Document:

2007 Short-Term Incentive Plan of Mark E. Haidet

 Exhibit 10.3 
 2007 STI Plan CFO Mark Haidet 
 NOTE: All figures below are in US dollars unless otherwise indicated. For individuals based outside the U.S.
and paid in local currency, bonus potential is based on percentage of base salary in local currency. 
 Objectives & Principles 
 This document summarizes the Short Term Incentive (“STI”) Plan for individuals in the CFO role. The objectives of this STI Plan are aligned with overall company
compensation program objectives: 
 Provide total potential compensation equal to or greater than market for the role 
 Incent healthy cross-functional behavior and reward results that are aligned with company business objectives and our shareholders 
 Keep the plan simple 
 Some key principles of our STI plan include:

 Self funding – STI payout is funded via financial metrics (team profitability), based on the 12-month financial plan. 
 Annual payout except for sales-oriented roles. With base salary ranges at market, STI reinforces the pay-for-performance culture. 
 Payout triggered on financial milestones aligned with Budget and Target (see Section VI for definitions of Budget and Target). Partial payout of STI occurs at Budget
with linear payout of remaining STI up to Target. 
 ROI to shareholders – our STI plans reflect a philosophy to provide an acceptable return to
shareholders before rewarding management or employees for delivering results. 
 If you have questions or feedback on our compensation program or this STI
Plan, please contact the Compensation Manager. 
 Effective Date 
 January 1 – December 31, 2007. All STI plans are reviewed annually during Q4 for the upcoming fiscal year, to ensure that these compensation plans are aligned with the company’s financial and operational objectives. 
 Target STI 
 Target STI potential for individuals in this role is
60% of base wages. 
 Focus of Role 
 Profitability
– measured via Operating Income (“Op Income”). See Section VI for definition of Op Income. 
 Deliver results that support the company
in achieving its financial and operational objectives – measured via controllable financial metric. 
 Controllable financial metric = Central
G&A Costs as a Percent of Revenue and operational objectives 
 STI Plan Structure 
 Base Salary – individuals are eligible for base salary increase during the annual salary review cycle. 
 STI – structured and paid as follows. 
 Op Income –
67% of annual STI potential is associated with Op Income Budget and is paid on an annual basis. 
 Objectives – the remaining 33% will be based
on the achievement of individual objectives, assuming Op Income objective (above) is met. If Op Income metric is not met, then there is no payout on this portion of the plan. Each objective stands alone, so payout will occur for the objectives met,
even if all objectives have not been met. All of the objectives are weighted equally. The CEO will determine which objectives have been met after the end of the year. The objectives are as follows: 
 Controllable Financial Metric – a portion of annual STI potential will be paid at year-end based on achievement of controllable financial metric, assuming Op
Income metric (above) is met. If Op Income metric is not met, then there is no payout on the controllable financial metric. 
 Budget will be per the company
financial plan. 
 Target will be established by CEO. 
 Payout
of this component will begin at Budget and be paid ratably up to Target, assuming Op Income metric is met. 
 Other objectives to be established by the CEO.

 Example: Assume annual STI potential is $158,000 and that controllable financial metric is Central G&A Cost as a percent of revenue. Assume Central
G&A Cost Budget is 5.9%, Central G&A Cost Target is 5.7%, and Actual Central G&A Cost is 5.8%. Assume that there are 4 objectives related to the operational objectives section, including Central G&A as a percent of revenue objective
and that three of them are met. Assume also that Op Income Budget is achieved. 
 67% of STI, or $105,860, is associated with Operating Income Budget, and
was earned. 
 33% of STI, or $52,140, is associated with objectives. Since there are 4 objectives, each one is worth $13,035 ($52,140 divided by four
objectives). For the objective related to Central G&A costs, $13,035 is earned ratably between Budget and Target for this metric. $6,518 is earned as STI for every .01% decrease in Central G&A cost as a percent of revenue. Therefore, $6,518
would be earned. 
 Two of the remaining three operational objectives have also been met, so $26,070 would be earned. 
 Total STI earned for the year would be $138,448 ($105,860 on Op Income + $6,518 on controllable financial metric + $26,070 on the other operational objectives).

 Definitions and Calculations 
 Operating Income = Operating Income per published financial reports, excluding Taxes, Interest and non-recurring items such as Acquisition Amortization. 
 Budget = formerly known as Threshold. Minimum performance level where a partial payout of STI occurs. Budget assumes moderate revenue and profit growth year over year and will vary from Industry Group to Industry Group based on growth
assumptions in each Industry’s financial plan. 
 Target = formerly known as Plan. Performance level where full payout of STI occurs. 
 Eligibility and Other Details 
 This STI plan applies to the
individuals in the CFO role, unless otherwise specified and approved by the CEO, Division President and VP-HR. 
 The individual must be employed at year-end
to earn STI for that year. If an individual’s employment is terminated, all future STI is forfeited. 
 Transfers must be in the new group for a full
quarter to be eligible for pro-rata payout in the new group. Therefore, payouts for transfers will be calculated as follows: 
 Q1 transfer — 1 quarter
in old group, 3 quarters in new group 
 Q2 transfer — 2 quarters in old group, 2 quarters in new group 
 Q3 transfer — 3 quarters in old group, 1 quarter in new group 
 Q4
transfer — 4 quarters in old group, next year in new group 
 Annual payouts are based on annual results, prorated according to the above schedule.

 If the individual is on a reduced work load, part-time schedule, or on leave of absence, the STI calculation will be adjusted based on base wages earned
that year per Payroll. 
 Accounting owns the calculation and approval process. HR owns plan documentation. BU leadership owns communication. 
 STI is calculated and processed after year-end earnings are released and internal financial reports are published, approximately eight weeks after year-end. Approvals
are required from BU leadership, VP-HR, CFO, and CEO. Projected timing of Q4 07 earnings release is February 21, 2008, and projected timing for annual STI payout for 2007 is March 28, 2008. 
 Once approved, STI will be submitted to Payroll for processing. All STI will be paid out net of applicable taxes. 
 If you have questions about this STI plan or a specific STI calculation, please contact your manager. S/he will involve others from Accounting, BU leadership, and HR as
appropriate. 
 The CEO, Division President and VP-HR must approve any exceptions to this STI plan in advance. 
 Individual Targets/Quotas 
 2007 Budget for Operating Income for
Company = [xxxxxx]* 
 2007 Budget for Department Expense as Percent of Revenue = [xxx]* 
 2007 Target for Department Expense as Percent of Revenue = [xxx]* 
 These figures must be achieved after any STI is
paid. 
 Sign-off 
 I understand and accept the terms and
targets/quotas reflected in this STI plan. 
  

									
	Employee signature	 		 		 	Date
				
	Manager signature	 		 		 	Date

  

	*	Filed under an application for confidential treatment.Short-Term Incentive Plan of Andrew S. Heyman

 Exhibit 10.4 
 2007 STI Plan COO Andy Heyman 
 NOTE: All figures below are in US dollars unless otherwise indicated. For individuals based outside the
U.S. and paid in local currency, bonus potential is based on percentage of base salary in local currency. 
 Objectives & Principles

 This document summarizes the Short Term Incentive (“STI”) Plan for individuals in an Industry President role. The objectives of this STI Plan
are aligned with overall company compensation program objectives: 
 Provide total potential compensation equal to or greater than market for the role

 Incent healthy cross-functional behavior and reward results that are aligned with company business objectives and our shareholders 
 Keep the plan simple 
 Some key principles of our STI plan include:

 Self funding – STI payout is funded via financial metrics (team profitability), based on the 12-month financial plan. 
 Annual payout except for sales-oriented roles. With base salary ranges at market, STI reinforces the pay-for-performance culture. 
 Payout triggered on financial milestones aligned with Budget and Target (see Section VI for definitions of Budget and Target). Partial payout of STI occurs at Budget
with linear payout of remaining STI up to Target. There is opportunity for upside for above Target performance. 
 ROI to shareholders – our STI plans
reflect a philosophy to provide an acceptable return to shareholders before rewarding management or employees for delivering results. 
 If you have
questions or feedback on our compensation program or this STI Plan, please contact the Compensation Manager. 
 Effective Date 
 January 1 – December 31, 2007. All STI plans are reviewed annually during Q4 for the upcoming fiscal year, to ensure that these compensation plans are
aligned with the company’s financial and operational objectives. 
 Target STI 
 Target STI potential for individuals in this role is 100% of base wages, with opportunity to earn upside for above Target performance. 
 Focus of Role 
 Profitability – measured via Industry Group Contribution Margin (“CM”). Assigned
Industry Groups – All Industry Groups 
 STI Plan Structure 
 Base Salary – individuals are eligible for base salary increase during the annual salary review cycle. 
 STI – structured and paid as follows. 
 Contribution Margin (“CM”) – STI will be paid as follows based on CM for
assigned Industry Groups. 
 Budget – 67% ($217,750) of annual STI is associated with Budget level performance. See Section VI for definition of
Budget. 
 Quarterly – 20% ($65,000) of annual STI will be paid quarterly (5% each quarter) based on cumulative quarterly CM Budget, since
it is important for the Executives to be focused on helping the company achieve its quarterly financial objectives throughout the year. There is no “catch up” — if the cumulative quarterly Budget is not met for a particular quarter,
then the quarterly payout is forfeited. No additional STI will be paid out on a quarterly basis. 
 Annual – 47% ($152,750) of annual STI will be
paid at year-end if annual CM Budget is met. 
 Target – the remaining 33% ($107,250) of annual STI will be paid at year-end in a
linear fashion between annual Budget and annual Target. See Section VI for definition of Target. 
 Upside – The COO will earn 5% upside at
year-end on every dollar above annual Target for all industry groups. 
 Example 1: Andy’s 2007 annual STI potential is $325,000. Assume for this
example that the combined CM for all Industry groups has a Budget of $52 million, CM Target is $56 million, and Actual CM is $55 million. Assume also that cumulative quarterly Budget for CM is achieved 3 of the 4 quarters for the combined industry
groups. 
 20% of annual STI ($65,000, or $16,250 per quarter) is associated with quarterly Budget performance. $16,250 per quarter would be paid out
in each of the 3 quarters that cumulative quarterly Budget for CM was achieved, or $48,750 total. 
 47% of annual STI ($152,750) is associated with
annual Budget performance. The full $152,750 would be paid out since the annual Budget was achieved. 
 The remaining 33% of annual STI ($107,250) is
associated with Target level performance and is earned ratably between Budget and Target. 2.68125% of each dollar between Budget and Target is earned as STI ($107,250 STI divided by $4,000,000 difference between Budget and Target = 2.68125%).
Therefore, $80,438 would be earned (2.68125% x $3,000,000 difference between Actual and Budget = $80,438). 
 Total STI earned = $281,938 ($48,750 on
quarterly Budget performance + $152,750 on annual Budget performance + $80,438 on annual performance between Budget and Target). 
 Example 2: Assume same as
above, except Actual CM was $57 million instead of $55 million. $48,750 would be paid for achieving 3 of the 4 quarters’ Budget performance. 

 $48,750 would be paid for achieving Budget performance 3 out of 4 quarters. 
 $152,750 would be paid for achieving annual Budget performance. 
 $107,250
would be paid for achieving annual Target the combined Industry groups. 
 Upside of $50,000 would be paid to the COO (5% of $1,000,000 excess over annual
Target). 
 Total STI earned by COO = $358,750 ($48,750 + $152,750 + $107,250 + $50,000). 
 Definitions and Calculations 
 CM = Contribution Margin per the published financial reports. 
 Budget = formerly known as Threshold. Minimum performance level where a partial payout of STI occurs. Budget assumes moderate revenue and profit growth year over year
and will vary from Industry Group to Industry Group based on growth assumptions in each Industry’s financial plan. 
 Target = formerly known as Plan.
Performance level where full payout of STI occurs. 
 Eligibility and Other Details 
 This STI plan applies to the individuals in a COO role, unless otherwise specified and approved by the CEO, Division President and VP-HR. 
 The individual must be employed at year-end to earn STI for that year. If an individual’s employment is terminated, all future STI is forfeited. 
 Transfers must be in the new group for a full quarter to be eligible for pro-rata payout in the new group. Therefore, payouts for transfers will be calculated as follows: 
 Q1 transfer — 1 quarter in old group, 3 quarters in new group 
 Q2
transfer — 2 quarters in old group, 2 quarters in new group 
 Q3 transfer — 3 quarters in old group, 1 quarter in new group 
 Q4 transfer — 4 quarters in old group, next year in new group 
 Annual
payouts are based on annual results, prorated according to the above schedule. 
 If the individual is on a reduced work load, part-time schedule, or on
leave of absence, the STI calculation will be adjusted based on base wages earned that year per Payroll. 
 Accounting owns the calculation and approval
process. HR owns plan documentation. BU leadership owns communication. 
 STI is calculated and processed after year-end earnings are released and internal
financial reports are published, approximately eight weeks after year-end. Approvals are required from BU leadership, VP-HR, CFO, and CEO. Projected timing of Q4 07 earnings release is February 21, 2008, and projected timing for annual STI
payout for 2007 is March 28, 2008. 
 There are certain exceptions to annual STI payout. For those exceptions, STI will be calculated and processed
after quarterly earnings are released and internal financial reports are published, approximately eight weeks after quarter-end. Approvals are required from BU leadership, VP-HR, CFO and CEO. Projected timing for payout of 2006 quarterly
STI/commissions is as follows: 
  

									
	 	  	Q1 07	  	Q2 07	  	Q3 07	  	Q4 07
	 earnings release
	  	26-Apr-07	  	26-Jul-07	  	25-Oct-07	  	21-Feb-08
	 in paychecks-U.S.
	  	25-May-07	  	31-Aug-07	  	23-Nov-07	  	28-Mar-08
	 in paychecks-Geelong & Prague
	  	31-May-07	  	31-Aug-07	  	30-Nov-07	  	31-Mar-08

 Once approved, STI will be submitted to Payroll for processing. All STI will be paid out net of applicable taxes.

 If you have questions about this STI plan or a specific STI calculation, please contact your manager. S/he will involve others from Accounting, BU
leadership, and HR as appropriate. 
 The CEO, Division President and VP-HR must approve any exceptions to this STI plan in advance. 
 Individual Targets/Quotas 
 2007 CM for Industry Groups CM is as
follows. These figures must be achieved after any STI is paid. 
  

																
	 	  	Q1 07	 	 	Q2 07	 	 	Q3 07	 	 	Q4 07	 	 	Annual	 
	 Budget
	  	[xxxxxx	]*	 	[xxxxxx	]*	 	[xxxxxx	]*	 	[xxxxxx	]*	 	[xxxxxx	]*
	 Budget - cumulative qtrly
	  	[xxxxxx	]*	 	[xxxxxx	]*	 	[xxxxxx	]*	 	[xxxxxx	]*	 		
	 Target - Annual only
	  	—  	 	 	—  	 	 	—  	 	 	—  	 	 	[xxxxxx	]*

 Sign-off 
 I
understand and accept the terms and targets/quotas reflected in this STI plan. 
  

									
	Employee signature	 		 		 	Date
				
	Manager signature	 		 		 	Date

  

	*	Filed under an application for confidential treatment.

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