Document:

exv10w59

Exhibit 10.59

FISCAL 2012 ANNUAL INCENTIVE PLAN

(Amending and Restating the Fiscal 2010 Annual Incentive Plan)

Introduction

The Fiscal 2012 Annual Incentive Plan, amending and restating the Fiscal 2010 Annual Incentive Plan
(“AIP”) is a primary component of Exide Technologies and its affiliates (collectively, the
“Company”) total compensation package for eligible employees. AIP is an annual cash incentive
compensation program which provides rewards for employees based on the degree of achievement
against annual individual performance objectives (including leadership standards assessment) and
annual Operating Plan financial objectives.

Eligibility

Eligibility is determined by senior management within the guidelines established by the Company. In
addition, eligibility for participation is determined by an assessment of the market practices for
the position as well as the employee’s role with the Company. Participants are reviewed and
participation is determined on an annual basis.

Target Award Levels

An annual target award level, expressed as a percent of base salary (in local currency), is
established for each participant. The target award level is based on the participant’s role within
the Company, internal equity within the Company, as well as the compensation levels and components
for similar jobs found in the marketplace. The target award levels are approved by senior
management (or the Board of Directors or its designee for certain senior officers) within the
guidelines established by the Company.

AIP Metrics

The AIP design has two distinct components: 1) financial objectives and 2) individual objectives.
The following is a description of these two components:

	1)	 	Financial Objectives (AIP Reward Score Range: 0% to 200%)
	 
	 	 	Annually, the Company’s Operating Plan is presented to and approved by the Board of Directors.
The AIP financial objectives for FY12 consist of enterprise metrics, derived directly from the
annual Operating Plan, including Corporate Earnings per Share (EPS), Corporate Consolidated
Operating Income (OI) and Corporate Free Cash Flow (FCF).

	 	•	 	Corporate AIP participants have financial metrics which are weighted as follows:

	 	 	 	 	 
	Corporate/Enterprise Financial Metrics	 	Weight
	Corporate EPS (GAAP)
	 	 	50	%
	Corporate Consolidated Operating Income
	 	 	30	%
	Corporate Free Cash Flow
	 	 	20	%

	 	•	 	Region AIP participants have 25% of their incentive determined based on Corporate
metrics (Corporate EPS and Corporate Consolidated Operating Income). The remaining 75% of
their financial metric weighting consists of metrics for their region (Americas, Asia
Pacific, or Europe). For example:

	 	 	 	 	 
	Region Financial Metrics	 	Weight
	Region Operating Income
	 	 	50	%
	Region Free Cash Flow
	 	 	25	%
	Corporate EPS (GAAP)
	 	 	15	%
	Corporate Consolidated Operating Income
	 	 	10	%

1

 

	 	 	Performance under the above financial metrics are measured against the Operating Plan to
determine an AIP reward score for each metric. If the financial performance scores are below the
minimum performance threshold, then it would result in 0% AIP reward score for that metric.
Scores that fall between the minimum and maximum thresholds are interpolated (i.e., AIP reward
slope is applied). Financial results that are at or above the maximum performance level produce
a 200% AIP reward score for that metric. The following chart summarizes the performance/reward
relationship (“slope”) between the financial performance (AIP financial metrics) and the AIP
reward scores.
	 
	 	 	For example: If the Performance vs. Plan for a financial objective is 90%, the Reward Score for
that metric is 75%.

	 	 	 
	Performance Score	 	Reward Score
	<80%

	 	0%
	80%
	 	50%
	80% – 100%
	 	+ 2.5% per pt increase
	100%
	 	100%
	100% – 120%
	 	+ 5.0% per pt increase

	2)	 	Individual Objectives (Reward Score Range: 0% to 125%)
	 
	 	 	The AIP Individual Objectives are set by the participant and their manager as part of the
Performance Management Process (“PMP”). For FY12, the objective setting process provides a
guideline for employees to have a maximum of five objectives.

AIP Award Calculation: 

2

 

The following chart illustrates how the Program works using as an example an AIP participant with
a $50,000 salary and an AIP target of 10%. In this example, the AIP participant had an overall
financial objective reward score of 75% (calculated from the example above) and scored 102% on
his/her AIP individual objectives.

AIP Award Sample Calculation

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Individual AIP	 	 	 	 	 	 	 	 	 	Achievement of	 	 	 	 
	Target	 	 	 	Financial	 	 	 	Individual Objectives	 	 	 	 
	(a % of Salary)	 	 	 	Objectives	 	 	 	(Results/Behaviors)	 	 	 	AIP Award
	 

	 	 	 	Financial objectives include:

	 	 	 	Individual objectives include:
	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 

	 	 	 	Corporate EPS

Corporate Consolidated OI

Region OI

Region FCF
	 	 	 	Annual Individual Performance Objectives

Leadership Standards Assessment
	 	 	 	 	 	 
	Salary:
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$50,000

	 	 	 	0 to 200%
	 	 	 	0 to 125%
	 	 	 	0 to 200%

	 

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	(capped)

	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	AIP Target %:

10% of salary

	 	X
	 	Overall Financial Reward
Score = 75%
	 	X
	 	Individual Performance Score = 102%
	 	=
	 	Overall Score*

76.5% of target

(75% x 102%)

	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	ò
	 	 	 	ò	 	 	 	ò	 	 	 	ò
	AIP Target $:

	 	X
	 	Overall Financial Reward Score
	 	X
	 	Individual Performance Score
	 	=
	 	Award

	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$5,000

	 	 	 	 	75	%	 	 	 	 	102	%	 	 	 	$3,825

 

			
	*	 	The Overall Score is determined by multiplying the AIP target amount by financial metric reward
score and individual performance score (i.e., base salary x AIP target % x overall score) to yield
an award. Final overall reward opportunity can range from 0% to 200% of target award level.
Please note: After the AIP award calculation is performed; managers may then exercise business
judgment to increase or decrease the amount of the award based on legitimate, non-discriminatory
and bona fide business facts and circumstances involving the employee’s performance during the
performance year to determine the actual award payment.

Overall Plan Trigger:

Corporate Consolidated Operating Income acts as a plan trigger for AIP; no plan payouts will be
made for FY12 unless the Company achieves a specific Consolidated Operating Income level approved
by the Board of Directors.

Payment

In order to receive the year end AIP award payout for the previous performance year, participants
must be employed by Exide in an eligible position at the time of payout. AIP awards are typically
paid in June for U.S. employees, after the final approval from the Board of Directors is received,
or as soon as practicable thereafter. For non-U.S. employees, after final Board of
Directors approval is received, awards are paid using payroll dates that are established based on
local practices, customs and laws and as such will vary by country.

3exv10w1

Exhibit 10.1

First Amendment to

Fourth Amended and Restated

Basic Energy Services, Inc. 2003 Incentive Plan.

     The Fourth Amended and Restated Basic Energy Services, Inc. 2003 Incentive Plan (the
“Plan”) is hereby amended by this First Amendment as follows:

     Section 4(a) of the Plan is amended and restated in its entirety as follows:

     ‘‘(a) Shares Available. Subject to adjustment as provided in Section 4(c), the
aggregate number of Shares with respect to which Awards may be granted under the Plan shall be up
to 8,350,000 Shares (including after giving effect to a 5-for-1 stock split effected as a stock
dividend on September 26, 2005). Except for withholding of Shares for payment of taxes or exercise
price, if any Award is exercised, paid, forfeited, terminated or canceled without the delivery of
Shares, then the Shares covered by such Award, to the extent of such payment, exercise, forfeiture,
termination or cancellation, shall again be Shares with respect to which Awards may be granted.
Awards will not reduce the number of Shares that may be issued pursuant to the Plan if the
settlement of the Award will not require the issuance of Shares, as, for example, an Other
Stock-Based Award that can be satisfied only by the payment of cash.”exv10w1

Exhibit 10.1

Description of 2012 Compensation Program

Cash Salary — Executive Officers

     The following cash salary and bonus amounts have been approved by the
Compensation Committee for the Company’s Named Executive Officers. Fiscal year salary and cash
bonus amounts are listed below and are subject to the below Notes section. There are potential
cash and equity bonuses that include performance targets based on core revenue and EPS growth in
fiscal 2012:

	 	 	 	 	 
	Name	 	Increase Date	 	FY2012 Salary ($)
	Pat Cline

	 	April 1, 2011
	 	850,000
	Steve Plochocki
	 	August 16, 2011
	 	550,000
	Scott Decker
	 	November 24, 2011
	 	371,000
	Paul Holt
	 	July 23, 2011
	 	330,000

 

 

Potential Cash Bonus — Executive Officers

     The following is a table of the potential cash bonus that may be paid to the following
executives officers based on their obtaining the objectives during fiscal year 2012 contained in
the below criteria.

     The portion of the bonuses related to operating results are based on the Company’s results for
FY2012.

     Revenue and EPS targets do not include any possible FY2012 acquisitions (either revenue or
expense).

	 	 	 
	Name	 	Potential Cash Bonus Amount
	Pat Cline
	 	100% of Salary
	Steve Plochocki
	 	50% of Salary
	Scott Decker
	 	50% of Salary
	Paul Holt
	 	50% of Salary

Potential Cash Bonus Criteria — Executive Officers (excluding Pat Cline)

Organic Revenue and EPS Growth Criteria — each allocated 50% of the total possible bonus:

	 	 	 
	Organic Revenue / EPS Growth	 	% of Criteria Amount
	0
	 	0%
	10%
	 	12.5%
	12.5%
	 	25%
	15%
	 	37.5%
	17.5%
	 	50%
	20%
	 	60%
	22.5%
	 	70%
	25%
	 	80%
	27.5%
	 	90%
	30%
	 	100%

 

 

     The percentage shown in the right hand column is awarded when the stated level is reached as a
step function. Full percentage Revenue and EPS increases must be achieved to reach each bonus
level.

     The amount of cash bonus granted will be a percentage based on the same % earned according to
an average of the Revenue and EPS growth criteria above, e.g., for Scott Decker a 25% increase in
Revenue with a 20% growth in EPS would result in an award of (80% + 60%)/2 = 70% of $185,500 (50%
of his $371,000 salary), which would be $129,850 granted for FY 2012.

Potential Cash Bonus Criteria for Pat Cline

     Revenue Growth Criteria — allocated 50% of the total possible bonus:

	 	 	 	 	 
	Increase in Revenue %	 	% of Criteria Amount
	2.5 — 12.5:
	 	 	33.33	 
	12.5 — 25.0
	 	 	33.33 - 100	 

     EPS Growth Criteria — allocated 50% of the total possible bonus:

	 	 	 	 	 
	Increase in EPS %	 	% of Criteria Amount
	2.5 — 12.5:
	 	 	33.33	 
	12.5 — 25.0
	 	 	33.33 - 100	 

          The bonus compensation will scale proportionately between 12.5% and 25% based on core revenue
and EPS increases. The percentage shown in the right hand column is awarded based on the level
reached, e.g. an 18.75% increase in each of Revenue and EPS would result in 50% of the 66.67%
additional bonus, which would be $266,667 for fiscal year 2012.

 

 

Potential Equity Awards 

     In addition to the cash bonus for executives, an equity incentive bonus is
established for fiscal year ending March 31, 2012.

     The awards will be made after the 2012 fiscal year-end based in part on the CEO’s
recommendation to the compensation committee and input from the executive officer in charge of each
of the respective divisions.

     Revenue and EPS targets do not include any possible FY2012 acquisitions (either revenue or
expense).

     Option exercise prices will be the closing price of the Company’s shares on the date of grant.
The options will vest in 5 equal annual installments commencing one year after the date of grant
and have an 8 year expiration.

	 	 	 	 	 
	 	 	Potential
	Individual or Group	 	Options
	Pat Cline
	 	 	45,000	 
	Steve Plochocki
	 	 	25,000	 
	Paul Holt
	 	 	15,000	 
	Scott Decker
	 	 	15,000	 

It is understood that the quantity of shares listed above will adjust pro-rata with any stock
splits that may occur after the plan is approved.

Potential Equity Award Criteria — Executive Officers (excluding Pat Cline)

Organic Revenue and EPS Growth Criteria — each allocated 50% of the total possible bonus:

     Organic EPS Growth Criteria — allocated 50% of the total possible equity bonus:

	 	 	 	 	 
	Organic Revenue / EPS Growth	 	% of Criteria Amount
	0
	 	 	0%	
	10%
	 	 	12.5%	
	12.5%
	 	 	25%	
	15%
	 	 	37.5%	
	17.5%
	 	 	50%	
	20%
	 	 	60%	
	22.5%
	 	 	70%	

 

 

	 	 	 	 	 
	Organic Revenue / EPS Growth	 	% of Criteria Amount
	25%
	 	 	80%	 
	27.5%
	 	 	90%	 
	30%
	 	 	100%	 

     The percentage shown in the right hand column is awarded when the stated level is reached as a
step function. Full percentage Revenue and EPS increases must be achieved to reach each bonus
level.

     The number of option shares granted will be a percentage based on the same % earned according
to an average of the Revenue and EPS growth criteria above, e.g., for Scott Decker a 25% increase
in Revenue with a 20% growth in EPS would result in an award of (80% + 60%)/2 = 70% of the 15,000
option shares, which would be 10,500 option shares granted for FY 2012.

Potential Equity Award Criteria for Pat Cline

 

			
	 	 	The number of option shares granted will be a percentage based on the same % as the cash bonus
earned according to the EPS (only) growth criteria for Pat Cline above, e.g. an 18.75% increase in
EPS would result in an award of 15,000 option shares or a total of 30,000 option shares granted for
FY2012.

Other Terms and Requirements for all Executive Officer’s Cash and Equity Bonuses

	 	1.	 	Must be in good standing as a full time employee of QSI at least 2 weeks beyond
the release of the 2012 earnings report.
	 
	 	2.	 	No compensated outside work without the Board’s prior written approval.
	 
	 	3.	 	Execution of a confidential information / non-compete agreement.
	 
	 	4.	 	Determination of amounts and payment of all bonuses is discretionary and shall
only be as approved by the Compensation Committee based on, among other things, audited
financial statements.

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