Document:

exv10w3

Exhibit 10.3

CA, Inc. Change in Control Severance Policy

(Amended and Restated Effective September 10, 2008)

(Schedules as of July 27, 2010)

Schedule A

(2.99 Multiple)

Chief Executive Officer (William E. McCracken)

Executive Vice President and Chief Financial Officer (Nancy E. Cooper)

Executive Vice President and Group Executive, Customer Solutions Group (David C. Dobson)

Executive Vice President and Group Executive, Worldwide Sales and Operations (George J. Fischer)

[Employees may be added or eliminated from time to time]

Schedule B

(2.00 Multiple)

Executive Vice President, Risk, and Chief Administrative Officer (Phillip J. Harrington)

Executive Vice President and General Counsel (Amy Fliegelman Olli)

[Employees may be added or eliminated from time to time]

Schedule C

(1.00 Multiple)

Executive Vice President, Development and Technology (Ajei S. Gopal)

Executive Vice President, Corporate Strategy (Jacob Lamm)

Corporate Controller (Richard J. Beckert)

[Employees may be added or eliminated from time to time]exv10w1

 Exhibit 10.1

PERFORMANCE GOALS

FOR PERFORMANCE UNIT AWARDS GRANTED IN 2009 UNDER

THE BAKER HUGHES INCORPORATED 2002 DIRECTOR & OFFICER

LONG-TERM INCENTIVE PLAN AND

THE BAKER HUGHES INCORPORATED 2002 EMPLOYEE

LONG-TERM INCENTIVE PLAN

ADOPTED OCTOBER 21, 2010

     1. 2009 Performance Unit Program.

     The Performance Unit Program, a component compensation program established under each of the
Baker Hughes Incorporated 2002 Director & Officer Long-Term Incentive Plan and the Baker Hughes
Incorporated 2002 Employee Long-Term Incentive Plan (the “PUP”), provides for cash awards for
participants if performance goals are met during the term of the PUP. The performance goals are
related to the Company’s achievement as compared to a peer group of companies. Achievement is
measured over multiple performance periods from the beginning of 2009 to the end of 2011.
Twenty-five percent of the Total Unit Value is determined based upon one-year performance relative
to certain specified performance criteria during each of 2009, 2010, and 2011. The final
25 percent of the Total Unit Value is calculated at the end of 2011 based upon the
cumulative performance of the Company over the three-year performance period 2009 through 2011.

     2. Performance Goals for the Performance Period.

     For Performance Unit Awards granted by BHI in 2009 under the Plan, the performance goals are
based upon the Company’s (1) change in Revenue as compared to the Peer Group, (2) Pre-Tax Operating
Margin for the applicable performance periods as compared to that of the Peer Group, and (3) Return
on Net Capital Employed or RONCE as compared to the Peer Group. For each performance goal, if the
Company’s performance as compared to the Peer Group is the highest, the Company’s performance rank
shall be first.

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(a) One-Year Performance Periods.

     (I) Revenue Growth. For each of the 2009 Performance Period, the 2010
Performance Period and the 2011 Performance Period the Company’s One-Year Interval
Percentage Increase in Revenue for its 2009, 2010 and 2011 fiscal years, respectively, shall
be compared against the One-Year Interval Percentage Increase in Revenue for all members of
the Peer Group.

     (II) Pre-Tax Operating Margin. For each of the 2009 Performance Period, the
2010 Performance Period and the 2011 Performance Period, the Company’s Pre-Tax Operating
Margin for its 2009, 2010 and 2011 fiscal years, respectively, shall be compared against the
Pre-Tax Operating Margin for all members of the Peer Group during the applicable Current
Period.

     (III) Return of Net Capital Employed. For each of the 2009 Performance Period,
the 2010 Performance Period and the 2011 Performance Period, the Company’s RONCE for its
2009,
2010 and 2011 fiscal years, respectively, shall be compared against the RONCE for all
members of the Peer Group during the applicable Current Period.

(b) Three-Year Performance Period.

     (I) Revenue Growth. For the Three-Year Performance Period, the Three-Year
Percentage Increase in Revenue of the Company shall be compared against the Three-Year
Percentage Increase in Revenue for all members of the Peer Group as of December 31, 2011.

     (II) Pre-Tax Operating Margin. For the Three-Year Performance Period, the sum
of the Pre-Tax Operating Margin of the Company for the 2009 Performance Period, the 2010
Performance Period and the 2011 Performance Period shall be compared against the sum of the
Pre-Tax Operating Margin of the Company for each member of the Peer Group for the 2009
Performance Period, the 2010 Performance Period and the 2011 Performance Period.

     (III) Return on Net Capital Employed. For the Three-Year Performance Period,
the sum of the RONCE of the Company for the 2009 Performance Period, the 2010 Performance
Period and the 2011 Performance Period shall be compared against the sum of the RONCE for
each member of the Peer Group for the 2009 Performance Period, the 2010 Performance Period
and the 2011 Performance Period.

3. Unit Value Based on Peer Group Ranking.

     The Unit Value earned during an applicable performance period (the 2009 Performance
Period, the 2010 Performance Period, the 2011 Performance Period or the Three-Year
Performance Period) for each of the three performance goals is 25 percent the Unit Value
Amount listed below. The averages of 25 percent Unit Value Amounts earned during a
performance period is used to determine the Period Unit Value for the performance period.
The payout under each Performance Unit will be based on 12 measures (three Peer Group
Ranking results achieved during four discrete performance periods.) Note, in 2009, there
were 7 companies used in the Peer Group, and after 2009, there are 5 companies in the Peer
Group, including Baker Hughes Incorporated.

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	 	2009 Performance Period	 
	 	Peer Group Rank
	 	 	7th	 	 	6th	 	 	5th	 	 	4th	 	 	3rd	 	 	2nd	 	 	1st	 
	 	Unit Value
	 	 	$	0	 	 	 	$	25	 	 	 	$	50	 	 	 	$	75	 	 	 	$	100	 	 	 	$	150	 	 	 	$	200	 	 
	 	2010, 2011 and Three-Year Performance Period	 
	 	Peer Group Rank
	 	 	 	 	 	 	 	 	 	 	 	 	5th	 	 	4th	 	 	3rd	 	 	2nd	 	 	1st	 
	 	Unit Value
	 	 	 	 	 	 	 	 	 	 	 	 	$	0	 	 	 	$	45	 	 	 	$	90	 	 	 	$	135	 	 	 	$	200	 	 
	 

     In the example below, for illustrative purposes, Year 1 (2009 Performance Period) Revenue
Growth Rank was 5th and 25 percent of $50 is $12.50. Pre-Tax Operating Margin Rank was
2nd and 25
percent of $150 is $37.50. RONCE Rank was 1st and 25 percent of $200 is
$50. The average Unit Value based upon the performance in Year 1 is $33.34. Note, years 2, 3, and
the 3 Year Total use the alternative ranking table for 5 peer companies. For each Performance Unit
awarded, the sum of the Period Unit Value for each of the performance periods equals the Total Unit
Value.

Note that levels of achievement contained in the foregoing example are
not forecasts by the Company of its expected levels of achievement.
Rather, the levels of achievement for purposes of the illustrative
example were selected at random.

     If the Peer Group is reduced by merger(s) or otherwise during the term of the Three-Year
Performance Period the Committee shall make such adjustments to the Unit Value Amount chart as it
deems appropriate in its sole discretion. Such adjustments shall not increase the amounts that
would have been payable under the Unit Value Amount chart absent such adjustments.

     4. Peer Group.

     The Peer Group is as follows for the performance periods ending in 2009, 2010, and 2011, and
for the Three-Year Performance Period.

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	 	 	 	 	2010, 2011, and Three-Year	 
	 	2009 Peer Group	 	 	Performance Period Peer Group	 
	 	(7 Companies)	 	 	(5 Companies)	 
	 	Baker Hughes Incorporated

	 	 	Baker Hughes Incorporated	 
	 	BJ Services

	 	 	Halliburton Company	 
	 	Halliburton Company

	 	 	National Oilwell Varco Incorporated	 
	 	National Oilwell Varco Incorporated

	 	 	Schlumberger Limited	 
	 	Schlumberger Limited

	 	 	Weatherford International Ltd.	 
	 	Smith International Inc
	 	 	 	 
	 	Weatherford International Ltd.
	 	 	 	 
	 

     5. General Performance Unit Formula.

     Except as otherwise specified in the Terms and Conditions, the aggregate amount payable to a
Participant for a Performance Unit Award granted in 2009 under the Baker Hughes Incorporated 2002
Director & Officer Long-Term Incentive Plan and the Baker Hughes Incorporated 2002 Employee
Long-Term Incentive Plan shall be equal to the number of Performance Units granted to the
Participant multiplied by the Final Performance Unit Award Value.

     The Compensation Committee shall determine in writing the extent to which the Performance
Goals applicable to the Performance Unit Awards have been satisfied before the Company makes any
payments under the Performance Unit Awards.

     Subject to the terms of the Plan, the Performance Unit Award and the Terms and Conditions,
unless prior to the Scheduled Payment Date a Change in Control (as defined in the Terms and
Conditions) occurs or the Participant (1) forfeits his Performance Unit Award, (2) dies, or (3)
incurs a Disability (as defined in the Terms and Conditions), on the Scheduled Payment Date the
Company shall pay the Participant an amount equal to the Final Performance Agreement Award Value
(prorated in accordance with the Terms and Conditions in the event of the Retirement of the
Participant within the meaning of the Terms and Conditions).

     The Compensation Committee may not increase the Final Performance Unit Award Value for, or
otherwise increase the aggregate amount payable to a Participant for the performance period under,
a Performance Unit Award Agreement issued by BHI in 2009 under the Baker Hughes Incorporated 2002
Director & Officer Long-Term Incentive Plan or the Baker Hughes Incorporated 2002 Employee
Long-Term Incentive Plan.

     Capitalized terms that are not defined herein shall have the meaning ascribed to such terms in
the Plan or the Terms and Conditions.

     6. Definitions.

     For Performance Unit Award Agreements issued by Baker Hughes Incorporated (“BHI”) in 2009
under the Baker Hughes Incorporated 2002 Director & Officer Long-Term Incentive Plan and the Baker
Hughes Incorporated 2002 Employee Long-Term Incentive Plan, the terms set forth below shall have
the following meanings:

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     “Capital Employed” means an amount equal to the Relevant Company’s total shareholders’ equity
at the close of the Current Period plus the Relevant Company’s long-term debt, short-term borrowing
and the current portion of long-term debt at the close of the Current Period.

     “Company” means BHI and all of its Affiliates in which BHI directly or indirectly has a
capital investment.

     “Compensation Committee” means the Compensation Committee of the Board of Directors of the
Company.

     “Current Period” means the fiscal year of the Relevant Company that coincides with or ends
within the fiscal year of the Company to which the applicable Performance Goal applies.

     “Final Performance Unit Award Value” or “Total Unit Value” means the sum of the Unit Values
for the 2009 Performance Period, the 2010 Performance Period, the 2011 Performance Period and the
Three-Year Performance Period.

     “One-Year Interval Percentage Increase in Revenue” means the result of (a) minus (b), divided
by (c), where (a) is the Revenue of the Relevant Company for the Current Period, (b) is the Revenue
of the Relevant Company for the Prior Period, and (c) is the Revenue of the Relevant Company for
the Prior Period.

     “Participant” means the person to whom a Performance Unit Award is granted.

     “Peer Group” means the groups identified in Section 4.

     “Performance Units” means the number of performance units listed in the Participant’s
agreement evidencing his or her Performance Unit Award.

     “Performance Unit Award” means a Performance Unit Award granted under the Plan in 2009.

     “Plan” means the Baker Hughes Incorporated 2002 Director & Officer Long-Term Incentive Plan or
the Baker Hughes Incorporated 2002 Employee Long-Term Incentive Plan, as applicable.

     “Pre-Tax Operating Margin” means the quotient of the Relevant Company’s operating profit for
the Current Period divided by the Relevant Company’s total revenue for the Current Period.

     “Prior Period” means the fiscal year of the Relevant Company that coincides with or ends
within the fiscal year of the Company immediately preceding the fiscal year of the Company to which
the applicable Performance Goal applies.

     “Relevant Company” means the Company or a member of the Peer Group.

     “Return on Net Capital Employed” or “RONCE” means the Relevant Company’s earnings before
interest and taxes plus non-operating income (expense) for the Current Period, divided by the
Relevant Company’s Capital Employed.

     “Revenue” means the revenue of the Company or the revenue of a particular member of the Peer
Group, as applicable.

     “Scheduled
Payment Date” means March 9, 2012.

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     “Three-Year Interval Percentage Increase in Revenue” means the result of (a) minus (b),
divided by (c), where (a) is the Revenue for the Relevant Company for the Current Period
corresponding to the final fiscal year of the Company ending during the Three-Year Performance
Period, (b) is the Revenue of the Relevant Company for the Prior Period corresponding to the fiscal
year of the Company immediately prior to the first fiscal year of the Company beginning during the
Three-Year Performance Period and (c) is the Revenue of the Relevant Company for the Prior Period
corresponding to the fiscal year of the Company immediately prior to the first fiscal year of the
Company beginning during the Three-Year Performance Period.

     “Three-Year Performance Period” means the three-year period beginning January 1, 2009, and
ending December 31, 2011.

     “2009 Performance Period” means the one-year period beginning January 1, 2009, and ending
December 31, 2009.

     “2010 Performance Period” means the one-year period beginning January 1, 2010, and ending
December 31, 2010.

     “2011 Performance Period” means the one-year period beginning January 1, 2011, and ending
December 31, 2011.

     “Terms and Conditions” means the Terms and Conditions of Performance Unit Award Agreements
adopted by the Compensation Committee with respect to Performance Unit Awards.

     “Unit Value” or “Period Unit Value” means the averages of the Unit Value Amounts per
Performance Unit earned with respect to a performance period as specified in Section 3.

     “Unit Value Amount” means the applicable dollar amount specified in the first chart in Section
3.

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