Document:

Exhibit
10.23

Description
of Annual Salary and Certain Discretionary Incentives to Executive Officers

1.             The following executive officers
are employed “at-will” and their annual salary, as previously reported, is as
set forth below:

	
  Executive Officer

  	
   

  	
   

  	
   

  	
   

  	
  Title 

  	
   

  	
   

  	
  Annual Salary

  
	
  Denis McGlynn

  	
   

  	
  President and CEO 

  	
   

  	
  $        250,000

  
	
  Edward J. Sutor

  	
   

  	
  Executive Vice
  President 

  	
   

  	
  $        250,000

  
	
  Timothy R. Horne

  	
   

  	
  Senior Vice
  President-Finance, Treasurer & CFO

  	
   

  	
  $        225,000

  
	
  Klaus M. Belohoubek

  	
   

  	
  Senior Vice President-General Counsel &
  Secretary

  	
   

  	
  $        175,000

  

 

2.             Chief Executive Officer
Discretionary Incentive

As
previously reported, the Compensation and Stock Incentive Committee adopted the
following resolution on            January
3, 2007 relative to a discretionary annual incentive for the Chief Executive
Officer.

RESOLVED, that,
effective as of January 1, 2007, the salary for the Chief Executive Officer of
the Company shall remain $250,000 per annum and the determination of a discretionary
annual incentive for fiscal year ending 2007 will be dependent upon an overall
favorable evaluation of the Chief Executive Officer’s performance and be
calculated as five percent of the year over year increase in the Company’s
pre-tax earnings less $100,000, as determined by this Committee in its sole
discretion.

3.             Executive Vice President
Discretionary Incentive

As
previously reported, the Compensation and Stock Incentive Committee adopted the
following resolution on            January
3, 2007 relative to a discretionary annual incentive for the Executive Vice
President.

RESOLVED, that the
determination of a discretionary annual incentive for the Executive Vice
President for fiscal year ending 2007 will be dependent upon an overall
favorable evaluation of the Executive Vice President’s performance and be
calculated as one percent of the year over year increase in the Company’s
pre-tax earnings, as determined by this Committee in its sole discretion.

4.             Special Budget Based Incentive

An
annual discretionary incentive tied to the Company’s annual budget has been
established for seven senior officers of the Company and its subsidiaries,
including the Company’s executive officers, pursuant to which each may be
entitled to receive a cash incentive payment of up to $15,000 based upon the
attainment by the Company of certain financial metrics.  The metrics are based upon exceeding certain
measures contained in the Company’s operating budget for the year and are
intended to be aggressive but reasonably attainable goals.  The formal terms of this incentive are as set
forth below:

1.     The amount
will be paid within 30 days after our financials for 2007 have been signed off
by our independent auditors.  If it is
clear to the Executive Committee that the goal will be met, we may choose to
pay the amount earlier.  As most of our
events are concluded by this time of year, payment could easily be made at our
2008 budget meeting.

2.     The amount
paid will be less normal payroll withholdings.

3.     The calculation of EBITDA will be as calculated by the Company,
at its sole discretion.  Extraordinary
items may be excluded from the calculation (such as a sale of assets outside
the ordinary course of business).

4.     Participation in this program does not in any way affect your
status as an “at-will” employee.  In
order to receive your payment, you must be an employee in good standing at the
time the payment is made.

5.     The Company reserves the right to modify or terminate this plan,
in whole or in part.  No one has any
earned or vested entitlement to a payment under this plan.  All payments remain at the sole discretion of
the Executive Committee.Exhibit 10.1

 

Phase
Forward Incorporated

Management
Incentive Plan

Effective January 1, 2007

 

 

Phase Forward

Management Incentive Plan

 

Phase
Forward Incorporated

Management Incentive Plan (MIP)

Plan Document

Effective January 1, 2007

 

TABLE
OF CONTENTS

	
  Section

  	
   

  	
   

  	
   

  	
  Page

  
	
  I.

  	
   

  	
  Purpose

  	
   

  	
  3.

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  II.

  	
   

  	
  Effective Date of Plan

  	
   

  	
  3.

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  III.

  	
   

  	
  Eligibility

  	
   

  	
  3.

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  IV.

  	
   

  	
  MIP Target Payouts

  	
   

  	
  3.

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  V.

  	
   

  	
  Measurement

  	
   

  	
  3.

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  VI.

  	
   

  	
  Transition Issues

  	
   

  	
  3.

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  VII.

  	
   

  	
  Administration

  	
   

  	
  4.

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  VIII.

  	
   

  	
  Excess Distributions

  	
   

  	
  4.

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Plan Exhibits

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  A.

  	
   

  	
  Plan Components

  	
   

  	
  5.

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  B.

  	
   

  	
  Participant Notification & Acknowledgement
  Sheet

  	
   

  	
  6.

  
								

 

 2
 

 

Phase Forward

Management Incentive Plan

Management
Incentive Plan (MIP)

Plan Document

 

I.       Purpose

The objective of the
Management Incentive Plan (MIP) is to recognize and to reward the achievement
of financial performance goals that are essential to the success of Phase
Forward. This program, in conjunction with base salary, is designed to offer
designated employees of Phase Forward Incorporated and/or its subsidiaries (the
“Company”) total cash compensation opportunities that are fully competitive
with market levels.

II.     Effective Date of Plan

The effective date for
implementation of the Plan shall be January 1, 2007.  A Plan year is equivalent to a calendar year.
The Plan may be modified or terminated at any time by the Management
Development and Compensation Committee or their designee in its or their sole
discretion, without notice or consent of the Participants.

III.   Eligibility

Certain employees,
designated by executive management in its sole discretion, whose roles and
responsibilities are deemed by executive management to be critical to
operations and who are at a management level in the organization are eligible
for participation in the MIP. Target Participation Percentage is defined by the
position.

IV.    MIP Target Payout

Participants will be
assigned a target payout for the MIP, expressed as a percentage of total base
salary, set forth in Exhibit B. This percentage represents the potential dollar
award that could be earned upon achievement of goals for all Plan
components.  The target payout percentage
will vary according to the Participant’s position.  Actual Plan payments will vary based on
performance and time in position.

V.     Measurement

The MIP consists of one
component for all Participants.  The
Participant will be assigned a target payout, expressed as a percentage of base
salary, to be used to calculate an amount (i.e. 10 % of $90,000 base salary
equals $9,000).    The Plan component and
quarterly weighting is set forth in Exhibit A.

VI.    Transition Issues

A Participant in the Plan
must be actively employed by the company through payment dates to receive any
payout under the plan. Payment dates are typically during the month of March
following the end of the Plan year. Since the annual components are calculated
on base salary as of December 31 of the plan year, payouts for annual
components will be pro-rated for those eligible Participants who join the plan
during the year, prior to October 1. Employees who transfer out of an eligible
position during the year into a non-eligible position in the company, but who
are still employed as of the payment date, will be considered for an award
based on the number of months in the eligible position and earnings accrued
during those months.

 3
 

Phase Forward

Management Incentive Plan

 

Employees hired or promoted
for the first time into bonus eligible positions after October 1 will not be
eligible to participate in any component of the Plan for that plan year.

VII.      Administration

The adoption, eligibility
and participation in this Plan in no way infers or reflects any guarantee of a
contract of employment.  Except as expressly
set forth in any Participant’s employee agreement signed by the company and
employee, all of the employees of the company are employees “at will”.
Participation in this plan does not confer any right to continue in the company’s
employ or limit the right of the company to terminate the participant at any
time, with or without cause or notice.

The financial targets
assigned and recognized as goals on any of the performance factors may be
revised or otherwise modified by the executive management of the company at any
time to account for any material change in the business of the company.  Any such revisions or modifications will be
made in writing to all Participants as soon as possible after the need for such
change is determined.

If any term or condition of
this Plan is found to be in non-conformance with a given state, federal, or
country law, that term or condition will be non-enforceable but will not negate
other terms and conditions of the Plan. 
However, the company will review and modify the overall plan to conform
to such law.

The company is an Equal
Opportunity Employer committed to a diverse workforce.  The company will not discriminate on the
basis of race, color, religion, age, sexual orientation, national origin,
physical or mental disability, or veteran status.

All matters of MIP
interpretation should be directed to the VP, Human Resources, and will be
resolved at his/her discretion subject to the approval of the CEO and where
necessary the Management Development and Compensation Committee.

VIII   Return
of Excess Distributions (Applies to Executive Officers only)

Notwithstanding any
provision hereof to the contrary, if the company restates its financial results
for any period covered by this Plan, the company will re-measure the
achievement of performance targets using the restated financial results.
Following such recalculation, if the aggregate amount of a previously paid
bonus to a Participant identified on Schedule B (a “Senior Participant”)
exceeds the aggregate amount of his or her bonus actually earned, such excess
shall be deemed to constitute a “bonus overpayment”. The company shall notify
each Senior Participant of the amount of his or her bonus overpayment as soon
as reasonably practical. The amount of such bonus overpayment shall be, at the
company’s election, either (i) repaid to the company by the Senior Participant
within 30 days of receipt of the notice of bonus overpayment or (ii) deducted
from the Senior Participant’s future compensation. The provisions of this
section shall survive the termination or expiration of this Plan.

 

 4
 

 

Phase Forward

Management Incentive Plan

 

Exhibit A

Plan Component

The Plan Component is:

1.              Operating
Income before Bonus and Stock Based Expenses

This relates to the
global performance by the Company against the Company’s planned earnings for
the fiscal year corresponding to the Plan year, as established by the Board at
the beginning of the Plan year. The specific criteria upon which any bonuses
may be earned during the Plan year is based on operating income before bonus
and stock based expenses.  The
achievement of performance targets will be measured when or shortly after the
Company publicly reports its financial results for the applicable period.   All Participants are measured on this
component. The targets may change as approved by the Board of Directors in its
sole discretion, for items such as an acquisition or other extraordinary
corporate event.

This component is earned
on a quarterly basis but paid annually, by the end of the March following the
end of the plan year. A minimum achievement or “threshold” of 80% of global
performance in each quarter is required for payout of the component applicable
to that quarter.  Total payments for the
year may not exceed 200% of the Target Payout. Payments are paid according the
following schedule:

 

	
  First and Second Quarter Payment Schedule

  	
   

  
	
   

  	
   

  
	
  Achievement%

  	
   

  	
  Payout%

  	
   

  
	
  <80%

  	
   

  	
  0%

  	
   

  
	
  80%–99.9%

  	
   

  	
  50% + 2.5% for each additional % achieved

  	
   

  
	
  >100

  	
   

  	
  100% + 3% for each additional % achieved

  	
   

  

 

	
  Third and Fourth Quarter Payment Schedule

  	
   

  
	
   

  	
   

  
	
  Achievement%

  	
   

  	
  Payout%

  	
   

  
	
  <80%

  	
   

  	
  0%

  	
   

  
	
  80%–99.9%

  	
   

  	
  50% + 2.5% for each
  additional % achieved

  	
   

  
	
  >100

  	
   

  	
  100% + 2% for each
  additional % achieved

  	
   

  

 

For Illustration Purposes:
(Quarters are not weighted equally)

Q-1 Achievement of 110% would result in a payout of
130% of target

Q-2 Achievement of 100% would result in a payout of
100% of target

Q-3 Achievement of 85% would result in a payout of
62.5% of target

Q-4 Achievement of 105% would result in a payout of
110% of target

 

 5
 

 

Phase Forward

Management Incentive Plan

 

Exhibit B

Participant Notification Sheet

Certificate of Acknowledgement

2007
Management Incentive Plan

	
  Name of Participant:

  	
   

  	
  John
  Smith

  
	
   

  	
   

  	
   

  
	
  Base
  Salary as of 3-1-07

  	
   

  	
  $170,000

  
	
   

  	
   

  	
   

  
	
  Target
  Participation Percentage:

  	
   

  	
  35%

  
	
   

  	
   

  	
   

  
	
  MIP
  Target Payout Annualized:

  	
   

  	
  $59,500

  

 

The information above is for illustration purposes only and
assumes annualized participation. Actual payments will be made in accordance
with the plan and will vary based on actual achievement of targets.

Plan
Components and Weighting:

100%
Operating Income Before Bonus and Stock Based Expenses (earned quarterly as
follows):

	
  Q-1

  	
   

  	
  10%

  
	
  Q-2

  	
   

  	
  15%

  
	
  Q-3

  	
   

  	
  30%

  
	
  Q-4

  	
   

  	
  45%

  

 

The information above is for illustration purposes only and
actual payments will be made in accordance with the plan and will vary based on
actual achievement of targets.

I,                                    ,
hereby certify that I have read the Phase Forward Incorporated Management
Incentive Plan.  I understand and agree
to the terms of the plan.

	
  

  	
   

  	
   

  	
   

  	
   

  
	
  Signature

  	
   

  	
  Date

  

 

 6

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