Document:

2011 Corporate Bonus Plan

 Exhibit 10.11 
 Cadence Pharmaceuticals, Inc. 
 Bonus Plan 

Effective January 1, 2011 
 INTRODUCTION AND PURPOSE 
 The Cadence Pharmaceuticals, Inc.
(“Cadence” or the “Company”) Bonus Plan (the “Plan”) is designed to reward eligible employees for the achievement of corporate objectives, as well as measured individual objectives that are consistent with and support
the overall corporate objectives. Since cooperation between departments and employees will be required to achieve corporate objectives that represent a significant portion of the Plan, the Plan should help foster teamwork and build a cohesive
management team. 
 The Plan is designed to: 
 Encourage high performance by providing an incentive program to achieve overall corporate objectives and to enhance shareholder value. 

 

	 	•	 	 Reward those individuals who significantly impact corporate results. 

 

	 	•	 	 Encourage increased teamwork among all disciplines within Cadence. 

 

	 	•	 	 Incorporate an incentive program in the Cadence overall compensation program to help attract and retain employees. 

 

	 	•	 	 Provide an incentive for eligible employees to remain employed by Cadence through and beyond the payout of any earned bonus.

 ELIGIBILITY 
 All regular, exempt employees at the Manager level or higher are eligible to participate in the Plan. Employees are not eligible if included in a separate formal incentive plan provided by the Company. In
order to be eligible, a participant must have been in an eligible position for at least three (3) full consecutive months prior to the end of the Plan year, and the participant must remain employed through the end of the Plan year and until
awards are paid. If the participant is not employed on the date awards are paid, the participant will not have earned any bonus. If the participant has been subject to a performance improvement plan or other disciplinary procedure during the Plan
year, any award to such individual will be at the discretion of the President and CEO or the Compensation Committee. 

Change in Status During the Plan Period: 
  

	 	a.	Participants hired during the Plan year: 

  

	 	•	 	 Participants hired during the Plan year are eligible for a prorated award based the number of months employed in an eligible position.

  

	 	•	 	 Participants hired after the end of the third quarter are not eligible to participate for the plan year. 

 

	 	b.	Promotion/change in level: 

  

	 	•	 	 For promotions that occur after April 30th of the applicable Plan year but prior to October 1st of the applicable Plan year, the calculation will be prorated, based on the number of months at each bonus percentage
level. 

	 	•	 	 If the promotion occurred on or after October 1st of the applicable Plan year, the entire calculation will be based on the bonus percentage applicable prior to the
promotion. 

  

	 	c.	Transfer to a position that is included in a separate formal Incentive Plan: Awards will be pro-rated using the same discipline as outlined for promotions above
and in the formal Incentive Plan. 

  

	 	d.	Termination of employment: 

  

	 	•	 	 If a participant’s employment is terminated voluntarily prior to the date awards are paid, the participant will not be eligible to receive an
award. 

  

	 	•	 	 If a participant’s employment is terminated involuntarily prior to the date awards are paid, it will be at the absolute discretion of the Company
whether or not an award payment is made. 

  

	 	e.	Leave of Absence: Employee may be considered for a prorated award. 

 AWARD CALCULATION 
 Awards will be determined by applying a
“bonus percentage” to the participant’s base salary in effect at the end of the Plan year. While the Compensation Committee may change the bonus percentage for any Plan year, the following bonus percentages will initially be used for
this purpose: 
  

					
	 Position Title
	  	Bonus Percentage	 
	 President/CEO
	  	 	60	% 
	 EVP, SVP
	  	 	35	% 
	 VP
	  	 	30	% 
	 Senior Director
	  	 	25	% 
	 Director
	  	 	20	% 
	 Associate Director, Senior Manager
	  	 	15	% 
	 Manager
	  	 	10	% 
	 Analyst, CRA, Specialist
	  	 	8	% 
	 Executive Assistant, Coordinator
	  	 	6	% 
	 Receptionist, Dept. Asst., Acctg. Associate
	  	 	6	% 

 Corporate and Individual Performance Factors 

The President and / or CEO will present to the Compensation Committee a list of the overall corporate objectives for the applicable Plan
year, which are subject to approval by the Compensation Committee. All participants in the Plan will then develop a list of key individual objectives, which must be approved by the responsible Vice President or Senior Vice President and by the
President and / or CEO. 
 The relative weight between corporate and individual performance factors varies based on the
individual’s assigned level within the organization. The weighting may be reviewed periodically and may be adjusted for any Plan year. The weighting for the performance factors will initially be as follows: 

 

									
	 	  	Corporate	 	 	Individual	 
	 President/CEO
	  	 	100	% 	 			
	 EVP/SVP/VP
	  	 	60	% 	 	 	40	% 
	 Dir/Assoc Dir/Sr Mgr
	  	 	50	% 	 	 	50	% 
	 Manager
	  	 	40	% 	 	 	60	% 
	 Individual Contributor
	  	 	30	% 	 	 	70	% 

 Performance Award
Multiplier 
 Separate award multipliers will be established for both the corporate and the individual components of each
award. The award multiplier for the corporate component shall be determined by the Compensation Committee each Plan year, in its sole discretion. The same award multiplier for the corporate component of the award shall be used for all Plan
participants. The award multiplier for the individual component shall be determined by the responsible Vice President or Senior Vice President and by the President and / or CEO. 

While the Compensation Committee may change the award multipliers for any Plan year, the following scale will be used to determine the
actual performance award multiplier based upon the measurement of corporate and individual performance objectives. 
  

							
	 	  	 Performance Category
	  	Award Multiplier	 
	 1.
	  	 Performance for the year met or exceeded objectives or was excellent in view of prevailing conditions
	  	 	75% - 150%	  
	 2.
	  	 Performance generally met the year’s objectives or was very acceptable in view of prevailing conditions
	  	 	50% - 100%	  
	 3.
	  	 Performance for the year met some, but not all, objectives
	  	 	25% -50%	  
	 4.
	  	 Performance for the year was not acceptable in view of prevailing conditions
	  	 	0%	  

 Example 
 The example below shows a sample cash bonus award calculation under the Plan, which is determined after the end of the performance period. 

Step #1: A potential base bonus award is calculated by multiplying the employee’s base salary by their assigned level
bonus percentage. 
 Step #2: The calculated potential base bonus amount is then split between the corporate and
individual performance factors by the employee’s assigned level (per the weighting above). This calculation establishes specific potential dollar awards for the performance period based on both the individual and corporate performance factor
components. 
 Step #3: After the end of the performance period, corporate and individual award multipliers will
be established using the criteria described above. Awards are determined by multiplying the potential bonus awards in Step #2 by the actual corporate and individual award multipliers. 

 

									
	 Example:
	  	 Step # 1: Potential Bonus Award Calculation
	   
	 	
		  	 Position:
	 	 	Director	  	 	
		  	 Base salary:
	 	 	$100,000	  	 	
		  	 Target bonus percentage:
	 	 	        20%	  	 	
		  	 Potential base bonus:
	 	 	$20,000	  	 	
		
	 Step # 2:
	  	Split award target amount based on weighting of Performance Factors
		  	 Potential corporate performance bonus (50%):
	 	 	$10,000	  	 	
		  	 Potential individual performance bonus (50%):
	 	 	$10,000	  	 	
				
	 Step # 3:
	  	 Actual Cash Incentive Award Calculation
	 				 	
	
	 Assumed payment multipliers based on assessment of corporate and individual performance:

		  	 Corporate multiplier
	 	 	75%-performance generally met objectives
		  	 Individual multiplier
	 	 	125%-performance generally exceeded objectives
		  	 Cash Award:
	 				 	
		  	 Corporate component
	 	 	$  7,500	  	 	($10,000 x 75%)
		  	 Individual component
	 	 	$12,500	  	 	($10,000 x 125%)
		  		 	 	 	 	 	
		  	 Total Award
	 	 	$20,000	  	 	

 AWARD PAYMENTS 

Bonus award payments may be made in cash, through the issuance of stock, stock options or another form of equity award, or by a
combination of cash, stock, stock options and/or another form of equity award, at the discretion of the Compensation Committee. All bonus award payments are subject to applicable tax withholdings. In the event that the Compensation Committee and /
or the Board of Directors elect to pay bonus awards in stock or stock options, the Compensation Committee, in its sole discretion, will make a determination as to the number of shares of stock or stock options to be issued to each Plan participant
based, in 

 
part, upon the overall corporate performance and each participant’s individual performance, as described. The issuance of stock and stock options may also be subject to the approval of the
Company’s stockholders, and any stock options issued will be subject to the terms and conditions of the Company’s Equity Incentive Award Plan, as amended from time to time by the Company. 

Payment of bonus awards will be made as soon as practicable after the issuance of the Company’s year-end audited Financial
Statements for the Plan year, but not later than December 31 of the year following the Plan year. Payments will not be impacted by any benefits, with the exception of elected 401(k) contributions which will be applied. 

PLAN PROVISIONS 
 Governance 
 The Plan will be governed by the Compensation Committee of the
Board of Directors (the “Compensation Committee”). The President and / or CEO of Cadence will be responsible for the administration of the Plan. The Compensation Committee will be responsible for approving any compensation or incentive
awards to officers of the Company. All determinations of the Compensation Committee, under the Plan, shall be final and binding on all Plan participants. 
 Compensation Committee’s Absolute Right to Alter or Abolish the Plan 

The Compensation Committee reserves the right in its absolute discretion to abolish the Plan at any time or to alter the terms and
conditions under which incentive compensation will be paid. Such discretion may be exercised any time before, during, and after the Plan year is completed. No participant shall have any vested right to receive any compensation hereunder until actual
delivery of such compensation. Participation in the Plan at any given time does not guarantee ongoing participation. 

Employment Duration/Employment Relationship 
 This Plan does not, and Cadence’s policies and practices in administering this Plan do not, constitute an express or implied contract or other agreement concerning the duration of any
participant’s employment with the Company. The employment relationship of each participant is “at will” and may be terminated at any time by Cadence or by the participant, with or without cause.2011 Annual Incentive Plan

 Exhibit 10.18 
 SAVVIS, Inc. 
 2011 Annual Incentive Plan 

 

	I.	Purpose 

 The purpose of the
SAVVIS, Inc. 2011 Annual Incentive Plan (the “2011 Incentive Plan”) is to attract, retain and motivate key managers and senior leaders of SAVVIS, Inc. and its affiliates (“SAVVIS” or the “Company”) with rewards that are
based on the achievement of Company and/or Business Unit performance measures and specific individual objectives. The participants in the 2011 Incentive Plan are employees with responsibility for managing, directing and leading the performance of
the Company. 
  

	II.	Eligibility 

 Employees who are in
identified exempt manager and above roles, or local equivalents for employees located outside the U.S., who are not on any sales or revenue specific compensation plan or any other incentive or commission-type compensation plan, and who are actively
employed as of January 1, 2011, are eligible to participate in this 2011 Incentive Plan (each a “Participant”). New employees who otherwise meet all eligibility criteria can become Participants if hired or promoted by June 30,
2011. Individuals who would otherwise qualify as Participants but who are working on a Performance Improvement Plan or written reprimand, temporary employees, independent contractors and interns are not eligible. 

Under normal circumstances, employees must be regularly working 30 hours or more per week to be considered eligible to participate. Where applicable,
local law will take precedence over the general treatment of part-time workers. 
 2011 Incentive Plan awards are not vested or earned until the
actual payment date of the award. Participants must be on active employment status on the payment date in order to receive a payment, except as otherwise determined by the Company. If an otherwise eligible Participant is on an approved leave of
absence on the payment date, the Participant will be eligible for an award payment on return to active employment status on or after the payment date. Payments may also be prorated for Participants on approved unpaid leave status for periods longer
than four weeks during 2011. 2011 Incentive Plan awards will be prorated for Participants not employed for a full year period; no payment will be made unless the Participant has been employed at least 3 months in the calendar year. In the event of a
Participant’s death, the Participant’s estate may be entitled to a discretionary payment of an award prorated for the amount of time that the Participant was employed with the Company during the calendar year in an amount not to exceed
100% of the Participant’s target if awards are made under the 2011 Incentive Plan. Unless otherwise provided in an employment agreement, payments will be made to the Participant’s estate at the same time all other awards are paid under the
2011 Incentive Plan. 
  

	III.	Effective Date 

 The 2011 Incentive
Plan applies to performance for the period from January 1, 2011, to December 31, 2011, (the “Plan Year”) only, and supersedes any and all prior bonus and incentive plans for Participants applicable to that period 

 

	IV.	Payment Terms and Plan Overview 

  

	A.	2011 Incentive Plan awards will be determined as soon as possible after the close of the Company’s 2011 fiscal year on December 31, 2011.

	B.	Plan awards are payable annually and are not earned until the actual payment date, expected to occur after December 31, 2011 and prior to March 31, 2012. Plan
awards may be in amounts that are below, equal to or in excess of the Participant’s target award based on the achievement of Company and/or Business Unit performance measures and specific individual objectives, subject to any Plan limitations
herein. 

  

	C.	Plan awards for Participants may be payable in a combination of cash and shares of common stock and/or common stock units. The portion of the award payable in common
stock will become fully vested on the actual payment date based on the achievement of Company and/or Business Unit performance measures and, as determined in the Company’s discretion, individual performance on both results (“What”)
and competencies (“How”) under the Savvis Performance appraisal process, provided that the Participant’s employment continues on the vesting date except as otherwise determined by the Company, subject to the Company’s discretion
to determine how many, if any, shares will vest. Awards of shares of common stock are subject to the terms of the Amended and Restated 2003 Incentive Compensation Plan (the “2003 Plan”) or any successor thereto, to the terms of the
Participants’ restricted stock unit agreements and other restrictions and limitations generally applicable to equity held by Company executives or otherwise required by law. The value of the shares of restricted stock on the date of grant will
be approximately equal to 100% of the annual target award for the Participant. The number of shares deliverable is subject to adjustment based on the achievement of goals and the portion of the award that is ultimately payable in cash.

  

	D.	Awards are determined based on the terms of this Plan, on achievement of Company and/or Business Unit performance measures and specific individual objectives over the
calendar year. 

  

	E.	2011 Incentive Plan awards are subject to payroll taxes and any other statutory withholdings. 

 

	F.	For purposes of determining the amount of awards, base salary is generally determined based on any pro-rated salary changes to the base annualized salary before
November 1 of the calendar year. Adjustments to awards to reflect changes in base salary are in the discretion of the Company. 

  

	G.	Plan awards for Participants that change target categories during 2011 will typically be applied pro-rata to their award calculation but this is in the discretion of
the Company. 

  

	H.	In the event of an acquisition or other unusual event, the “Compensation Committee can make any adjustments to the 2011 Incentive Plan that are deemed appropriate
to reflect the transaction or event, in its sole discretion. 

  

	I.	Participants may receive a bonus that is less than, equal to or greater than their individual bonus target based on the total bonus pool funding available, a
discretionary assessment of individual performance, and other discretion of the Company. Awards are established as a factor of individual bonus targets and will be paid based on pool funding and an assessment of individual performance. Bonus pool
funding will be triggered when certain Net Revenue and Adjusted Net EBITDA, Gross Margin and Cash Capital Expenditure targets are attained, along with certain strategic objectives. On the actual payment date, the cash, if any, is then awarded to
individual Participants, and vesting in restricted stock unit grants is determined, based on assessed performance. 

  

	V.	Discretionary Nature of Awards 

Under all circumstances, the 2011 Incentive Plan and any payments or awards made under the 2011 Incentive Plan are entirely discretionary. The
Compensation Committee has full discretion to determine the amount of award and whether to make any awards even if Company and/or Business Unit performance measures and specific individual objectives are achieved. The information set forth in this
2011 Incentive Plan is intended only to provide general guidelines, should the Compensation Committee decide, in its sole discretion, that plan award payments should be made. The guidelines should not be construed as a promise that any plan award
payments will be made. Plan award payments are not guaranteed, automatic, promised or contractually required. They will be awarded in the discretion of the Compensation Committee, based on Company and/or Business Unit performance measures and
specific individual objectives and other considerations. Nothing in this 2011 Incentive Plan affects, or shall be construed to affect, the at-will nature of any Participant’s employment with the Company and nothing in this plan should be
interpreted as having contractual significance. 

	VI.	Methodology 

 Each Participant in
the 2011 Incentive Plan will be assigned an award target that will be expressed as a percentage of his or her annual base salary. These award targets vary by level of responsibility in the organization. The establishment of these award targets and
classifications of employees in the various categories rests with the sole discretion of the Company. There are different target levels for each group of Participants, as shown in Table 1 below. 

If the Compensation Committee determines to make any award payments, the payments will be made based on the Company’s achievement of Company and/or
Business Unit performance measures set by the Compensation Committee, an assessment of individual performance against individual objectives and each Participant’s award target, all in the discretion of the Compensation Committee or Company as
applicable. Net Revenue for plan purposes will be as per Company accounting policy consistent with Generally Accepted Accounting Principles (GAAP). Adjusted Net EBITDA for plan purposes will be Adjusted EBITDA (income from continuing operations
before depreciation, amortization and accretion, and non-cash, equity-based compensation and excludes acquisition and integration costs). The Company will remove foreign currency gains and/or losses, and one-time non-recurring items that are not
reflective of 2011 performance. Gross Margin for plan purposes will be Net Revenue less cost of revenue (excluding depreciation, amortization and accretion) divided by Net Revenue and expressed as a percentage. Cash Capital Expenditure for plan
purposes will be as per Company accounting policy consistent with GAAP. 
 The Company must achieve the following 2011 Net Revenue, Gross
Margin, Cash Capital Expenditure and Adjusted Net EBITDA financial targets for payments under the 2011 Annual Incentive Plan: 
  

	 	A.	A portion of the target award pool will fund if 

 (i) Net Revenue is $* and Adjusted Net EBITDA is $*, and 
 (ii) either
(A) Gross Margin is greater than or equal to *% or (B) Cash Capital Expenditures are less than or equal to $*. This portion will be targeted to be 50% of the target award pool for these plan participants. Each performance factor is
weighted. The $* Net Revenue performance condition will count toward 25% of the target award pool for these plan participants. The $* Adjusted Net EBITDA performance condition will count as 15% of the target award pool for these plan participants.
The Gross Margin of *% or greater will count as 10% of the of the target pool; and the Cash Capital Expenditure of $* or less will count as 10% of the target award plan for these participants, such that if both the Gross Margin performance condition
and the Cash Capital Expenditure performance condition are satisfied, then this portion will be targeted to be 60% of the target award pool for these plan participants. 
  

	 	B.	An additional portion of the target award pool will fund as follows: 

  

	 	(i)	as Net Revenue increases from $* to $*, the Net Revenue condition will count toward a correspondingly greater portion of the target award pool equal to the
proportionate increase thereof, from 25% of the target award pool at $* to 50% of the target award pool at $*, and 

	 	(ii)	as Adjusted Net EBITDA increases from $* to $*, the Adjusted Net EBITDA condition will count toward a correspondingly greater portion of the target award pool equal to
the proportionate increase thereof, from 15% of the target award pool at $* to 30% of the target award pool at $*, such that if Net Revenue is $*, Adjusted Net EBITDA is $*, Gross Margin is greater than or equal to *% and Cash Capital Expenditures
are less than or equal to $*, the portion will be 100% of the target award pool for these plan participants. 

  

	 	C.	If: 

  

	 	(i)	Net Revenue is at least $* and Adjusted Net EBITDA is greater than $*, and 

 

	 	(ii)	Gross Margin is greater than or equal to *% and Cash Capital Expenditures are less than or equal to $*, supplemental bonus funding may be made in cash. Any supplemental
bonus funding will be targeted at 50% of the excess of Adjusted Net EBITDA over $* but not in excess of $*, unless a greater percentage applies as set forth below. 

 

	 	D.	If Net Revenue is at least $* and Adjusted Net EBITDA is greater than $*, and the Gross Margin and Cash Capital Expenditure targets are achieved, supplemental bonus
funding may be made in cash. Any supplemental bonus funding will be targeted at 55% of the excess of Adjusted Net EBITDA over $* but not in excess of $*, unless a greater percentage applies as set forth below. 

 

	 	E.	If Net Revenue is at least $* and Adjusted Net EBITDA is greater than $*, and the Gross Margin and Cash Capital Expenditure targets are achieved, supplemental bonus
funding may be made in cash. Any supplemental bonus funding will be targeted at 60% of the excess of Adjusted Net EBITDA over $* but not in excess of $*. Awards are to be paid in cash and common stock for all participants. 

 

	 	F.	Full year award pools will be capped at the pool funding level achieved at an Adjusted Net EBITDA level of $*, as described above. 

 

	 	G.	Each Participant whose 2011 Incentive Plan payout would be in shares of common stock will receive a restricted stock unit agreement for a number of shares of restricted
stock. The exchange ratio will be valued throughout the year at the closing price of Company common stock on the date that the Compensation Committee approves the 2011 Incentive Plan. The value of the shares of restricted stock on the date of grant
will be approximately equal to 100% of the annual target award for the Participant. The number of shares deliverable is subject to adjustment based on the achievement of goals and the portion of the award that is ultimately payable in cash.

  

	VII.	Individual Payments 

 The level of
individual performance as determined by a Participant’s supervisor, in the exercise of the supervisor and the Company’s discretion, and reflected by the SAVVIS performance appraisal process may be a differentiating factor between
Participants at the same plan level. Individual payments may vary based on individual performance and the achievement of Company’s Adjusted Net EBITDA targets, but ultimately are in the discretion of the Company. 

Individual performance will be assessed and rated against accomplishment objectives and competencies. All payments (below, at or above target) regardless
of Participant category are discretionary based upon such factors as a discretionary assessment of individual performance by the Company. 

 Table 1: Plan Categories, Performance Criteria and Definitions 

The description and identifiers below are intended to provide guidelines. They are not intended as a contractual commitment and may be interpreted and
modified by the Company in its sole discretion. 
  

							
	 Category
	  	 Description
	  	 Identifiers
	  	 Payout
Target
 (% of Base
Salary)

				
	 D
	  	 Managers with “People responsibility” or
 Directors without significant “People responsibility”
	  	 •  Managers with direct reports.

•  Directors with few or no direct reports, and have significant budget authority or span of
control.
 •  Typically manage specialized exempt and/or nonexempt employees at the first
supervisory level in the organization. They ensure projects and work assignments are accomplished on schedule and within budget.
 •  Directors without “people responsibility” typically serve as a consultant to senior management and as external spokesperson for the organization on issues pertaining to matters
of company-wide significance.
	  	 12.5%
 Payable in restricted stock; and cash above target

				
	 E
	  	 Directors with “People responsibility” or
 Other Vice Presidents
	  	 •  Directors with direct reports.

•  Typically manage through first level managers and responsible for the successful operation of
activities of a major significance (i.e., one or more large or sensitive business units).

•  Typically manage a large, critical business unit or multiple functions through subordinate
managers or specialized exempt employees. They develop and administer budgets, schedules and performance measures.
 •  Established organizational policies for the business unit and interprets, executes, and recommends modifications to company-wide policies.

•  High level professionals.
	  	 20%
 Payable in restricted stock; and cash above target

				
	 F
	  	Vice Presidents with “People responsibility”	  	 •  Report directly to a Senior Executive and have “People
responsibility”.
 •  Typically responsible for a large segment of the employee
population with major impact on the entire company. May be accountable for a major corporate function.

•  Direct significant corporate-wide functions requiring substantial managerial integration and
breadth across the organization.
 •  Determine organizational structures and supervisory
relationships for operating functions of strategic importance.
	  	 30%
 Payable in restricted stock; and cash above target

	G	  	Vice Presidents with “People Responsibility” and leading a major business unit with P&L responsibility	  	 •  Report to Executive Team with role of managing director or vice president leading business unit with P &
L responsibility.
	  	 30 - 55%

Payable in restricted stock; and cash above target; any exception will be notified.

	H	  	Senior Executives	  	 •  Senior Executives and direct reports to CEO; Section 16 Officers of the Company; or other designated
Executive Team Members.
	  	 Market-based targets, but contractual committed targets shall prevail.

 
 Payable in restricted stock; and cash above
target

	VIII.	Proprietary Information 

 The
information contained in this document is proprietary to SAVVIS. The information in this document is not to be reproduced or disclosed outside SAVVIS. 
  

	IX.	Individual Participant Category Designation 

 Human Resources will manage the review and approval process for any potential changes to plan participants or bonus target levels. 

 

	X.	Internal Revenue Code Section 162(m) 

 Awards under this Plan to an individual who is a “covered employee” (within meaning of section 162(m) of the Internal Revenue Code of 1986 (the “Code”)) shall be further subject to the
terms and conditions of the 2003 Plan, or any successor plan thereto that obtains shareholder approval that contains provisions addressing the “qualified performance-based compensation” rules of section 162(m) of the Code, governing
payments to “covered employees”. Any performance factors included as component of the 2011 Annual Incentive Plan which are not included as criteria for objective performance goals in the 2003 Plan will be considered for purposes of
deductibility under section 162(m) of the Code upon shareholder approval of an incentive plan permitting such components to be used as the criteria for objective performance goals established by the Compensation Committee for “covered
employees”. 
  

	XI.	Changes to the Plan 

 SAVVIS
reserves the right, at any time and from time to time prior to payout, to amend, suspend, interpret, or terminate the 2011 Incentive Plan. Any questions regarding the interpretation of the Plan are in the discretion of the Company. Participants
should receive timely communication of all changes to the 2011 Incentive Plan. The 2011 Incentive Plan is subject, as applicable, to the terms and conditions outlined in the 2003 Plan, or any successor plan thereto that obtains shareholder approval,
and any grant prescribed herein will also be subject to the applicable terms of the restricted stock unit agreement provided by the Company.

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