Document:

EXECUTIVE PERFORMANCE INCENTIVE PLAN

 Exhibit 10.1 
 2012 Executive Performance Incentive Plan 
 On September 13,
2011, the Compensation Committee of the Board of Directors of Analog Devices, Inc. (the “Company”) approved the terms of the 2012 Executive Performance Incentive Plan (the “Executive Performance Incentive Plan”). All executive
officers and other senior management selected by the Chief Executive Officer will participate in the Executive Performance Incentive Plan. Bonus payments under the Executive Performance Incentive Plan are calculated and paid as follows: 

1. Each participant’s Fiscal 2012 Bonus Target is obtained by multiplying his or her Base Salary by his or her Individual Target
Bonus Percentage: 
  

	 	•	 	 Base Salary — the individual’s base pay during the applicable bonus period. 

 

	 	•	 	 Individual Target Bonus Percentage — a percentage of the individual’s Base Salary, determined individually for each participant by the
Compensation Committee and ranging from 50% to 160%. 

 2. Each participant’s Fiscal
2012 Bonus Target is then multiplied by the Bonus Payout Factor. The Bonus Payout Factor is equal to (A) 50% of the Bonus Payout Factor (as shown in the table below) based on the Company’s operating profit before tax (OPBT) as a
percentage of revenue for the applicable quarter plus (B) 50% of the Bonus Payout Factor (as shown in the table below) based on the Company’s revenue growth for the applicable quarter compared to the same quarter in the prior fiscal
year.1 The calculations of revenue growth and OPBT as a
percentage of revenue are adjustable by the Compensation Committee in its sole discretion to take account of special items, including but not limited to: restructuring-related expense, acquisition- or disposition-related items, non-recurring royalty
payments or receipts, and other similar non-cash or non-recurring items. If OPBT is less than 15% of revenue for the applicable quarter, the Bonus Payout Factor shall be zero for that quarter, even if the Company has revenue growth for that quarter.
The Bonus Payout Factor can range from 0% to 300%. 
 The Compensation Committee adopted the following Bonus Payout Factor
tables under the 2012 Executive Performance Incentive Plan: 
  

					
	 50% of Bonus Based
 on OPBT/Revenue
	  	Bonus Payout Factor	 
	 15%
	  	 	0	% 
	 22.5%
	  	 	100	% 
	 31%
	  	 	200	% 
	 36%
	  	 	300	% 

  

	1 	 In order to facilitate a comparison of fiscal quarters for purposes of the revenue growth element of the plan, all 14 week quarters will be normalized
to a 13 week quarter. 

  

					
	 50% of Bonus Based
 on Revenue Growth
	  	Bonus Payout Factor	 
	 0%
	  	 	0	% 
	 10%
	  	 	100	% 
	 20%
	  	 	200	% 
	 30%
	  	 	300	% 

 The Bonus Payout Factor is determined quarterly. For example, if OPBT for a quarter is 22.5% of revenue
(which would result in a Bonus Payout Factor of 100% for that element) and revenue growth for the quarter compared to the same quarter in the prior fiscal year was 30% (which would result in a Bonus Payout Factor of 300% for that element), then the
Bonus Payout Factor for the quarter would be 200% which is the sum of 50% of the OPBT factor of 100% and 50% of the revenue growth factor of 300%. The Bonus Payout Factor is also used to determine the bonuses paid to all other employees of the
Company under the Company’s 2012 Bonus Plan for Employees. 
 A participant’s bonus for a quarter shall be equal to
the product obtained by multiplying a participant’s Fiscal 2012 Bonus Target for the quarter by the Bonus Payout Factor for that quarter. Each participant’s Fiscal 2012 Bonus Payment can range from zero to three times his or her Fiscal
2012 Bonus Target. 
 3. Fiscal 2012 bonus payments, if any, under the Executive Performance Incentive Plan will be calculated
at the end of each fiscal quarter and distributed after the first half and second half of fiscal year 2012. The bonus payment for the first half of Fiscal 2012 will be paid on or before June 30, 2012 and the bonus payment for the second half of
Fiscal 2012 will be paid on or before December 31, 2012. 
 4. Executives are eligible for a bonus payment with respect to
their first full fiscal quarter of employment, so long as they remain actively employed by the Company on the applicable bonus payment date in June or December. For example, an executive hired during the first quarter would only be eligible for a
bonus payment with respect to the second quarter, so long as he or she was still actively employed on the June payment date. 

Amended and Restated 

November 29, 2011FORM OF AMENDMENT TO RESTRICTED STOCK UNIT AWARD AGREEMENT

 Exhibit 10.2(n) 

 
 Amendment to 

Restricted Stock Unit Award Agreement 
  

This Amendment, effective March 1, 2011, to the Restricted Stock Unit Award Agreement (the “Agreement”) dated as of
[Month         , 2008, 2009, 2010] is made between WellPoint, Inc. (the “Company”) and the Participant set forth in the accompanying Grant Notice to the Agreement. This Amendment is included in
and made part of the Agreement. 
  
 1. The
introductory paragraph of “Period of Restriction” set forth in the Grant Notice is amended to read as follows: 
  

The Period of Restriction applicable to the number of your Restricted Stock Units listed in the “Shares” column below, and any
related Dividend Equivalents, shall commence on the Grant Date and shall lapse on the date listed in the “Lapse Date” column below. 
  

2. A new Section 5 is added to read as follows and all cross-references are updated accordingly: 

 
 5. Dividend Equivalents. In the event
the Company declares a dividend on Shares (as defined in the Plan), for each unvested Restricted Stock Unit on the dividend payment date, the Participant shall be credited with a Dividend Equivalent, payable in cash, with a value equal to the value
of the declared dividend. The Dividend Equivalents shall be subject to the same restrictions as the unvested Restricted Stock Units to which they relate. No interest or other earnings shall be credited on the Dividend Equivalents. Subject to
continued employment with the Company and Affiliates, the restrictions with respect to the Dividend Equivalents shall lapse at the same time and in the same proportion as the initial award of Restricted Stock Units. No additional Dividend
Equivalents shall be accrued for the benefit of the Participant with respect to record dates occurring prior to, or with respect to record dates occurring on or after the date, if any, on which the Participant has forfeited the Restricted Stock
Units or any Restricted Stock Units have been settled. For any specified employee, any Dividend Equivalents subject to Code Section 409A and payable upon a termination of employment shall be subject to a six month delay. The Dividend
Equivalents shall be subject to all such other provisions set forth herein, and may be used to satisfy any or all obligations for the payment of any tax attributable to the Dividend Equivalents and/or Restricted Stock Units. 

 
 3. Effect on Agreement. This Amendment has no effect
on the other terms of the Agreement and the Agreement shall otherwise continue in effect. 
  

			
	WELLPOINT, INC.
		
	By:	 	
	 Printed:
	 	 William J. Ryan

	 Its:
	 	 Chairman, Compensation Committee

		 	 WellPoint, Inc. Board of DirectorsFORM OF AMENDMENT TO PERFORMANCE SHARE AWARD AGREEMENT

 Exhibit 10.2(o) 

 
 Amendment to 

Performance Share Award Agreement 
  

This Amendment, effective March 1, 2011, to the Performance Share Award Agreement (the “Agreement”) dated as of
[Month         , 2008, 2009, 2010] is made between WellPoint, Inc. (the “Company”) and the Participant set forth in the accompanying Grant Notice to the Agreement. This Amendment is included in
and made part of the Agreement. 
  
 1. The
introductory paragraph of “Performance Period” set forth in the Grant Notice is amended to read as follows: 
  

The Performance Period applicable to the number of your Performance Shares listed in the “Shares” column below, and any related
Dividend Equivalents, shall be the year ending on the date listed in the “Vesting Date” column below, subject to the performance measure described below. 

 
 2. A new Section 5 is added to read as follows and all
cross-references are updated accordingly: 
  
 5. Dividend Equivalents. In the event the Company declares a dividend on Shares (as defined in the Plan), for each unvested Performance Share on the dividend payment date, the Participant shall be
credited with a Dividend Equivalent, payable in cash, with a value equal to the value of the declared dividend. The Dividend Equivalents shall be subject to the same restrictions as the unvested Performance Shares to which they relate. No interest
or other earnings shall be credited on the Dividend Equivalents, provided that additional Dividend Equivalents may be awarded or forfeited in the same proportion as the number of Performance Shares determined to be awarded or forfeited based on the
achievement of the performance measures. Subject to continued employment with the Company and Affiliates and, as applicable, achievement of performance measures, the restrictions with respect to the Dividend Equivalents shall lapse at the same time
and in the same proportion as the initial award of Performance Shares. No additional Dividend Equivalents shall be accrued for the benefit of the Participant with respect to record dates occurring prior to, or with respect to record dates occurring
on or after the date, if any, on which the Participant has forfeited the Performance Shares or any Performance Shares have been settled. For any specified employee, any Dividend Equivalents subject to Code Section 409A and payable upon a
termination of employment shall be subject to a six month delay. The Dividend Equivalents shall be subject to all such other provisions set forth herein, and may be used to satisfy any or all obligations for the payment of any tax attributable to
the Dividend Equivalents and/or Performance Shares. 
  

3. Effect on Agreement. This Amendment has no effect on the other terms of the Agreement and the Agreement shall otherwise continue
in effect. 
  

			
	WELLPOINT, INC.
		
	By:	 	
	 Printed:
	 	 William J. Ryan

	 Its:
	 	 Chairman, Compensation Committee

		 	 WellPoint, Inc. Board of Directors

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