Program, and participants should not presume continued participation in an Incentive Program. 

  

					
	Attachments:	  	1.	  	FY2005 Approved Financial Plan
			
		  	2.	  	FY2005 Incentive Pool Funding Matrices
			
		  	3.	  	Example of Individual Calculation/Formula for Payment

 Attachment 1 
 [***] 
  

	***	Confidential treatment requested pursuant to a request for confidential treatment filed with the Securities and Exchange Commission. Omitted portions have been filed separately with
the Commission. 

 Attachment 2 
 FY’05 EXECUTIVE INCENTIVE COMPENSATION PROGRAM 
 Incentive Pool Funding Matrix – Pre Tax
Profit 
 Total Estimated Pool @ Target $1.3M 
 Pre-Tax Profit 
  

											
	 	  	% of Target	 	 	$M	 	 Pool Funding
 Factor (%)
	 	 	 Pool
 ($000)

	 Threshold
	  	45.2	%	 	[***]	 	3.85	%	 	50.0
		  	65.3	%	 	[***]	 	6.15	%	 	80.0
		  	67.1	%	 	[***]	 	8.46	%	 	110.0
		  	68.9	%	 	[***]	 	10.77	%	 	140.0
		  	70.8	%	 	[***]	 	13.08	%	 	170.0
		  	72.6	%	 	[***]	 	15.38	%	 	200.0
		  	74.4	%	 	[***]	 	17.69	%	 	230.0
		  	76.3	%	 	[***]	 	20.00	%	 	260.0
		  	78.1	%	 	[***]	 	22.31	%	 	290.0
		  	79.9	%	 	[***]	 	24.62	%	 	320.0
		  	81.7	%	 	[***]	 	26.92	%	 	350.0
		  	83.6	%	 	[***]	 	29.23	%	 	380.0
		  	85.4	%	 	[***]	 	31.54	%	 	410.0
		  	87.2	%	 	[***]	 	33.85	%	 	440.0
		  	89.0	%	 	[***]	 	36.15	%	 	470.0
		  	90.9	%	 	[***]	 	38.46	%	 	500.0
		  	92.7	%	 	[***]	 	40.77	%	 	530.0
		  	94.5	%	 	[***]	 	43.08	%	 	560.0
		  	96.3	%	 	[***]	 	45.38	%	 	590.0
		  	98.2	%	 	[***]	 	47.69	%	 	620.0
	 Target
	  	100.0	%	 	[***]	 	50.00	%	 	650.0
		  	101.3	%	 	[***]	 	54.00	%	 	702.0
		  	102.7	%	 	[***]	 	58.00	%	 	754.0
		  	104.0	%	 	[***]	 	62.00	%	 	806.0
		  	105.3	%	 	[***]	 	66.00	%	 	858.0
		  	106.6	%	 	[***]	 	70.00	%	 	910.0
		  	108.0	%	 	[***]	 	74.00	%	 	962.0
		  	109.3	%	 	[***]	 	78.00	%	 	1014.0
		  	110.6	%	 	[***]	 	82.00	%	 	1066.0
		  	112.0	%	 	[***]	 	86.00	%	 	1118.0
		  	113.3	%	 	[***]	 	90.00	%	 	1170.0
		  	114.6	%	 	[***]	 	94.00	%	 	1222.0
		  	115.9	%	 	[***]	 	98.00	%	 	1274.0
		  	117.3	%	 	[***]	 	102.00	%	 	1326.0
		  	118.6	%	 	[***]	 	106.00	%	 	1378.0
		  	119.9	%	 	[***]	 	110.00	%	 	1430.0
		  	121.3	%	 	[***]	 	114.00	%	 	1482.0
		  	122.6	%	 	[***]	 	118.00	%	 	1534.0
		  	123.9	%	 	[***]	 	122.00	%	 	1586.0
		  	125.2	%	 	[***]	 	126.00	%	 	1638.0
		  	126.6	%	 	[***]	 	130.00	%	 	1690.0
		  	127.9	%	 	[***]	 	134.00	%	 	1742.0
	 Outstanding
	  	143.8	%	 	[***]	 	138.00	%	 	1794.0

	***	Confidential treatment requested pursuant to a request for confidential treatment filed with the Securities and Exchange Commission. Omitted portions have been filed separately with
the Commission. 

 Attachment 2 
 FY’05 EXECUTIVE INCENTIVE COMPENSATION PROGRAM 
 Incentive Pool Funding Matrix – Revenue

 Total Estimated Pool @ Target $1.3M 
 Revenue 
  

											
	 	  	% of Target	 	 	$M	 	Pool Funding
Factor (%)	 	 	Pool
($000)
	 Threshold
	  	82.8	%	 	[***]	 	3.85	%	 	50.0
		  	83.7	%	 	[***]	 	6.15	%	 	80.0
		  	84.5	%	 	[***]	 	8.46	%	 	110.0
		  	85.4	%	 	[***]	 	10.77	%	 	140.0
		  	86.2	%	 	[***]	 	13.08	%	 	170.0
		  	87.1	%	 	[***]	 	15.38	%	 	200.0
		  	88.0	%	 	[***]	 	17.69	%	 	230.0
		  	88.8	%	 	[***]	 	20.00	%	 	260.0
		  	89.7	%	 	[***]	 	22.31	%	 	290.0
		  	90.5	%	 	[***]	 	24.62	%	 	320.0
		  	91.4	%	 	[***]	 	26.92	%	 	350.0
		  	92.3	%	 	[***]	 	29.23	%	 	380.0
		  	93.1	%	 	[***]	 	31.54	%	 	410.0
		  	94.0	%	 	[***]	 	33.85	%	 	440.0
		  	94.8	%	 	[***]	 	36.15	%	 	470.0
		  	95.7	%	 	[***]	 	38.46	%	 	500.0
		  	96.6	%	 	[***]	 	40.77	%	 	530.0
		  	97.4	%	 	[***]	 	43.08	%	 	560.0
		  	98.3	%	 	[***]	 	45.38	%	 	590.0
		  	99.1	%	 	[***]	 	47.69	%	 	620.0
	 Target
	  	100.0	%	 	[***]	 	50.00	%	 	650.0
		  	100.9	%	 	[***]	 	56.29	%	 	731.7
		  	101.8	%	 	[***]	 	62.57	%	 	813.4
		  	102.8	%	 	[***]	 	68.86	%	 	895.1
		  	103.7	%	 	[***]	 	75.14	%	 	976.9
		  	104.6	%	 	[***]	 	81.43	%	 	1058.6
		  	105.5	%	 	[***]	 	87.71	%	 	1140.3
		  	106.5	%	 	[***]	 	94.00	%	 	1222.0
		  	107.4	%	 	[***]	 	100.29	%	 	1303.7
		  	108.3	%	 	[***]	 	106.57	%	 	1385.4
		  	109.2	%	 	[***]	 	112.86	%	 	1467.1
		  	110.1	%	 	[***]	 	119.14	%	 	1548.9
		  	111.1	%	 	[***]	 	125.43	%	 	1630.6
		  	112.0	%	 	[***]	 	131.71	%	 	1712.3
	 Outstanding
	  	112.9	%	 	[***]	 	138.00	%	 	1794.0

	***	Confidential treatment requested pursuant to a request for confidential treatment filed with the Securities and Exchange Commission. Omitted portions have been filed separately with
the Commission. 

 Attachment 3 
 Example 
 Example:  
 Executive 
  

					
	 Base Salary
	 	:	  	200K
			
	 Target Award (T.A.)
	 	:	  	40% ($80K)
			
	 Max Award
	 	:	  	100% ($200K)
			
	 Individual Performance Factor (MBO’s)
	 	:	  	[***]

 Corporate Results: 
  

											
	 	  	 	  	 	 	 % of
 Target
	 	 	 Pool
 Funding %
	 
	 a.
	  	Revenue Achievement	  	[***]	 	97.4	%	 	43.1	%
	 b.
	  	Profit Achievement	  	[***]	 	92.7	%	 	40.7	%
		  		  		 			 	 	 
		  	Corporate Modifier (sum of a, b Pool Funding)	  		 			 	83.8	%

 Formula: 
  

																	
	$200K	 	X	 	.40	 	X	 	0.838	 	X	 	[***]	 	=	 	[***]
									
	é	 		 	é	 		 	é	 		 	é	 		 	é
									
	Base
Salary	 		 	Target
Award	 		 	Corp.
Modif.	 		 	Indiv.
Perf.
Modif.	 		 	Prelimary
Payout
Calculation

 Available Executive Pool 
  

							
	 @ Target
	  	=	  	$	1.30M	 
	 Corp. Performance
	  	=	  	 	83.8	%
	 Final Pool (from Attachment 2)
	  	=	  	$	1.09M	 
	 Rev. $560,000
	  		  			
	 PBT $530,000
	  		  			

 If the sum of the preliminary payout calculations for all participants exceeds the final pool,
participant payouts are reduced proportionately. 
  

	***	Confidential treatment requested pursuant to a request for confidential treatment filed with the Securities and Exchange Commission. Omitted portions have been filed separately with
the Commission.Fiscal 2005 Key Employee Incentive Compensation Program

 Exhibit 10.17 
 PLAN DOCUMENT 
 Key Employee Incentive Compensation Program 
 Fiscal Year 2005 
 Contents

  

			
	 A.     Purpose
	  	1
		
	 B.     Effective Dates
	  	1
		
	 C.     Plan Changes
	  	1
		
	 D.     Plan Administration
	  	1
		
	 E.     Participation
	  	1
		
	 F.      Overall Plan Concepts
	  	2
		
	 G.     Procedure
	  	2
		
	 H.     Method Of Calculation
	  	3
		
	 I.       Changes In Status
	  	4
		
	 J.      Interpretation Of Plan Terms
	  	4

  
 Attachments: 
  

	 	1.	Fiscal Year 2005 Incentive Pool Funding Matrices 

  

	 	2.	Letter Acknowledging Participation 

	A.	Purpose 

 The purpose of the Key Employee Incentive
Compensation Program is to encourage and reward performance which contributes to the company’s success. Financial incentives which complement base salary will be awarded to participants in the plan for achieving corporate and personal
objectives. 
  

	B.	Effective Date 

 The period April 1, 2004
through March 31, 2005 is considered the “Plan Year” and will be used for purposes of determining performance achievement and for payout calculations. 
  

	C.	Plan Changes 

 The Company, at its sole discretion
through the Board of Directors, may amend, alter, or cancel this Key Employee Incentive Compensation Program at any time. 
  

	D.	Plan Administration 

 The Key Employee Incentive
Compensation Program will be administered by the Plan Committee consisting of the President/CEO, the Executive Vice President/CFO, and the Executive Vice President/COO with the staff support of the Human Resources Director. The role of the Plan
Committee is to interpret the provisions and intent of the plan, evaluate and determine eligibility and measurement criteria, assess performance results, amend and modify the plan administration, and communicate the Plan provisions to participants,
as necessary. The President/CEO will approve the final recommendations to be submitted for Board of Directors’ approval. 
  

	E.	Participation 

 Eligibility in the annual incentive
plan is determined by the recommendations of senior management and the approval of the President/CEO and the Board of Directors. 
  

	 	1.	New Hires 

  

	 	(a)	New employees hired after the beginning of the plan year who are approved as participants will have prorated incentive awards. 

  

	 	(b)	New employees hired in the final quarter (January 1 - March 31) of the plan year are not eligible to participate for that plan year. 

  

 1 

	 	2.	Since this is an annual plan, participation is established annually. Participants in previous year(s) are not automatically included in subsequent years. A number of factors
may change from year to year, such as: business conditions, individual employee contribution, criticality of certain positions, etc. 

  

	 	3.	Inclusion in the plan does not constitute a guarantee of employment or specific earnings. 

  

	F.	Overall Plan Concepts 

  

	 	1.	Incentive Pool: The pre-tax profit threshold must be achieved before any funding of the incentive pool takes place. The total amount of the pool is determined by the level of
achievement of both pre-tax profit and revenue goals. Refer to Attachment 1, FY 2005 Incentive Pool Funding Matrices. 

  

	 	2.	Incentive Payout: Payout occurs when the pool is funded, when Corporate objectives are satisfactorily met and when personal performance is satisfactory.

  

	 	3.	Incentive Amount: Individual payments are expressed as a percent of the participant’s annual base pay as of April 15, 2004 of the current Plan Year.

  

	 	4.	Target Incentive Award: Participants selected for participation in the plan will be assigned to one of several target incentive award categories. The higher the level of
importance of the position to the success of the company, the higher the percentage of target incentive award. 

 For Example:

 Assume the participant is approved for a target incentive award of 15%, and the pre-tax target and individual personal targets are
met at exactly 100%, then the participant’s performance incentive will be 15% of his/her annual base salary (as of April 15, 2004 of the current Plan Year). If the target is not met at 100%, but within the threshold of the target, the
payout will be reduced. If the target and the individual performance are exceeded to the outstanding level the payout could reach 150% of target award. 
  

	G.	Procedure 

 The employee selected for inclusion in
this Key Employee Incentive Compensation Program will be notified in writing and provided a copy of the corporate pre-tax profit target and revenue target. Any changes in the plan or the measurement criteria must be approved in writing by the
President/CEO and the Board of Directors. 
  

 2 

 Payment will be subject to all required federal, state and local withholding. 
 Payment, when earned, will be made as soon as administratively possible, generally not later than 75 days after the end of the plan year. 
  

	H.	Method of Calculation 

  

	 	1.	Essential Elements of Calculation 

  

	 	(a)	Incentive Pool Funding: The pool is funded when the corporate pre-tax profit threshold is met. If the profit is below the established threshold, the pool will not be
funded. If the profit and revenue objectives are met just at threshold, the pool will be funded at 6.9%. If the objectives are met at 100%, the pool will be funded at 100%. If the objectives are exceeded to the outstanding level, the pool
will be funded at 150%. 

  

	 	(b)	Personal Contribution Modifier: Each participant’s payout can be modified based on individual contribution to Exar’s success. The personal objectives are related to
the participant’s critical job responsibilities and are linked directly to departmental or corporate objectives. The payout can be modified (increased/decreased) based on appraisal by appropriate managers and approved by the President/CEO and
by the Board. 

  

	 	2.	Examples 

  

															
	 	  	 	 	 	Example 1	 	 	 	 	 	Example 2	 
	 Employee’s annual base salary (4/15/04)
	  			 	$	110,000	 	 			 	$	80,000	 
					
	 Target Incentive Award
	  	20	%	 	 	(22,000	)	 	15	%	 	 	(12,000	)
					
	 Pre-Tax Profit [***]
	  			 	 	40.69	%	 			 	 	40.69	%
	 Revenue [***]
	  			 	 	43.02	%	 			 	 	43.02	%
		  			 	 	 	 	 			 	 	 	 
	 Combined Pool Funding Factor
	  			 	 	83.71	%	 			 	 	83.71	%
					
	 Personal Contribution Modifier
	  			 	 	[***]	 	 			 	 	[***]	 

	***	Confidential treatment requested pursuant to a request for confidential treatment filed with the Securities and Exchange Commission. Omitted portions have been filed separately with
the Commission. 

  

 3 

													
	 Corp
	  	Personal	  	 Total Indiv.
 Award
 Modifier
	  	 	  	 Target
 Incentive
 Award
	  	 	  	 Incentive
 Payment

	 Example 1:
	  		  		  		  		  		  	
							
	 83.71% X
	  	[***]	  	[***]	  	X	  	$22,000	  	=	  	[***]
							
	 Example 2:
	  		  		  		  		  		  	
							
	 83.71% X
	  	[***]	  	[***]	  	X	  	$12,000	  	=	  	[***]

  

	I.	Changes In Status 

  

	 	1.	Participants who give notice of termination or who terminate employment, voluntarily or involuntarily, prior to the date of payout are not eligible for payment.

  

	 	2.	Participants who retire or become totally disabled during the plan year will receive the eligible award payment on a prorated basis. 

  

	 	3.	If a participant dies during the plan year the employee’s beneficiary will receive the entire eligible payment. 

  

	 	4.	Employees who, during the plan year, are promoted to incentive eligible positions and are approved by the President/CEO for inclusion in the Plan may receive payments on a prorated
basis. Employees promoted into incentive eligible positions in the last quarter of the plan year are not eligible in that year. 

  

	 	5.	Rehired employees who were previously eligible as a participant in this Plan must be approved as any other new participant. 

  

	J.	Interpretation of Plan Terms 

 The Plan Committee,
with the approval of the Board of Directors, is responsible for the interpretation of this plan. Any resolution or dispute regarding, eligibility, determination of procedures, measurements, or awards is the sole responsibility of the Plan Committee
with Board of Directors’ approval. 
  

	***	Confidential treatment requested pursuant to a request for confidential treatment filed with the Securities and Exchange Commission. Omitted portions have been filed separately with
the Commission. 

  

 4 

 Attachment 1 
 FY’05 Key Employee Incentive Compensation Program 
 Incentive Pool Funding Matrix – Pre
Tax Profit 
 Total Estimated Pool @ Target $2.5M 
 Pre-Tax Profit 
  

											
	 	  	% of Target	 	 	$M	 	 Pool Funding
 Factor (%)
	 	 	 Pool
 ($000)

	 Threshold
	  	57.1	%	 	[***]	 	3.45	%	 	86.3
		  	59.2	%	 	[***]	 	5.78	%	 	144.4
		  	61.4	%	 	[***]	 	8.11	%	 	202.6
		  	63.5	%	 	[***]	 	10.43	%	 	260.8
		  	65.7	%	 	[***]	 	12.76	%	 	319.0
		  	67.8	%	 	[***]	 	15.09	%	 	377.2
		  	70.0	%	 	[***]	 	17.42	%	 	435.4
		  	72.1	%	 	[***]	 	19.74	%	 	493.6
		  	74.2	%	 	[***]	 	22.07	%	 	551.8
		  	76.4	%	 	[***]	 	24.40	%	 	609.9
		  	78.5	%	 	[***]	 	26.73	%	 	668.1
		  	80.7	%	 	[***]	 	29.05	%	 	726.3
		  	82.8	%	 	[***]	 	31.38	%	 	784.5
		  	85.0	%	 	[***]	 	33.71	%	 	842.7
		  	87.1	%	 	[***]	 	36.04	%	 	900.9
		  	89.3	%	 	[***]	 	38.36	%	 	959.1
		  	91.4	%	 	[***]	 	40.69	%	 	1017.3
		  	93.6	%	 	[***]	 	43.02	%	 	1075.4
		  	95.7	%	 	[***]	 	45.35	%	 	1133.6
		  	97.9	%	 	[***]	 	47.67	%	 	1191.8
	 Target
	  	100.0	%	 	[***]	 	50.00	%	 	1250.0
		  	101.3	%	 	[***]	 	51.14	%	 	1278.4
		  	102.7	%	 	[***]	 	52.27	%	 	1306.8
		  	104.0	%	 	[***]	 	53.41	%	 	1335.2
		  	105.3	%	 	[***]	 	54.55	%	 	1363.6
		  	106.6	%	 	[***]	 	55.68	%	 	1392.0
		  	108.0	%	 	[***]	 	56.82	%	 	1420.5
		  	109.3	%	 	[***]	 	57.95	%	 	1448.9
		  	110.6	%	 	[***]	 	59.09	%	 	1477.3
		  	112.0	%	 	[***]	 	60.23	%	 	1505.7
		  	113.3	%	 	[***]	 	61.36	%	 	1534.1
		  	114.6	%	 	[***]	 	62.50	%	 	1562.5
		  	115.9	%	 	[***]	 	63.64	%	 	1590.9
		  	117.3	%	 	[***]	 	64.77	%	 	1619.3
		  	118.6	%	 	[***]	 	65.91	%	 	1647.7
		  	119.9	%	 	[***]	 	67.05	%	 	1676.1
		  	121.3	%	 	[***]	 	68.18	%	 	1704.5
		  	122.6	%	 	[***]	 	69.32	%	 	1733.0
		  	123.9	%	 	[***]	 	70.45	%	 	1761.4
		  	125.2	%	 	[***]	 	71.59	%	 	1789.8
		  	126.6	%	 	[***]	 	72.73	%	 	1818.2
		  	127.9	%	 	[***]	 	73.86	%	 	1846.6
	 Outstanding
	  	129.2	%	 	[***]	 	75.00	%	 	1875.0

	***	Confidential treatment requested pursuant to a request for confidential treatment filed with the Securities and Exchange Commission. Omitted portions have been filed separately with
the Commission. 

 Attachment 1 
 FY’05 Key Employee Incentive Compensation Program 
 Incentive Pool Funding Matrix –
Revenue 
 Total Estimated Pool @ Target $2.5M 
 Revenue 
  

											
	 	  	% of Target	 	 	$M	  	 Pool Funding
 Factor (%)
	 	 	 Pool
 ($000)

	 Threshold
	  	79.6	%	 	[***]	  	3.45	%	 	86.3
		  	80.6	%	 	[***]	  	5.78	%	 	144.4
		  	81.6	%	 	[***]	  	8.11	%	 	202.6
		  	82.6	%	 	[***]	  	10.43	%	 	260.8
		  	83.7	%	 	[***]	  	12.76	%	 	319.0
		  	84.7	%	 	[***]	  	15.09	%	 	377.2
		  	85.7	%	 	[***]	  	17.42	%	 	435.4
		  	86.7	%	 	[***]	  	19.74	%	 	493.6
		  	87.7	%	 	[***]	  	22.07	%	 	551.8
		  	88.8	%	 	[***]	  	24.40	%	 	609.9
		  	89.8	%	 	[***]	  	26.73	%	 	668.1
		  	90.8	%	 	[***]	  	29.05	%	 	726.3
		  	91.8	%	 	[***]	  	31.38	%	 	784.5
		  	92.8	%	 	[***]	  	33.71	%	 	842.7
		  	93.9	%	 	[***]	  	36.04	%	 	900.9
		  	94.9	%	 	[***]	  	38.36	%	 	959.1
		  	95.9	%	 	[***]	  	40.69	%	 	1017.3
		  	96.9	%	 	[***]	  	43.02	%	 	1075.4
		  	98.0	%	 	[***]	  	45.35	%	 	1133.6
		  	99.0	%	 	[***]	  	47.67	%	 	1191.8
	 Target
	  	100.0	%	 	[***]	  	50.00	%	 	1250.0
		  	100.9	%	 	[***]	  	51.79	%	 	1294.6
		  	101.8	%	 	[***]	  	53.57	%	 	1339.3
		  	102.8	%	 	[***]	  	55.36	%	 	1383.9
		  	103.7	%	 	[***]	  	57.14	%	 	1428.6
		  	104.6	%	 	[***]	  	58.93	%	 	1473.2
		  	105.5	%	 	[***]	  	60.71	%	 	1517.9
		  	106.5	%	 	[***]	  	62.50	%	 	1562.5
		  	107.4	%	 	[***]	  	64.29	%	 	1607.1
		  	108.3	%	 	[***]	  	66.07	%	 	1651.8
		  	109.2	%	 	[***]	  	67.86	%	 	1696.4
		  	110.1	%	 	[***]	  	69.64	%	 	1741.1
		  	111.1	%	 	[***]	  	71.43	%	 	1785.7
		  	112.0	%	 	[***]	  	73.21	%	 	1830.4
	 Outstanding
	  	112.9	%	 	[***]	  	75.00	%	 	1875.0

	***	Confidential treatment requested pursuant to a request for confidential treatment filed with the Securities and Exchange Commission. Omitted portions have been filed separately with
the Commission. 

 Attachment 2 
 I acknowledge receiving a copy of the Plan Document “Fiscal Year 2005 Key Employee Incentive Compensation Program” for the period April 1, 2004 through March 31, 2005. I have read and understand the terms of this Plan,
and also understand that this plan neither constitutes a contract of employment nor a representation as to my future earnings. The Letter of Notification and the Plan constitute the entire agreement and supersede any prior written and oral
agreements. I understand that participants are eligible for payment only when corporate and individual performance measures are met. I understand that should I terminate employment or submit notice of termination on or before the date of payout I
forfeit all rights to the payout. Further, I understand that the The Plan Committee and the Board of Directors have the sole discretionary authority for interpreting the provisions of the plan, determining eligibility, and approving any payout.

  

	
	  

	Employee Name (PLEASE PRINT)
	
	  

	Employee Signature
	
	  

	Date

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