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                                                                 EXHIBIT 10.08.1
                                                CONFIDENTIAL TREATMENT REQUESTED

                                FORMFACTOR, INC.

                            KEY MANAGEMENT BONUS PLAN

                                     (2003)

I.       PURPOSE

         To further the success of FormFactor, Inc. (hereinafter referred to as
         the "COMPANY") by enabling the Company to be competitive with the rest
         of the industry in attracting and retaining key talent and to provide
         an incentive, in addition to base salary compensation, to those key
         professionals of the Company who will have a substantial opportunity to
         influence achievement of major corporate objectives and subsequent
         Company growth. This will 1) more closely associate the personal
         interests of such key professionals with Company interests, 2)
         encourage such key professionals to continue as employees of the
         Company; and 3) position the Company as a company that provides
         better-than-market rewards for better-than-market performance.

II.      DETERMINATION OF BONUS PAYMENT

         Actual bonus award amounts are based on a combination of specific
         percentage achievement of corporate objectives and specific percentage
         achievement of personal objectives. Percentage participation rates are
         established for each individual based on level of responsibility and
         scope of work in the organization. Specific bonus target percentages
         will be established for each plan year.

III.     CORPORATE OBJECTIVES

         Due to the economic climate when establishing the 2003 Operating Plan,
         the Company established an Operating Plan permitting it to address
         separately the first and second halves of its fiscal year 2003
         ("FY2003"). As a result of establishing two half-year operating plans
         for FY2003, the Company will establish two sets of indicators to
         measure the achievement of the corporate objectives, one set for the
         first half of 2003 and one set for the second half of 2003.

         Attachment A lists the indicators used to measure achievement of the
         corporate objectives component for the first half FY2003 plan.

         Each objective has equal weight (1/3). The minimum threshold equals 80%
         of the target (i.e., no payment for that indicator unless 80% of the
         target is reached.) The maximum threshold equals 200% of the target
         (i.e., for any single indicator, no more than 200% of the bonus target
         amount will be paid).

IV.      PERSONAL OBJECTIVES

         Participants will work with their Managers to identify three to five
         personal objectives to be used as achievement indicators for each
         individual participating in the Plan. These objectives should be
         critical to the success of the individual and should tie into the

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*** Confidential treatment has been requested for portions of this exhibit. The
    copy filed herewith has been marked to indicate the information subject to
    the confidentiality request. Omissions are designated as *****. A complete
    version of this exhibit has been filed separately with the Securities and
    Exchange Commission.

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         overall Company business priorities. The applicable Senior Vice
         President (or higher) must approve each individual's personal
         objectives. The personal objectives component will constitute a
         pre-determined percentage of the total award depending upon the degree
         of each participant's actual achievement of personal goals as
         determined by the appropriate Senior Vice President (or higher).

         Each participant's manager will determine whether the participant will
         have one set of personal objectives for FY2003 or two sets of
         objectives, one for the first half of FY2003 and a separate set for the
         second half.

V.       ALLOCATION OF INCENTIVE BONUS

A. DEFINITIONS:

         1. CAF = Corporate Achievement Factor defined as the average of the
         percentage achievement of the three corporate objectives (with a
         minimum of 80% and a maximum of 200% for each objective achieved; if
         the percentage achievement is less than 80% for a corporate objective,
         it counts as zero in computing the CAF):

           Percentage of Bookings Target achieved                   =        %
           Percentage of Net Sales Target achieved                  =        %
           Percentage of Operating Margin Target achieved           = ______ %

                                                            Total   =        %

                            CAF = Total
                                  -----
                                    3

         2.  PPS = Participant's Proportional Share (%) defined as:

        Participant's                              Participant's
        Bonus %       x    (CAF    x  # * * *%        Personal   x  # * * *%)
                                                     Objectives
                                                    Achievement

         # percentage see Attachment A

         3.  PIB = Participant's Incentive Bonus defined as: (example)

         Participant's
         Individual       x    PPS   =     PERSONAL INCENTIVE BONUS
         Base Salary                       (subject to Override calculation)

B. EXAMPLE ONLY:

Director-BU at $* * * base with * * *% bonus % and personal objectives
achievement of 89%. HYPOTHETICAL

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*** Confidential treatment has been requested for portions of this exhibit. The
    copy filed herewith has been marked to indicate the information subject to
    the confidentiality request. Omissions are designated as *****. A complete
    version of this exhibit has been filed separately with the Securities and
    Exchange Commission.

<PAGE>
<TABLE>
<CAPTION>
                                           AOP           Result            Achievement%                CAF
                                           ---           ------            ------------                ---
<S>                                      <C>             <C>               <C>                        <C>
        Bookings                         $* * *          $64.3M               * * *%
        Net Sales                        $* * *          $75.0M               * * *%                  * * *%
        Operating Margin                 $* * *          $ 1.1M               * * *%
</TABLE>

         PPS =    (* * *%) X (* * * % x * * *%       +        89% X * * *%)
                  (* * *%) X (* * *% + * * *%)  =  * * *%

         PIB = $* * *  X  * * *%  =  $* * *.-  = PERSONAL INCENTIVE BONUS

VI.      DEFINITION OF BASE PAY

         An individual's eligible gross earnings for the Plan Year (exclusive of
         overtime, shift premiums, car allowance, bonuses, etc.) will be used in
         calculating the bonus payment.

VII.     PLAN YEAR

         The Plan Year nets from December 29, 2002 - December 27, 2003.

VIII.    MISCELLANEOUS PROVISIONS

A. ADMINISTRATION

         The Chairman of the Board of Directors and the Board Compensation
         Committee shall have full power and authority to administer and
         interpret the plan and to adopt such rules and regulations consistent
         with the terms of the Plan as they deem necessary or advisable to carry
         out the provisions of the Plan. The CEO/President may appoint an
         Administrator of the Plan and delegate to such Administrator power to
         administer and interpret the Plan as to such matters as the
         CEO/President may deem necessary.

B. TERMINATION OF EMPLOYMENT

         In order to be eligible for the bonus, an employee must be employed
         with the Company on the date payouts for the designated plan year
         occur. If prior to the end of the award period a participant's
         employment terminates by way of retirement, normal retirement date,
         death, or total and permanent disability (as determined under the
         Company's Long- Term Disability Plan), and the participant would have
         been entitled to the payment of the award if his/her employment had not
         so terminated, payment of the award shall be pro-rated based on the
         number of months of the award period during which the participant was
         an employee. If a participant's employment terminates by reason of
         death, payment of the award shall be made to the person(s) designated
         as the participant's beneficiary under the Company incorporated
         Retirement Plan, and if there is none, to the participant's estate.

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*** Confidential treatment has been requested for portions of this exhibit. The
    copy filed herewith has been marked to indicate the information subject to
    the confidentiality request. Omissions are designated as *****. A complete
    version of this exhibit has been filed separately with the Securities and
    Exchange Commission.

<PAGE>
C. SALE OF COMPANY

         If the Company is sold, or if the Company is a party to a merger or
         consolidation in which it is not the surviving company, all awards will
         be deemed to have been earned at 100% of the target value for the
         current year and will be paid to the applicable participant at that
         point.

D. TRANSFER OF RIGHTS

         The rights and interests of a participant under the Plan may not be
         assigned or transferred except by will and the laws of descent or
         distribution.

E. RIGHT TO EMPLOYMENT

         Participation in the Plan shall not confer on any employee the right to
         continued employment in the same or any other capacity.

F. RIGHTS TO PLAN

         No employee or other person shall have any claim or right to be granted
         an award under the Plan, nor shall participation in the Plan in one
         year grant any right to participate in the Plan in any subsequent year.

G. WITHHOLDING

         The Company shall have the right to deduct from all awards paid under
         the Plan any federal, state, local, or foreign taxes required by law to
         be withheld with respect to such awards.

H. UNALLOCATED FUNDS

         Monies that are unallocated due to the personal objectives not being
         satisfactorily accomplished, as determined by the President, will
         remain part of the Company's operating funds.

I. AMENDMENT AND TERMINATION

         The Board of Directors may amend or suspend the Plan, in whole or in
         part, at any time with respect to the current or any subsequent Plan
         year.
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                                  ATTACHMENT A

                       FY2003 MANAGEMENT BONUS PLAN MATRIX
<TABLE>
<CAPTION>
Title/Responsibility                   Target % Corporate          Target % Personal
--------------------                   ------------------          -----------------
<S>                                    <C>                         <C>
CEO                                    100                         0
Senior Vice-President                  80                          20
Vice-President-Corp.                   * * *                       * * *
Vice-President-B.U.                    * * *                       * * *
Vice-President-Tech. L.C.              * * *                       * * *
Director - BU                          * * *                       * * *
Director - Tech. I.C.                  * * *                       * * *
</TABLE>

                 FIRST HALF FY2003 CORPORATE BONUS PLAN TARGETS
<TABLE>
<S>                                                   <C>
                    BOOKINGS:                         $* * *

                    NET SALES:                        $* * *

                    OPERATING MARGIN:                 $* * *
</TABLE>

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*** Confidential treatment has been requested for portions of this exhibit. The
    copy filed herewith has been marked to indicate the information subject to
    the confidentiality request. Omissions are designated as *****. A complete
    version of this exhibit has been filed separately with the Securities and
    Exchange Commission.<PAGE>

                                                                 EXHIBIT 10.08.2
                                                CONFIDENTIAL TREATMENT REQUESTED

              2002 1H FORMFACTOR, INC. DIRECT SALES INCENTIVE PLAN
                                     Rev 1.0

TERM:           December 30, 2001 through June 29, 2002.

DEFINITIONS:

-     TARGETED COMMISSION PLAN (TC). The amount of compensation (aka
      "Commissions") due to the individual sales person when 100% of the target
      booking plan and MBO's are achieved.

-     TARGET BOOKINGS (TB). (aka "Quota") The amount of bookings that must be
      achieved to receive the target bonus.

-     TARGET BOOKINGS COMPONENT (TC-B): The portion of the Target commission
      plan allocated to the bookings quota achieved.

-     TARGET MBO COMPONENT (TC-M): The portion of the Target commission plan
      allocated to the MBO achieved

-     RATE PER DOLLAR BOOKED. The percentage of commission earned per dollar of
      booking achieved.

-     INCENTIVE RATE (IR): The percentage of the sales person's base salary used
      to calculate the TC.

DIRECT SALES INCENTIVE PLAN

The incentive plan is structured to pay 100% of a set commission based on the
following guidelines:

1.    The targeted commission (TC) is separated into a bookings component and an
      MBO component. The bookings component (TC-B) is ***% of the targeted
      commission plan and the MBO component (TC-M) is ***% of the TC.

2.    As 0-***% of the TB is achieved, a total of ***% of the TC-B will be paid
      to the respective sales person.

3.    The last ***% of the TB achieved will result in ***% of the targeted
      bookings component plan being paid to the respective sales person.

4.    There will be no cap on this incentive plan. For instances where the TC or
      TB is exceeded, the following will apply:

      -     The same rate per dollar booked as the last ***% of the target
            income will be applied to all bookings achieved in excess of the TB.

5.    The Direct Sales Incentive Plan is split into two 1/2 year plans. There
      will be separate TB set for each 1/2 year time period and separate MBOs
      for each 1/2 year time period.

6.    The VP of Worldwide Sales shall set the target bookings plan for each
      region and each individual sales person. These plans shall be published no
      later than 30 days after the beginning of the 1st and 3rd quarters.

7.    By mutual agreement with the VP of Worldwide Sales, each sales person will
      be assigned ***-*** MBOs for each 1/2 year. Each MBO will be weighted.
      Upon approval by the VP of Worldwide Sales, MBOs may be modified prior to
      the end of the 1/2 year period.

8.    The VP of Worldwide Sales, with approval from the VP of Finance, shall set
      the Incentive Rate (IR) for each sales person. The IR shall be percentage
      of the sales person's base salary and the rate shall be determined by the
      level of responsibility of the sales person and the size of the region.
      The standard IR are:

            a.    VP - 75%

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* * * Confidential treatment has been requested for portions of this exhibit.
The copy filed herewith omits the information subject to the confidentiality
request. Omissions are designated as *****. A complete version of this exhibit
has been filed separately with the Securities and Exchange Commission.
<PAGE>
            b.    Director/Regional Manager - ***%

            c.    Sr. Account Manager/Major Account Manager: ***-***%

            d.    Account Manager: ***-***%

9.    Changes to the Sales Compensation Plan shall be approved by the VP of
      Worldwide Sales and the VP of Finance.

Example: Joe H. Salesman's base salary is $*** and his IR is ***%. For the 1/2
year, Joe's TC is $*** ($***Kx***%x1/2 year). The TC-B is ***% or $***. The TC-M
is ***% or $***. The TB for the 1/2 year for Joe H. Salesman is $***M. ***% of
the TB is $***M and Joe will earn ***% of the TC-B or $*** once he achieves the
$***M in bookings (rate paid = ***% on every dollar booked up to $***M). Once
Joe exceeds $***M in bookings, he will be paid at a rate of ***%
(***%*$***/***%*$***M) with no cap on the bookings. Joe will also have *** MBOs
assigned for the half year. Each was weighted a ***%. For each MBO achieved, Joe
will earn $*** (***% x $***).

In this example, Joe books $*** and achieves *** of *** of his MBOs. Joe will be
paid in total:

$***M * *** = $***
$***M * *** = $***
$***M * *** = $***
*** MBO * $*** = $***
Total Incentive Due for 1/2 Year = $***

ADDITIONAL GUIDELINES:

1.    All direct sales personnel are eligible for the commission plan and will
      be paid on a pro rata basis as of the date of their employment.

2.    Commissions shall be paid within 45 days of the close of the quarter.

3.    Territories and assigned accounts will determine the basis of the targeted
      commission plan.

4.    The VP of Worldwide Sales will determine how much credit is awarded for
      account managers with multinational accounts and split commissions as part
      of their respective responsibilities.

5.    Any receivables not collected will be debooked from the salespersons
      totals in the following period.

/s/ Peter Mathews                     /s/ Michael Ludwig
---------------------------           ------------------------------------
Submitted & Approved                  Approved
Peter Mathews                         Michael Ludwig
VP Worldwide Sales                    VP Finance

FormFactor, Inc. Confidential          2

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* * * Confidential treatment has been requested for portions of this exhibit.
The copy filed herewith omits the information subject to the confidentiality
request. Omissions are designated as *****. A complete version of this exhibit
has been filed separately with the Securities and Exchange Commission.

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