Document:

Motorola Solutions Management Deferred Compensation Plan

 Exhibit 10.57 
 MOTOROLA MANAGEMENT DEFERRED COMPENSATION PLAN 
 AS AMENDED AND RESTATED
EFFECTIVE AS OF DECEMBER 1, 2010 
 1. PLAN NAME AND DEFINITIONS 

1.1 Plan Name. 
 This plan is the Motorola Management Deferred Compensation Plan, as Amended and Restated Effective as of December 1, 2010 (“the Plan”). Effective January 4, 2011, the name of the Plan
shall be the Motorola Solutions Management Deferred Compensation Plan. 
 1.2 Definitions. 

(a) “Additional Compensation” shall mean bonuses and all other cash compensation designated by the Administrative
Committee as Deferrable Compensation. 
 (b) “Administrative Committee” shall mean the committee appointed by
the Compensation and Leadership Committee of the Board to administer the Plan. 
 (c) “Base Salary” shall mean
a Participant’s annual base salary, excluding bonuses, commissions, incentives and all other remunerations for services rendered to Company and prior to reduction for any salary contributions to a plan established pursuant to Section 125
of the Code or qualified pursuant to Section 401(k) of the Code. 
 (d) “Beneficiary” or
“Beneficiaries” shall mean the person or persons, including a trustee, personal representative or other fiduciary, last designated in writing by a Participant in accordance with procedures established by the Administrative Committee
to receive the benefits specified hereunder in the event of the Participant’s death. No beneficiary designation shall become effective until it is filed with the Administrative Committee. Any designation shall be revocable at any time through a
written instrument filed by the Participant with the Administrative Committee with or without the consent of the previous Beneficiary. No designation of a Beneficiary other than the Participant’s spouse shall be valid unless consented to in
writing by such spouse. If there is no such designation, or if there is no surviving designated 

 
Beneficiary, then the Participant’s surviving spouse shall be the Beneficiary. If there is no surviving spouse to receive any benefits payable in accordance with the preceding sentence, the
duly appointed and currently acting personal representative of the Participant’s estate (which shall include either the Participant’s probate estate or living trust) shall be the Beneficiary. In any case where there is no such personal
representative of the Participant’s estate duly appointed and acting in that capacity within 90 days after the Participant’s death (or such extended period as the Administrative Committee determines is reasonably necessary to allow such
personal representative to be appointed, but not to exceed 180 days after the Participant’s death), then Beneficiary shall mean the person or persons who can verify by affidavit or court order to the satisfaction of the Administrative Committee
that they are legally entitled to receive the benefits specified hereunder. In the event any amount is payable under the Plan to a minor, payment shall not be made to the minor, but instead shall be paid (a) to that person’s living
parent(s) to act as custodian, (b) if that person’s parents are then divorced, and one parent is the sole custodial parent, to such custodial parent, or (c) if no parent of that person is then living, to a custodian selected by the
Administrative Committee to hold the funds for the minor under the Uniform Transfers or Gifts to Minors Act in effect in the jurisdiction in which the minor resides. If no parent is living and the Administrative Committee decides not to select
another custodian to hold the funds for the minor, then payment shall be made to the duly appointed and currently acting guardian of the estate for the minor or, if no guardian of the estate for the minor is duly appointed and currently acting
within 60 days after the date the amount becomes payable, payment shall be deposited with the court having jurisdiction over the estate of the minor. Payment by the Company pursuant to any unrevoked Beneficiary designation or to the
Participant’s estate if no such designation exists, of all benefits owed hereunder shall terminate any and all liability of the Company. 
 (e) “Board of Directors” or “Board” shall mean the Board of Directors of Motorola. 
 (f) “Board Fees” shall mean any fees paid to a Board member in connection with his service on the Board. 

  
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 (g) “Change in Control” means a Change in Control of a nature that would be
required to be reported in response to Item 6(e) of Schedule 14A of Regulation 14A promulgated under the Exchange Act whether or not Motorola is then subject to such reporting requirement; provided that, without limitation, such a Change in
Control shall be deemed to have occurred if (a) any “person” or “group” (as such terms are used in Section 13(d) and 14(d) of the Exchange Act) is or becomes the “beneficial owner” (as defined in Rule 13d-3
under the Exchange Act), directly or indirectly, of securities of Motorola representing 20% or more of the combined voting power of Motorola’s then outstanding securities (other than Motorola or any employee benefit plan of Motorola; and, for
purposes of the Plan, no Change in Control shall be deemed to have occurred as a result of the “beneficial ownership,” or changes therein, of Motorola’s securities by either of the foregoing), (b) there shall be consummated
(i) any consolidation or merger of Motorola in which Motorola is not the surviving or continuing corporation or pursuant to which shares of common stock would be converted into or exchanged for cash, securities or other property, other than a
merger of Motorola in which the holders of common stock immediately prior to the merger have, directly or indirectly, at least a 65% ownership interest in the outstanding common stock of the surviving corporation immediately after the merger, or
(ii) any sale, lease, exchange or other transfer (in one transaction or a series of related transactions) of all, or substantially all, of the assets of Motorola other than any such transaction with entities in which the holders of Motorola
Common Stock, directly or indirectly, have at least a 65% ownership interest, (c) the stockholders of Motorola approve any plan or proposal for the liquidation or dissolution of Motorola, or (d) as the result of, or in connection with, any
cash tender offer, exchange offer, merger or other business combination, sale of assets, proxy or consent solicitation (other than by the Board), contested election or substantial stock accumulation (a “Control Transaction”), the members
of the Board immediately prior to the first public announcement relating to such Control Transaction shall thereafter cease to constitute a majority of the Board. 
 (h) “Code” shall mean the Internal Revenue Code of 1986, as amended. 
 (i) “Company” shall mean Motorola, Inc. and any Subsidiary designated by the Administrative Committee. Effective January 4, 2011, “Company” shall mean Motorola
Solutions, Inc. and any Subsidiary designated by the Administrative Committee. 

  
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 (j) “Compensation” shall be Base Salary and Additional Compensation.

 (k) “Deferral Account” shall mean the bookkeeping account or accounts maintained by the Administrative
Committee pursuant to Section 3.1 for each Participant pursuant to Section 3.1 that are credited with amounts equal to (1) the Participant’s Deferred Compensation and (2) earnings and losses under Section 2.2.

 (l) “Deferrable Compensation” shall mean the Compensation and Board Fees designated by the Administrative
Committee as eligible to be deferred in any Plan Year pursuant to Section 2.1(a). 
 (m) “Deferral Form”
shall mean the form or forms required to be completed and delivered to the Administrative Committee or its designee for participation in the Plan for a Plan Year. 
 (n) “Deferred Compensation” shall mean the Compensation or Director Fees actually deferred by a Participant on the Deferral Form for a Plan Year. 

(o) “Director” shall mean a member of the Board. 

(p) “Disability” shall mean either (A) the Participant’s inability to engage in any substantial gainful
activity by reason of any medically determinable physical or mental impairment which can be expected to result in death or can be expected to last for a continuous period of not less than 12 months, or (B) the Participant’s receipt, by
reason of any medically determinable physical or mental impairment which can be expected to last for a continuous period of not less than 12 months, of income replacement benefits for a period of not less than 3 months under the Motorola
Disability Income Plan, as amended, or any other accident and health plan covering employees of the Company. 
 (q)
“Eligible Employee” shall be an employee selected by the Administrative Committee for participation in the Plan. 
 (r) “Fund” or “Funds” shall mean one or more of the investment funds selected by the Administrative Committee. 

  
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 (s) “Hardship” shall mean a severe financial hardship to the Participant
resulting from an illness or accident of the Participant or of his or her Dependent (as defined in Section 152(a) of the Code), loss of a Participant’s property due to casualty, or other similar or extraordinary and unforseeable
circumstance arising as a result of events beyond the control of the Participant. The circumstances that would constitute an unforseeable emergency will depend upon the facts of each case, but, in any event, a Hardship Distribution may not be made
to the extent that such hardship is or may be relieved (i) through reimbursement or compensation by insurance or otherwise, (ii) by liquidation of the Participant’s assets, to the extent the liquidation of assets would not itself
cause a severe financial hardship, or (iii) by cessation of deferrals under this Plan. 
 (t) “In-Service
Withdrawal Date” shall mean the distribution date elected on the Deferral Form by the Participant for withdrawal of Deferred Compensation for a specific Plan Year while still employed or in service of the Company, and earnings and losses
attributable thereto. 
 (u) “Motorola” shall mean Motorola, Inc., a Delaware corporation. Effective
January 4, 2011, “Motorola” shall mean Motorola Solutions, Inc. 
 (v) “Participant”
shall mean any Eligible Employee and any member of the Board who becomes a Participant in this Plan by completing the Deferral Form. 
 (w) “Plan” shall be the Motorola Management Deferred Compensation Plan, as amended. Effective January 4, 2011, “Plan” shall be the Motorola Solutions Management
Deferred Compensation Plan. 
 (x) “Plan Year” shall be January 1 to December 31. 

(y) “Regular Enrollment Period” shall mean the period designated by the Administrative Committee for enrollment for a
Plan Year. 
 (z) “Separation from Service” shall mean “separation from service” as defined in
Treasury Regulation § 1.409A-1(h) without reference to any permissible alternative definition of separation from service under such Section. 

  
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 (aa) “Subsidiary” shall mean an entity of which Motorola owns directly or
indirectly at least 50% and which is consolidated for financial reporting purposes. 
 (bb) “Trust” shall mean
the Motorola Management Deferred Compensation Plan Trust. Effective January 4, 2011, “Trust” shall mean the Motorola Solutions Management Deferred Compensation Plan Trust. 

(cc) “Trustee” shall mean the trustee of the Trust. 

(dd) “Withdrawal Date” shall have the meaning set forth in Section 4.1. 

2. DEFERRAL ELECTIONS 

2.1 Elections to Defer Compensation. 
 (a) Deferrals. To the extent authorized by the Administrative Committee, a Participant may elect to defer for a Plan Year the following: 

(i) in the case of employees of the Company, taxable Compensation earned in a Plan Year and payable to a Participant by
the Company; and 
 (ii) in the case of Directors, Board Fees payable by the Company and earned in a Plan Year;

 provided, however, that a Participant who is an employee of the Company may defer in any calendar year only that portion of the
Participant’s Deferrable Compensation that exceeds the amount necessary to satisfy Social Security Tax (including Medicare), income tax and employee benefit plan withholding requirements as determined in the sole and absolute discretion of the
Administrative Committee. The Deferral Form will set forth what the Administrative Committee has authorized as Deferrable Compensation. 
 (b) Election and Duration of Compensation Deferral Election. Each Eligible Employee and Director may elect to defer Deferrable Compensation for a Plan Year in the time period set by the
Administrative Committee. Each Eligible Employee and Director 

  
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must complete a new Deferral Form for each Plan Year. All elections to defer must be filed during the Regular Enrollment Period for the applicable Plan Year which election shall be effective on
the first day of the next following Plan Year. In the case of an individual who becomes an Eligible Employee or a new Director after the start of a Regular Enrollment Period, such Eligible Employee or Director shall have 30 days from the date he or
she has become an Eligible Employee or Director to make an election to defer Deferrable Compensation. Such election shall be for the remainder of the Plan Year. All elections for a Plan Year are irrevocable. 

2.2 Investment Election. 
 (a) Each Participant shall designate, on the Deferral Form or other form provided by the Administrative Committee, the Funds in which the Participant’s Deferral Account will be deemed to be invested
for purposes of determining the amount of earnings or losses to be credited or debited to that Deferral Account. In making the designation, the Participant may specify that all or any portion of his Deferral Account be deemed to be invested in one
or more Funds listed on the Deferral Form in the manner set forth on the Deferral Form. A Participant may change investment designations by filing a new form with the Administrative Committee by a date specified by the Administrative Committee. If a
Participant fails to designate a Fund for all or a portion of the Participant’s Deferral Account, he or she shall be deemed to have elected the Money Market type of investment fund. 

(b) The Administrative Committee may select from time to time, in its sole and absolute discretion, new commercially available
investments to replace then existing Funds. Once the Administrative Committee has provided Participants with information on the replacement Funds, a Participant must re-designate his Funds in accordance with procedures established by the
Administrative Committee at the time of re-designation. If a Participant fails to re-designate a Fund for all or a portion of the Participant’s Deferral Account, he or she shall be deemed to have elected the Money Market type of investment
fund. 
 (c) Although the Participant may designate the Funds to be used to determine the amount of earnings or losses with
respect to the Participant’s Deferral Account, the Administrative Committee shall not be bound to invest any amounts in a Participant’s Deferral 

  
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Account in the designated Funds. The Funds are to be used only for purposes of crediting or debiting the Deferral Account with deemed earning or losses thereon, and such crediting or debiting
shall not be considered or construed in any manner as an actual investment in any such fund. 
 3. DEFERRAL ACCOUNTS AND TRUST FUNDING

 3.1 Deferral Accounts. 
 Each Plan Year, the Administrative Committee shall establish and maintain a separate Deferral Account for each Participant. The Administrative Committee may establish more than one Deferral Account for
each Participant for each Plan Year for different types of income deferred. Each Participant’s Deferral Account may be further divided into separate subaccounts (“investment fund subaccounts”), each of which corresponds to a Fund
elected by the Participant. A Participant’s Deferral Account shall be credited as follows: 
 (a) On the fifth business day
after amounts are withheld and deferred from a Participant’s Deferrable Compensation, the investment fund subaccounts of the Participant’s Deferral Account shall be credited with an amount equal to the portion of Deferred Compensation
deferred and deemed to be invested in a certain Fund in accordance with the designation. 
 (b) At the end of each business day,
each investment fund subaccount of a Participant’s Deferral Account shall be credited with earnings or losses in an amount equal to the earnings or losses that would have resulted if the balance then credited to such investment fund subaccount
had been invested in the investment fund designated by the Participant in accordance with Section 2.2. 
 (c) A
Participant’s Deferral Account will be valued in accordance with the following: 
 (i) on Separation from Service,
excluding Separation from Service as a result of death: 
 (A) lump sum distribution- on the last day of the quarter
immediately preceding the quarter in which payment is scheduled; 

  
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 (B) installment distribution- on the last day of the quarter immediately preceding the
quarter in which the first installment is scheduled with respect to the first installment and any installments that are made through December 31 next following the date on which the first installment is made, and, with respect to the remaining
installments, on September 30 of each calendar year beginning with the September 30th next following the date on which the first installment is made. Such subsequent valuation will apply to installments commencing with the January
installment following the valuation; 
 (ii) scheduled in-service withdrawal- on the last day of the quarter immediately
preceding the quarter in which payment is scheduled; 
 (iii) hardship distribution- upon completion of the Administrative
Committee’s processing of the request; 
 (iv) on death- on the earlier of the last day of the quarter in which the
Participant’s death occurs, or the ninetieth day following the date on which such death occurs; and 
 (v) on Change in
Control- on the date immediately preceding the date of distribution on account of Change in Control. 
 (d) In the event that a
Participant elects for any portion of a given Plan Year’s Deferred Compensation to have an In-Service Withdrawal Date, all such amounts shall be accounted for in a manner which allows separate accounting for that portion of Deferred
Compensation and earnings and losses associated with such Plan Year’s Deferred Compensation. 
 3.2 Trust Funding.

 The Company has created a Trust with the Trustee. The Company shall cause the Trust to be funded each year with an amount
equal to the amount deferred by each Participant, provided, however, the Company shall not be under any obligation to transfer any amount to the Trust if, pursuant to Section 409A(b)(3)(A) of the Code, such amount would be treated as property
transferred in connection with the performance of services for purposes of Section 83 of the Code. 

  
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 Although the principal of the Trust and any earnings thereon shall be held separate and
apart from other funds of the Company and shall be used exclusively for the uses and purposes of Participants and Beneficiaries as set forth therein, neither the Participants nor their Beneficiaries shall have any preferred claim on, or any
beneficial ownership in, any assets of the Trust prior to the time such assets are paid to the Participants or Beneficiaries as benefits and all rights created under this Plan and the Trust shall be unsecured contractual rights of Participants and
Beneficiaries against the Company. Any assets held in the Trust will be subject to the claims of the Company’s general creditors under federal and state law in the event of insolvency as defined in Section Six of the Trust. 

Except as specifically provided in the Trust, the assets of the Plan and Trust shall never inure to the benefit of the Company and the
same shall be held for the exclusive purpose of providing benefits to Participants and their Beneficiaries. 
 4. DISTRIBUTIONS

 4.1 Distribution of Deferred Compensation per the Deferral Form Elections. A Participant must elect the
timing of the distribution of distributable amounts from his Deferral Account on the Deferral Form (“Withdrawal Dates”). If a Participant fails to designate Withdrawal Dates, the Participant will be deemed to have elected payment solely in
a lump sum on the six month anniversary of the date of the Participant’s Separation from Service. Participants may elect an In-Service Withdrawal Date and/or Withdrawal Dates following Separation from Service. All distributions will be cash
payments. Notwithstanding any elected Withdrawal Dates, distributions under this Section 4.1 are subject to Section 4.2 below, including the requirement that no Withdrawal Date triggered by a Participant’s Separation from Service may
occur prior to the six month anniversary of such Separation from Service. 
 (a) Distribution with an In-Service Withdrawal
Date. In the case of a Participant who has elected an In-Service Withdrawal Date (a distribution while still employed 

  
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or in the service of the Company), such Participant shall receive his Distributable Amount as designated on his Deferral Form; provided that no payment may be made earlier than two years from the
last day of the Plan Year for which the deferral was made; provided, further that, if a Participant has an aggregate balance in all of his Deferral Accounts under the Plan of less than $50,000 at the time of the In-Service Withdrawal Date, the
distribution will be in the form of a single lump-sum payment. 
 (b) Distribution with a Withdrawal Date following
Separation from Service. In the case of a Participant who has elected a Withdrawal Date following Separation from Service, such Participant shall receive his distributable amount as designated on his Deferral Form; provided, however, if a
Participant has an aggregate balance in all of his Deferral Accounts under the Plan of less than $50,000 the distribution will be in the form of a single lump-sum payment on the tenth business day of the first calendar quarter commencing after the
Participant’s Separation from Service, subject to the six-month payment delay described in the first paragraph of Section 4.2; and provided further, notwithstanding the foregoing, with respect to a Participant who has commenced payment
under an election of an In-Service Withdrawal Date, in no event will payment following Separation from Service result in payment of all or any portion of the Participant’s Distributable Amount later than as designated in such Participant’s
Deferral Form for such In-Service Withdrawal Date. 
 (c) Revising a Withdrawal Date. A Participant may extend a
Withdrawal Date with respect to any Plan Year’s Deferral Account, provided such change is filed with the Administrative Committee at least 12 months prior to the date payment is otherwise due to be made and the first payment to which the
Participant’s election applies must be deferred for a period of at least five years from the date such payment would otherwise be made. 
 (d) Section 162(m) Matters. Notwithstanding anything to the contrary in this Plan whether express or implied, the Administrative Committee shall defer payment of all or any portion of the
distributable amount otherwise payable hereunder to any Participant who is considered a “covered employee” to the extent any such payment would not be deductible by the Company by reason of Section 162(m) of the Code. For these
purposes, the term “covered employee” shall mean the Chief Executive Officer and such other officers of the Company as determined for purposes of Code Section 162(m) and the regulations thereunder. In the event of

  
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a deferral of payment by reason of this Section 4.1(d), any such deferred amounts shall be paid to the Participant at the earliest date or dates such amounts can be paid without creating or
increasing a limitation on deductibility of compensation under Code Section 162(m). Any amounts deferred under this Section 4.1(d) shall remain credited to the Participant’s Deferral Account and shall be subject to all of the terms
and conditions of this Plan until paid to the Participant. 
 4.2 Events Impacting Distribution of Deferred Compensation.
Notwithstanding any previously selected Withdrawal Dates, the following events may alter the timing of the Distribution from a Participant’s Deferral Account. In all situations other than Section 4.2(a), no payment triggered by a
Participant’s Separation from Service may occur prior to the six month anniversary of such Separation from Service. Any payment delayed on account of the previous sentence shall be made (or commence to be made in the case of installment
distributions) in the calendar quarter immediately following the calendar quarter in which such six-month anniversary occurs.  

  
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 (a) Distribution due to Death. If a Participant dies while employed by the Company or
serving as a Director or while receiving a distribution, all amounts in the Participant’s Deferral Accounts will be distributed in a single lump-sum payment to his Beneficiaries on or before the ninetieth day after the Participant’s death,
provided, however, that the Beneficiaries will not have the right to designate the taxable year of payment. 
 (b)
Disability. If a Participant’s Separation from Service occurs as a result of Disability, and he has an aggregate balance in all of his Deferral Accounts under the Plan of least $50,000 at the time of Separation from Service, subject to
Section 4.1(b) and the six-month payment delay described in the first paragraph of this Section 4.2, the Participant’s previously selected Withdrawal Dates will remain; provided, however, if he has an aggregate balance in all of his
Deferral Accounts under the Plan of less than $50,000, the Participant’s Deferral Accounts will be distributed in a single lump-sum payment on the tenth business day of the first calendar quarter commencing after the Participant’s
Separation from Service, subject to the six-month payment delay described in the first paragraph of this Section 4.2. 

(c) Change in Employment due to a Divestiture. If a Participant’s Separation from Service occurs in direct connection with
the sale, lease, outsourcing arrangement or other type of asset transfer or transfers of any facility or any portion of a discrete organizational unit of the Company or a Subsidiary (a “Divestiture”), and he has an aggregate balance in all
of his Deferral Accounts under the Plan of at least $50,000 at the time of the Divestiture, subject to Section 4.1(b) and the six-month payment delay described in the first paragraph of this Section 4.2, the Participant’s previously
selected Withdrawal Dates will remain in effect for that Deferral Account; provided, however, if he has an aggregate balance in all of his Deferral Accounts under the Plan of less than $50,000, the Participant’s Deferral Account will be
distributed in a single lump-sum payment on the tenth business day of the first calendar quarter commencing after the Participant’s Separation from Service, subject to the six-month payment delay described in the first paragraph of this
Section 4.2. 
 (d) Transfer of Deferral Accounts. In the case of a Divestiture, the Administrative Committee
shall have the authority to approve the transfer to a nonqualified deferred compensation plan maintained by the Company’s successor of all Deferral Accounts of each Participant who accepts employment with the successor and who is eligible to
participate in 

  
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the successor’s plan. In the case of a spin-off of a Subsidiary, the Administrative Committee shall have the authority to approve the transfer to a nonqualified deferred compensation plan
maintained by the Subsidiary of all Deferral Accounts of each Participant who remains employed with the Subsidiary and who is eligible to participate in the Subsidiary’s plan. 

(e) Distribution due to Separation from Service other than for Death, Disability or a Divestiture. If a Participant’s
Separation from Service occurs other than on account of death, Disability, or a Divestiture, and he has an aggregate balance in all of his Deferral Accounts of at least $50,000 at the time of the Separation from Service, subject to
Section 4.1(b) and the six-month payment delay described in the first paragraph of this Section 4.2, the Participant’s previously selected Withdrawal Dates will remain. If the Participant has an aggregate balance in all of his
Deferral Accounts under the Plan of less than $50,000, the Participant’s Deferral Accounts will be distributed in a single lump-sum payment on the tenth business day of the first calendar quarter commencing after the Participant’s
Separation from Service, subject to the six-month payment delay described in the first paragraph of this Section 4.2. 

(f) Change in Control. If there is a Change in Control of Motorola, all Participants’ Deferral Accounts will be distributed
in a single lump-sum payment within 30 days of the consummation of the transaction. In the event that a payment following a Change in Control would not be a permissible distribution event, as defined in Section 409A(a)(2) of the Code or any
regulations or other guidance issued thereunder, then the payment shall be made on the date of payment originally provided for such benefit. 

  
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 4.3 Hardship Distribution. 

A Participant shall be permitted to elect a Hardship Distribution from his or her Deferral Account prior to the Withdrawal Date, subject
to the following restrictions: 
 (a) The election to take a Hardship Distribution shall be made by filing a form provided by
and filed with the Administrative Committee prior to the end of any calendar month. 
 (b) The Administrative Committee shall
have made a determination that the requested distribution constitutes a Hardship Distribution. 
 (c) The amount determined by
the Administrative Committee as a Hardship Distribution shall be paid in a single cash lump sum as soon as practicable after the end of the calendar month in which the Hardship Distribution election is made and approved by the Administrative
Committee. The distribution shall be made on a pro rata basis from all of the Participant’s Deferral Accounts. 
 (d)
If a Participant receives a Hardship Distribution, the Participant will be ineligible to participate in the Plan for the balance of the Plan Year and the following Plan Year. 
 4.4 Credit or Debit of Earnings or Losses. 
 Unless otherwise provided, a
Participant’s Deferral Account will continue to be credited or debited with earnings or losses thereon pursuant to Section 3.1 until all amounts in a Deferral Account are distributed. 

4.5 Inability to Locate Participant. 
 In the event that the Administrative Committee is unable to locate a Participant or Beneficiary within two years following a Withdrawal Date, the amount allocated to the Participant’s Deferral
Account shall be forfeited. If, after such forfeiture, the Participant or Beneficiary later claims such benefit, such benefit shall be reinstated without interest or earnings. 

  
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 5. ADMINISTRATION 
 5.1 Administrative Committee. 
 An Administrative Committee shall be
appointed by, and serve at the pleasure of, the Compensation and Leadership Committee of the Board of Directors (the “Compensation Committee”). The number of members comprising the Administrative Committee shall be determined by the
Compensation Committee, which may from time to time vary the number of members. The Compensation Committee may remove any member at anytime at its discretion. The Compensation Committee shall fill vacancies in the membership of the Administrative
Committee. 
 5.2 Administrative Committee Action. 

The Administrative Committee shall act at meetings by affirmative vote of a majority of the members of the Administrative Committee. The
Administrative Committee may also take action by a written consent signed by a majority of members of the Administrative Committee. 
 5.3 Powers and Duties of the Administrative Committee. 
 (a) The
Administrative Committee, on behalf of the Participants and their Beneficiaries, shall enforce the Plan in accordance with its terms, shall be charged with the general administration of the Plan, and shall have all powers necessary to accomplish its
purposes, including, but not by way of limitation, the following: 
 (1) To select the Funds; 

(2) To construe and interpret the terms and provisions of this Plan; 

(3) To compute and certify to the amounts payable to Participants and their Beneficiaries; 

(4) To maintain all records that may be necessary for the administration of the Plan; 

  
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 (5) To provide for the disclosure of all information and the filing or provision of all
reports and statements to Participants, Beneficiaries or governmental agencies as shall be required by law; 
 (6) To make and
publish such rules for the regulation of the Plan and procedures for the administration of the Plan as are not inconsistent with the terms hereof; 
 (7) To appoint a Plan administrator or any other agent, and to delegate to them such powers and duties in connection with the administration of the Plan as the Administrative Committee may from time to
time prescribe; 
 (8) To take all other actions necessary for the administration of the Plan; and 

(9) To delegate its powers and duties. 
 (b) The Administrative Committee shall have the authority to approve (i) the merger into the Plan of any nonqualified deferred compensation plan maintained by any person, firm, partnership,
corporation, or other entity (a “Person”) in the event that the Company succeeds by merger, acquisition, consolidation or other transaction, to all or part of the assets or business of, or enters into a joint venture with, such Person and
the employees of such Person become employees of the Company or of a Subsidiary who may otherwise become eligible for participation in the Plan, and (ii) the transfer to the Plan of all deferral accounts maintained by the Person pursuant to
such plan. 
 5.4 Construction and Interpretation. 

The Committee shall have full discretion to construe and interpret the terms and provisions of this Plan, which interpretations or
construction shall be final and binding on all parties, including but not limited to the Company and any Participant or Beneficiary. The Administrative Committee shall administer such terms and provisions in a uniform and nondiscriminatory manner
and in full accordance with any and all laws applicable to the Plan. To the extent the Plan is a “nonqualified deferred compensation plan” within the meaning of Section 409A of the Code, the Plan is intended to satisfy the
requirements of Sections 

  
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409A(a)(2), (3) and (4) and Section 409A(b) of the Code, or any successor provisions, and shall be interpreted and administered to the extent possible in a manner consistent with
that intent. The 2010 restatement of the Plan is intended to voluntarily correct, in accordance with Internal Revenue Service Notice 2010-6, certain provisions of the Plan to comply with Section 409A of the Code, and shall be interpreted and
administered to the extent possible in a manner consist with that intent. 
 5.5 Information. 

To enable the Administrative Committee to perform its functions, the Company shall supply full and timely information to the
Administrative Committee on all matters relating to the Compensation of all Participants, their death or other events which cause termination of their participation in this Plan, and such other pertinent facts as the Administrative Committee may
require. 

  
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 5.6 Compensation, Expenses and Indemnity. 

(a) The members of the Administrative Committee shall serve without compensation for their services hereunder. 

(b) To the extent permitted by Delaware law and the Company’s amended Certificate of Incorporation, the Company shall indemnify and
hold harmless the Administrative Committee and each member thereof, the Compensation Committee, the Board of Directors and any delegate of the Administrative Committee who is an employee of the Company against any and all expenses, liabilities and
claims, including legal fees to defend against such liabilities and claims arising out of their discharge in good faith of responsibilities under or incident to the Plan, other than expenses and liabilities arising out of willful misconduct. This
indemnity shall not preclude such further indemnities as may be available under insurance purchased by the Company or provided by the Company. 
 5.7 Account Statements. 
 Under procedures established by the
Administrative Committee, a Participant shall receive a statement with respect to such Participant’s Deferral Accounts on a quarterly basis. 
 5.8 Disputes. 
 (a) Claim. 

A person who believes that he or she is being denied a benefit to which he or she is entitled under this Plan (hereinafter referred to as
“Claimant”) must file a written request for such benefit with the Administrative Committee and the Secretary of the Company, setting forth his or her claim. 
 (b) Claim Decision. 
 Upon receipt of a claim, the Company shall advise the
Claimant that a reply will be forthcoming within 90 days and shall, in fact, deliver such reply within such period. The Company may, however, extend the reply period for an additional 90 days for special circumstances. 

  
 - 19 -

 If the claim is denied in whole or in part, the Company shall inform the Claimant in
writing, setting forth: (A) the specified reason or reasons for such denial; (B) the specific reference to pertinent provisions of this Plan or the rules related to the Plan on which such denial is based; (C) a description of any
additional material or information necessary for the Claimant to perfect his or her claim and an explanation of why such material or such information is necessary; (D) appropriate information as to the steps to be taken if the Claimant wishes
to submit the claim for review; and (E) the time limits for requesting a review under subsection (c). 
 (c) Request For
Review. 
 Within 60 days after the receipt by the Claimant of the written opinion described above, the Claimant may request
in writing that the Administrative Committee review the determination of the Company. Such request must be addressed to the Secretary of the Company, at its then principal place of business. The Claimant or his or her duly authorized representative
may, but need not, review the pertinent documents and submit issues and comments in writing for consideration by the Administrative Committee. If the Claimant does not request a review within such 60-day period, he or she shall be barred and
estopped from challenging the Company’s determination. 
 (d) Review of Decision. 

Within 60 days after the Administrative Committee’s receipt of a request for review, after considering all materials presented by
the Claimant, the Administrative Committee will inform the Participant in writing, in a manner calculated to be understood by the Claimant, the decision setting forth the specific reasons for the decision containing specific references to the
pertinent provisions of this Plan on which the decision is based. If special circumstances require that the 60 day time period be extended, the Administrative Committee will so notify the Claimant and will render the decision as soon as possible,
but no later than 120 days after receipt of the request for review. A Claimant’s compliance with the foregoing provisions of this Section 5.8 is a mandatory prerequisite to a Claimant’s right to commence any legal action with

  
 - 20 -

 
respect to any claim for benefits under this Plan. Any further legal action taken by a Participant against the Plan, the Company (and its employees or directors), or the Administrative Committee
must be filed in a court of law no later than 6 months after the Administrative Committee’s final decision on review of an appealed claim. 

6. MISCELLANEOUS 
 6.1
Unsecured General Creditor. 
 Participants and their Beneficiaries, heirs, successors, and assigns shall have no legal or
equitable rights, claims, or interest in any specific property or assets of the Company. No assets of the Company shall be held in any way as collateral security for the fulfilling of the obligations of the Company under this Plan. Any and all of
the Company’s assets shall be, and remain, the general unpledged, unrestricted assets of the Company. In the event the Company, in its sole discretion, decides to invest in any of the Funds, Participants and Beneficiaries shall have no rights
in or to such investments. The Company’s obligation under the Plan shall be merely that of an unfunded and unsecured promise of the Company to pay money in the future, and the rights of the Participants and Beneficiaries shall be no greater
than those of unsecured general creditors. It is the intention of the Company that this Plan be unfunded for purposes of the Code and for purposes of Title 1 of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”).

 6.2 Restriction Against Assignment. 
 The Company shall pay all amounts payable hereunder only to the person or persons designated by the Plan and not to any other person or corporation. No part of a Participant’s Deferral Accounts shall
be liable for the debts, contracts, or engagements of any Participant, his or her Beneficiary, or successors in interest, nor shall a Participant’s Deferral Accounts be subject to execution by levy, attachment, or garnishment or by any other
legal or equitable proceeding, nor shall any such person have any right to alienate, anticipate, sell, transfer, commute, pledge, encumber, or assign any benefits or payments hereunder in any manner whatsoever. If any Participant, Beneficiary or
successor in interest is adjudicated 

  
 - 21 -

 
bankrupt or purports to anticipate, alienate, sell, transfer, commute, assign, pledge, encumber or charge any distribution or payment from the Plan, voluntarily or involuntarily, the
Administrative Committee, in its discretion, may cancel such distribution or payment (or any part thereof) to or for the benefit of such Participant, Beneficiary or successor in interest in such manner as the Administrative Committee shall direct.

 6.3 Withholding. 
 There shall be deducted from each payment made under the Plan all taxes that are required to be withheld by the Company in respect to such payment or this Plan. The Company shall have the right to reduce
any payment (or compensation) by the amount of cash sufficient to provide the amount of said taxes. Each participant agrees the Company shall have such rights to withhold such taxes. 

6.4 Effective Date. 
 The original effective date of the Plan is January 1, 2001. The Plan previously was amended and restated effective as of January 1, 2005. The Plan as reflected herein is effective as of
December 1, 2010. 
 6.5 Amendment, Modification, Suspension or Termination. 

The Board, the Compensation Committee or the Administrative Committee may amend, modify, suspend or terminate the Plan in whole or in
part, except that no amendment, modification, suspension or termination shall have any retroactive effect to reduce any amounts allocated to a Participant’s Deferral Accounts. If this Plan is terminated, the amounts allocated to a
Participant’s Deferral Accounts shall be distributed to the Participant or, in the event his or her death, his Beneficiary in a lump sum within 30 days following the date of termination. 

6.6 Governing Law. 
 This Plan shall be construed, governed and administered in accordance with the laws of the State of Illinois (without regard to any state’s conflict of laws principles), except when preempted by
federal law. Any legal action related to this Plan shall be brought only in a federal or state court located in Illinois. 

  
 - 22 -

 6.7 Receipt or Release. 

Any payment to a Participant or the Participant’s Beneficiary in accordance with the provisions of the Plan shall, to the extent
thereof, be in full satisfaction of all claims against the Administrative Committee, the Compensation Committee, the Board and the Company. The Administrative Committee may require such Participant or Beneficiary, as a condition precedent to such
payment, to execute a receipt and release to such effect. 
 6.8 Payments on Behalf of Persons Under Incapacity.

 In the event that any amount becomes payable under the Plan to a person who, in the sole judgment of the Compensation
Committee or the Administrative Committee, is considered by reason of physical or mental condition to be unable to give a valid receipt therefore, the Compensation Committee or the Administrative Committee may direct that such payment be made to any
person found by the Compensation Committee or the Administrative Committee, in its sole judgment, to have assumed the care of such person. Any payment made pursuant to such determination shall constitute a full release and discharge of the
Compensation Committee or the Administrative Committee and the Company. 
 6.9 Limitation of Rights and Employment
Relationship 
 Neither the establishment of the Plan and Trust nor any modification thereof, nor the creating of any fund
or account, nor the payment of any benefits shall be construed as giving to any Participant, or Beneficiary or other person any legal or equitable right against the Company or the trustee of the Trust except as provided in the Plan and Trust; and in
no event shall the terms of employment of any Employee or Participant be modified or in any way be affected by the provisions of the Plan and Trust. 
 6.10 Headings. 
 Headings and subheadings in this Plan are inserted for
convenience of reference only and are not to be considered in the construction of the provisions hereof. 

  
 - 23 -Motorola Solutions, Inc. 2011 Executive Severance Plan

 Exhibit 10.60 
 MOTOROLA SOLUTIONS, INC. 
 2011 EXECUTIVE SEVERANCE PLAN 

 

	1.	Purpose. 

 The
purpose of the Motorola Solutions, Inc. Executive Severance Plan (the “2011 ESP”) is to provide severance pay and benefits to Eligible Executives whose employment with Motorola, Solutions, Inc. (formerly Motorola, Inc.) and its U.S.
Affiliates and/or U.S. Subsidiaries (“Motorola Solutions” or the “Company”) is terminated under certain circumstances. The 2011 ESP is effective as of February 1, 2011 for all Eligible Executives who start their employment
or are first promoted to be a vice president by Motorola Solutions on or after February 1, 2011. The 2011 ESP will be effective February 1, 2014 for all other persons who are Appointed Vice Presidents, Corporate Vice Presidents, Senior
Vice Presidents or Executive Vice Presidents or whose salary grade is EXB, EXC, EXS, or EXV as of January 31, 2011, whose Separation Date occurs on or after February 1, 2014 and whose termination is a Qualifying Termination as defined
herein. The 2011 ESP is intended to be an “employee welfare benefit plan” as defined in Section 3(1) of ERISA maintained primarily for the purpose of providing benefits for a select group of management or highly compensated employees.
All benefits under the 2011 ESP shall be paid solely from the general assets of Motorola Solutions. 
  

	2.	Eligibility. 

 (a)
General Rules. An Eligible Executive shall receive the Severance Pay and benefits described in this 2011 ESP if the Eligible Executive’s employment with Motorola Solutions is terminated by Motorola Solutions in a Qualifying Termination
and such termination of employment constitutes a separation from service within the meaning of Section 409A of the Code (a “Separation from Service”). In order to receive Severance Pay and benefits under the 2011 ESP, in addition to
fulfilling the conditions and complying with the terms of the 2011 ESP, an Eligible Executive, as hereinafter provided, must execute and not revoke a general waiver and release in the form provided by Motorola Solutions (“General Release”)
within the period specified in Section 4(b) and must not be in breach of any agreement with Motorola Solutions containing restrictive covenants, or any other agreement with or obligation to Motorola Solutions for the protection of Motorola
Solutions’ confidential and proprietary information. 
 (b) Effect of Other Plans and Agreements. 

(i) An Eligible Executive shall not receive Severance Pay and benefits under this 2011 ESP if the Eligible Executive is eligible for and
receives severance pay and benefits under the Motorola Solutions, Inc. 2011 Senior Officer Change in Control Plan (the “2011 CIC Plan”), or has claimed or is claiming termination pay under the laws of any country other than the United
States. However, if a Change in Control occurs following a Qualifying Termination, any Severance Pay and medical benefits to which an Eligible Executive may be entitled under the 2011 CIC Plan shall be reduced by the Severance Pay and medical
benefits actually received by such Executive under this 2011 ESP. Following the Change in Control, the Eligible Executive who is eligible for and is receiving severance pay and benefits under the 2011 CIC Plan shall be entitled to no further
Severance Pay and benefits under this 2011 ESP. 

 (ii) Subject to Section 2(b)(i) above, if an individual has entered into an individual
employment or other contract with Motorola Solutions that explicitly provides for cash compensation upon a termination of employment, whether or not such payment is labeled severance pay, retention pay or otherwise, (other than a stock option,
restricted stock, restricted stock unit, stock appreciation right (“SAR”), supplemental retirement, deferred compensation or similar plan or agreement or other form of participant document entered into pursuant to a Motorola
Solutions-sponsored group plan that may contain provisions operative on a termination of the Eligible Executive’s employment) and such contract is in effect on the date of the Eligible Executive’s termination of employment, such cash
compensation shall be reduced by the Severance Allowance provided under this 2011 ESP to the extent such cash compensation either does not provide for the deferral of compensation under Section 409A of the Code or is paid at the same time and
in the same manner as severance paid under Section 3 hereunder. In all other respects, the terms of the individual agreement shall apply and shall supersede the terms of this 2011 ESP. 

 

	3.	Severance Pay and Benefits. 

 (a) Severance Pay and Benefits. An Eligible Executive entitled to Severance Pay and benefits pursuant to Section 2 shall receive Severance Pay and severance benefits, based on the Eligible
Executive’s level or salary grade, in accordance with the schedule attached as Exhibit A and the provisions of this Section 3. 
 (b) Form and Timing of Severance Payments. The Eligible Executive entitled to Severance Pay shall continue to receive the Base Salary that comprises his Severance Allowance (subject to withholding
of all applicable taxes) for the entire Severance Period, payable in the same manner and under the same payroll practice applicable to the Eligible Executive as it was being paid on his Separation Date. The first installment of such Base Salary
shall be paid with the first normal pay period applicable to the Eligible Executive that occurs on or after 60 calendar days after the Executive’s Separation Date, provided that the Eligible Executive has signed and not revoked the General
Release prior to that date. Such first installment shall include any installments of Base Salary that would have been payable under the normal payroll practice applicable to the Eligible Executive during such 60 calendar day period. Each payment of
Severance Pay and benefits to the Eligible Executive under this 2011 ESP, including payments pursuant to Section 3 and reimbursements under Sections 3(g), (h), (i), (j) and (o) and 4(e), will be considered a separate payment and not
one of a series of payments for purposes of Section 409A of the Code. 
 (c) Alternate AIP Award for Separation
Year. If an Eligible Executive receiving a Severance Allowance under this 2011 ESP participates in the Motorola Solutions, Inc. Annual Incentive Plan (“AIP Plan”) during the Separation Year, he or she shall receive, in lieu of any
incentive bonus under the AIP Plan, the equivalent of a pro rata AIP Award based on actual business results for the Separation Year (“Alternate AIP Award”) and with an individual performance factor of 1.0, which Alternate AIP Award shall
be paid in a lump sum on the first payroll date following July 1 of the year following the Separation Year (unless the Eligible Executive has made an irrevocable election under any deferred compensation arrangement subject to Code
Section 409A to defer any portion of the Eligible Executive’s annual incentive bonus in respect of the Separation Year, in which case such deferred bonus shall be paid in accordance with such election) (such payment date, “Alternate
AIP Award Payment Date”). The applicable pro rata 

  
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amount shall be determined by multiplying (i) the product of the Eligible Executive’s Eligible Earnings, as defined in the AIP Plan, times his or her AIP Plan target percentage for the
Separation Year times the business performance factor under the AIP Plan for the applicable organizational unit by (ii) a fraction, the numerator of which is the number of completed days of active work during the Separation Year and the
denominator of which is 365. An Eligible Executive who receives an Alternate AIP Award may not receive an AIP Award under the AIP Plan for the Separation Year under any circumstances. 

(d) Alternate SIP Award for Separation Year. If an Eligible Executive receiving a Severance Allowance under this 2011 ESP
participates in a sales incentive plan pursuant to which he or she is eligible for an incentive award with respect to monthly or quarterly performance periods during the Separation Year, he or she shall receive the equivalent of a pro rata
termination incentive for the applicable performance period in which the Separation Date occurs based on actual performance goals and performance results (“Alternate Quarterly or Monthly SIP Award”). If an Eligible Executive receiving a
Severance Allowance under this 2011 ESP participates in a sales incentive plan pursuant to which he or she is eligible for an incentive award (or a portion of an incentive award) with respect to an annual performance period during the Separation
Year, he or she shall receive the equivalent of a pro rata termination incentive (for such award or portion thereof) for the applicable performance period in which the Separation Date occurs based on actual performance goals and performance results
(“Alternate Annual SIP Award”). The pro rata amount shall be determined as provided in the applicable SIP Plan. Alternate Quarterly or Monthly SIP Awards shall be paid at the same time as payment would be made under the SIP Plan for the
applicable performance period if the Eligible Executive had remained an employee and Alternate Annual SIP Awards shall be paid on the Alternate AIP Award Payment Date. An Eligible Executive who receives an Alternate SIP Award may not receive a SIP
Award under the SIP Plan for the same quarter or any subsequent quarter under any circumstances. Alternatively, an Eligible Executive who receives a SIP Award under the SIP Plan may not receive an Alternate SIP Award under this 2011 ESP for the same
quarter or any subsequent quarter under any circumstances. 
 (e) Paid Time Off. The Severance Pay and benefits outlined
in Section 3 above include and exceed any paid time off or similar amounts that are unpaid as of the Eligible Executive’s Separation Date, and the Eligible Executive shall not be entitled to any additional payment for or in respect of such
unpaid amounts. 
 (f) Equity Awards. This 2011 ESP does not alter or amend any vesting or other terms and conditions
contained in previous grants of stock options, restricted stock, restricted stock units, or SARs, as reflected in the agreements or award documents issued at the time of grant (“Equity Awards”). Following the Separation Date, except in the
event the Eligible Executive violates one or more of the restrictive covenants referenced in Section 4(a) below, each of his or her outstanding Equity Awards will be accorded the most favorable treatment for which each Equity Award qualifies
per the terms of the applicable plans, grant agreements or award documents. 
 (g) Medical Benefits. Benefits coverage in
effect on the Eligible Executive’s Separation Date under the Motorola Solutions Employee Medical Benefits Plan (“Medical Plan”), as amended from time to time, will be continued at the regular employee contribution rate through the end
of the Severance Period, provided that the Eligible Executive complies with all terms and 

  
 - 3 -

 
conditions of the Medical Plan, including paying the necessary contributions and provided further, if the Eligible Executive is reemployed with another employer and becomes covered under that
employer’s medical plan, the medical benefits described herein (if they are not terminated as provided in COBRA, defined below) shall be secondary to those provided under such other plan. The difference between the cost for such coverage under
COBRA, as defined below, and the amount of the necessary contributions that the Eligible Executive is required to pay for such coverage as provided above will be paid by Motorola Solutions and considered imputed income to the Eligible Executive. The
Eligible Executive is responsible for the payment of income tax due as a result of such imputed income. After the total period of medical benefit continuation provided in this 2011 ESP, the Eligible Executive may elect to continue medical benefits
under the Medical Plan at his or her own expense, in accordance with COBRA. The period of medical benefit continuation described immediately above counts toward and reduces the maximum coverage under Section 4980B of the Code
(“COBRA”), as described in Treasury Regulation Section 54.4980B-7, A-7(a). The COBRA period commences on the first of the month following the Separation Date. If the Eligible Executive is eligible for coverage under the Motorola
Solutions Post-Employment Health Benefits Plan or any restated or successor plan (the “Retiree Plan”), the Eligible Executive may apply for such coverage, provided that he or she makes an election for such coverage, in accordance with the
terms and conditions for such coverage under the Retiree Plan. The Eligible Executive may wait until the end of the period of continued Medical Plan coverage provided for in this 2011 ESP before electing to begin coverage under the Retiree Plan. If
the Eligible Executive commences coverage under the Retiree Plan before he or she has exhausted the continued Medical Plan coverage provided for in this 2011 ESP, the continued Medical Plan coverage will end. 

(h) Outplacement. Motorola Solutions also will provide senior executive outplacement and career continuation services by a firm to
be selected by Motorola Solutions for up to 12 months following the Separation Date, as set forth in Exhibit A, if the Eligible Executive elects to participate in such services. 

(i) Other Benefits. Except as otherwise expressly provided in the 2011 ESP, the effect of an Eligible Executive’s termination
and this 2011 ESP upon the Eligible Executive’s participation in, or coverage under, any of Motorola Solutions’ benefit or compensation plans, including but not limited to the Motorola Omnibus Incentive Plan of 2006, as amended and
restated, the Motorola Solutions Annual Incentive Plan, the officer-level sales incentive plans, the General Instrument Corporation 1997 Long-Term Incentive Plan, the General Instrument Corporation 1999 Long-Term Incentive Plan, the Motorola Elected
Officers Supplementary Retirement Plan, the Motorola Solutions Supplemental Pension Plan, the Motorola Elected Officers Life Insurance Plan, the Long Range Incentive Plans for any given performance cycle, the Motorola Management Deferred
Compensation Plan, the Motorola Solutions Financial Planning Program, the VP Change in Control Plans or any other applicable group plan, stock option plan and any restricted stock, stock unit or SAR agreements, shall be governed by the terms of
those plans and agreements. Motorola Solutions is making no guarantee, warranty or representation in this 2011 ESP regarding any position that may be taken by any administrator or plan regarding the effect of this 2011 ESP upon the Eligible
Executive’s rights, benefits or coverage under those plans and agreements. 

  
 - 4 -

 (j) Financial Planning Services. Notwithstanding anything to the contrary in
Section 3(i) above, for any Eligible Executive who participates in the Motorola Solutions Financial Planning Program on such Eligible Executive’s Separation Date, Motorola Solutions will pay the Eligible Executive’s financial planning
vendor for services rendered pursuant to the Motorola Solutions Financial Planning Program through the later of (i) 12 months following the Separation Date or (ii) April 30 of the calendar year following the Separation Year. Payment
will be made within 90 days following the date the Eligible Executive submits evidence that he or she incurred such expenses, and in all events prior to the last day of the calendar year following the calendar year in which he or she incurs the
expense. In no event will the amount of such expenses paid in one year affect the amount of expenses eligible for payment, or in-kind benefits to be provided, in any other taxable year. 

(k) Eligible Executives Whose Work Country is not the United States. To the extent an Eligible Executive is party to an agreement
providing that Motorola Solutions shall relocate and/or repatriate him or her and eligible dependents to the United States and such agreement is still in effect on the Separation Date, Motorola Solutions will provide relocation and/or repatriation
services in accord with the terms of that agreement. Payment of relocation vendors and/or reimbursement of the Eligible Executive will be made within 90 days following the date the Eligible Executive submits evidence that he or she incurred such
expenses, and in all events prior to the last day of the calendar year following the calendar year in which he or she incurs the expense. In no event will the amount of such expenses paid or reimbursed in one year affect the amount of expenses
eligible for payment or reimbursement, or in-kind benefit to be provided, in any other taxable year. 
 (l) Cessation of
Payments upon Rehire. If an Eligible Executive is rehired by Motorola Solutions within the Severance Period, he or she shall repay a pro rata portion of the Severance Allowance calculated by multiplying the Severance Allowance by a fraction, the
numerator of which is the total number of months of the Eligible Executive’s Severance Period minus the number of completed months of severance following the Separation Date, and the denominator of which is the total number of months of the
Eligible Executive’s Severance Period. This requirement may be waived by Motorola Solutions, Inc.’s most senior Human Resources officer for compelling business reasons, as determined in his or her discretion. The Alternate AIP Award or the
Alternate SIP Award, as applicable, shall be paid to, and/or may be retained by, the Eligible Executive as otherwise provided herein, provided that, this requirement may be waived by the most senior Human Resources officer in favor of
reinstating the Eligible Executive to the AIP Plan or an officer-level SIP Plan for the performance period in which the Separation Date occurred, provided further that the payment under the AIP Plan or an officer level SIP Plan for the performance
period of reinstatement will be paid at the same time either the Alternate AIP Award or Alternate SIP Award would have been paid if not so waived. In no event may the Eligible Executive receive an Alternate AIP Award or Alternate SIP Award and
either an actual AIP Plan award or an actual SIP Plan award for the same performance period, as the case may be. 
 (m)
Committee Discretion. Notwithstanding the foregoing, the Compensation and Leadership Committee of Motorola Solutions, Inc.’s Board of Directors or its delegate may, in its sole discretion, reduce, eliminate, or otherwise adjust the
amount of an Eligible Executive’s Severance Pay and benefits, including the Alternate AIP Award and/or Alternate SIP Award. 

  
 - 5 -

 
Such determination shall be made before any severance payments commence under this Section 3. Unless the Compensation and Leadership Committee determines otherwise, or unless the Eligible
Executive is an officer subject to Section 16 of the Securities Exchange Act of 1934 or an officer reporting directly to Motorola Solutions, Inc.’s Chief Executive Officer or a member of Motorola Solutions’ Senior Leadership Team,
Motorola Solutions, Inc.’s most senior Human Resources officer is delegated the authority to exercise the discretion provided by this provision with respect to Eligible Executives, provided such determination is made before any severance
payments commence under this Section 3 and he or she reports such adjustment to the Compensation and Leadership Committee in writing no later than the Committee’s next regularly scheduled meeting, with a copy to the Plan Administrator.

 (n) Death of Executive. If an Eligible Executive entitled to a Severance Allowance or payments under Section 3(c)
or (d) should die before all such amounts payable to him or her have been paid, such unpaid amounts shall be paid no later than 90 days following the Eligible Executive’s death (or in the case of payments under Section 3(c) or (d),
within 90 days following determination of the applicable performance results) to Eligible Executive’s legal representative, if there be one, and, if not, to the Executive’s spouse, parents, children or other relatives or dependents of such
Executive as the Plan Administrator, in his or her discretion, may determine; provided, however, such payee or payees shall not have the right to designate the taxable year of payment. Any payment so made shall be a complete discharge of any
liability with respect to such benefit. 
 (o) Business Expenses. Each Eligible Executive shall be responsible for any
personal charges incurred on any Motorola Solutions credit card or other account used by the Eligible Executive prior to the Eligible Executive’s Separation Date and the Eligible Executive shall pay all such charges when due. Motorola Solutions
shall reimburse the Eligible Executive for any pending, reasonable business-related credit card charges for which the Eligible Executive has not already been reimbursed as of the Eligible Executive’s Separation Date provided the Eligible
Executive files a proper travel and expense report. Such reimbursement shall be made not later than December 31 of the year following the year in which the Executive incurs the expense. In no event will the amount of such expenses paid in one
year affect the amount of expenses eligible for payment, or in-kind benefits to be provided, in any other taxable year. 
  

	4.	Eligible Executive Obligations. 

 (a) General. An Eligible Executive’s Severance Pay and benefits provided under Section 3 are expressly conditioned on the Eligible Executive’s compliance with the obligations
contained in certain Stock Option Agreements and/or Stock Option Consideration Agreements and/or Restricted Stock Agreements and/or Restricted Stock Unit Agreements with Motorola Solutions, as well as various other agreements for the
protection of Motorola Solutions’ confidential and proprietary information. Such agreements, including but not limited to the non-disclosure, non-competition and non-solicitation provisions therein, continue in full force and effect according
to their terms. In addition to complying with all the other obligations contained in the above-referenced agreements, the Eligible Executive must immediately inform Motorola Solutions of (i) the identity of any new employment, start-up business
or self-employment in which he or she has engaged or will engage between the Separation Date and the first anniversary of the Separation Date, (ii) his or her title in any such engagement, (iii) his or her duties and

  
 - 6 -

 
responsibilities in any such engagement and (iv) any information Motorola Solutions reasonably requests in order to determine the Eligible Executive’s compliance with the
above-referenced agreements and this 2011 ESP. By accepting the Severance Pay and benefits outlined herein, the Eligible Executive authorizes Motorola Solutions to provide a copy of any agreement between him or her and Motorola Solutions for the
protection of Motorola Solutions’ confidential and/or proprietary information to any new employer or other entity or business by which he or she is engaged up to the second anniversary of the Separation Date. 

(b) Release of Claims. In order to receive the Severance Pay and benefits available under the 2011 ESP, an Eligible Executive must
work through his or her Separation Date, as determined in the sole discretion of his or her direct manager, and sign and return a General Release, in a form acceptable to the Plan Administrator and the period for revocation of such release, if any,
shall have expired no later than sixty (60) days after the Eligible Executive’s Separation Date. 
 The Plan
Administrator may from time to time alter the specific terms of the General Release used for purposes of the 2011 ESP, or add new terms, as it determines to be appropriate in his or her discretion. 

(c) Non-Disparagement. An Eligible Executive shall not, directly or indirectly, individually or in concert with others, engage in
any conduct or make any statement calculated or likely to have the effect of undermining, disparaging or otherwise reflecting poorly upon Motorola Solutions or its good will, products or business opportunities, or in any manner detrimental to
Motorola Solutions, though the Eligible Executive may give truthful and nonmalicious testimony if properly subpoenaed to testify under oath. 
 (d) Records/Company Property. The Eligible Executive shall return to Motorola Solutions by his or her Separation Date all property belonging to Motorola Solutions and confidential and/or
proprietary information including the originals and all copies and excerpts of documents, drawings, reports, specifications, samples and the like that were/are in the Eligible Executive’s possession at all Motorola Solutions and non-Motorola
Solutions locations, including but not limited to information stored electronically on computer hard drives or disks. 
 (e)
Cooperation and Indemnification. From the Eligible Executive’s Separation Date, and for as long thereafter as shall be reasonably necessary, the Eligible Executive shall cooperate fully with Motorola Solutions in any investigation,
negotiation, litigation or other action arising out of transactions in which he or she was involved or of which he or she had knowledge during his or her employment by Motorola Solutions and its Affiliates and Subsidiaries. If the Eligible Executive
incurs any business expenses in the course of performing his or her obligations under this paragraph, he or she will be reimbursed for the full amount of all reasonable expenses upon submission of adequate receipts confirming that such expenses
actually were incurred. All reimbursements under this Section 4(e) will be for expenses incurred by the Eligible Executive during his or her lifetime. Reimbursement will be made within 90 days following the date the Eligible Executive submits
evidence that he or she incurred such expenses, and in all events prior to the last day of the calendar year following the calendar year in which he or she incurs the expense. In no event will the amount of expenses reimbursed in one year affect the
amount of expenses eligible for reimbursement, or in-kind benefit to be provided, in any other taxable year. Motorola Solutions will indemnify the Eligible Executive for judgments, fines, penalties,

  
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settlement amounts and expenses (including reasonable attorneys fees and expenses) reasonably incurred in defending any actual or threatened action, lawsuit, investigation or other similar
proceeding arising out of his or her employment with Motorola Solutions, provided that if the matter is a civil action, he or she acted in good faith and in a manner he or she reasonably believed to be in, or not opposed to, the best interests of
Motorola Solutions and if the matter is a criminal action, the Eligible Executive had no reasonable cause to believe his or her conduct was unlawful (in each case as determined under the Delaware General Corporation Law). 

(f) Remedies for Breach of Eligible Executive’s Obligations. The payments set forth in Section 3 above are conditioned
upon the Eligible Executive’s faithful performance of his or her obligations pursuant to Paragraph 4(a) and (c) through (e) of this 2011 ESP. If the Eligible Executive breaches those obligations, including any breach of the agreements
referenced in Section 4(a), he or she must promptly repay to Motorola Solutions all sums received from Motorola Solutions and shall forfeit all sums as yet unpaid under Section 3(a), (c), (d), less the sum of (i) One Thousand Dollars
($1,000.00) and (ii) the amount of accrued but unpaid paid time off of the Executive at his or her Separation Date. In addition, Motorola Solutions shall be entitled to all rights and remedies set forth in the agreements referenced in
Section 4(a). Any repayment of Severance Pay paid pursuant to this 2011 ESP or repayment pursuant to the remedies set forth in the agreements referenced in Section 4(a) shall not reduce any money damages that may be available to Motorola
Solutions as a result of the breach. 
 By accepting Severance Pay and benefits under this 2011 ESP, each Eligible Executive
acknowledges that the harm caused to Motorola Solutions by the breach or anticipated breach of Section 4(a) and (c) through (e) of this 2011 ESP will be irreparable. The Eligible Executive agrees Motorola Solutions may obtain
injunctive relief against him or her in addition to and cumulative with any other legal or equitable rights and remedies Motorola Solutions may have pursuant to this 2011 ESP or law, including the recovery of liquidated damages. The Eligible
Executive agrees that any interim or final equitable relief entered by a court of competent jurisdiction, as specified in Section 7(e) below, will, at the request of Motorola Solutions, be entered on consent and enforced by any such court
having jurisdiction over him or her. This relief would occur without prejudice to any rights either party may have to appeal from the proceedings that resulted in any grant of such relief. In any dispute regarding this 2011 ESP, each party will pay
its own fees and costs. 
  

	5.	Plan Administration. 

 The Plan Administrator is the party responsible for the administration of the 2011 ESP. A Human Resources employee at the level of Director or above who is appointed by the Compensation and Leadership
Committee will serve as the “Plan Administrator” of the 2011 ESP and the “named fiduciary” within the meaning of such terms as defined in ERISA. 
 The Plan Administrator will perform all duties imposed upon him or her by the terms of ERISA. The Plan Administrator shall be responsible for the general administration and management of the 2011 ESP. In
his or her role of administering the 2011 ESP, the Plan Administrator shall have the discretionary powers and duties necessary to fulfill his or her responsibilities, including, but not limited to, the following powers and duties to:
(i) interpret, construe and apply the 2011 ESP, including the making of factual determinations, as the Plan 

  
 - 8 -

 
Administrator or his or her designee, in his or her sole discretion, determines to be appropriate; (ii) determine all questions relating to the eligibility of persons to participate or
receive benefits as the Plan Administrator or his or her designee, in his or her sole discretion, deems to be appropriate; (iii) appoint individuals to assist in any function, and generally to perform all other acts necessary in administering
the 2011 ESP as the Plan Administrator or his or her designee, in his or her sole discretion, deems appropriate; and (iv) seek such expert advice as the Plan Administrator or his or her designee deems reasonably necessary with respect to the
2011 ESP. The Plan Administrator and his or her designee shall be entitled to rely upon the information and advice furnished by such delegates and experts, unless actually knowing such information and advice to be inaccurate or unlawful. 

The decisions of the Plan Administrator, or persons delegated with the authority to make such decisions for the Plan Administrator, and
the decisions of the Vice President for Global Rewards (or, where applicable, the most senior Law Department labor and employment law attorney or his or her designee) under Section 6, will be final and conclusive with respect to all questions
relating to the 2011 ESP. 
  

	6.	Procedure for Making and Appealing Claims for Benefits 

 If an employee or vice president believes he or she has not been paid the Severance Pay or benefits to which he or she is entitled under the 2011 ESP, the employee or vice president must file a claim for
benefits in writing with the Plan Administrator. Within ninety (90) days after receiving a claim (or within 180 days if special circumstances require an extension of time and written notice was provided to the employee or vice president before
the expiration of the initial ninety (90) day period), the Plan Administrator will: 
  

	 	•	 	 either accept or deny the claim completely or partially; and 

 

	 	•	 	 notify the employee or vice president of acceptance or denial of the claim. 

 

	 	•	 	 If the claim is completely or partially denied, the Plan Administrator will furnish a written notice to the employee or vice president containing the
following information: 

  

	 	•	 	 specific reasons for the denial; 

  

	 	•	 	 specific references to the 2011 ESP provisions on which any denial is based; 

 

	 	•	 	 a description of any additional material or information that the employee or vice president must provide in order to support the claim and an
explanation of why it is required; and 

  

	 	•	 	 an explanation of the 2011 ESP’s appeal procedures and the applicable time limits, including a statement of the right to bring a civil action
under Section 502(a) of ERISA following an adverse determination on appeal. 

 The employee or vice
president may appeal the denial of the claim and have the Vice President for Global Rewards (or in the case of a conflict of interest, the most senior Law Department labor and employment law attorney or his or her designee) reconsider the decision.
The employee, vice president or his or her authorized representative has the right to: 
  

	 	•	 	 request an appeal by written request to the Vice President for Global Rewards not later than sixty (60) days after receipt of notice from the Plan
Administrator denying the claim; 

  
 - 9 -

	 	•	 	 upon request and free of charge, have reasonable access to, and copies of, all documents, records, and other information relevant to the claim; and

  

	 	•	 	 submit issues and comments regarding the claim in writing, along with documents, records and other information, to the Vice President for Global
Rewards. 

 The Vice President for Global Rewards (or, where applicable, the most senior Law Department labor
and employment law attorney or his or her designee) will make a decision with respect to such an appeal within sixty (60) days after receiving the written request for such appeal (this sixty (60) day period can be extended for an
additional sixty (60) days if special circumstances require an extension of time and written notice is provided to the employee or vice president or his or her authorized representative before the extension begins). The review will take into
account all comments, documents, records, and other information relating to the claim submitted in connection with the review, without regard to whether such information was submitted or considered in the initial claim determination. The employee,
vice president or his or her authorized representative will be advised of the decision on the appeal in writing. The notice will set forth the specific reasons for the decision and make specific reference to 2011 ESP provisions upon which the
decision on the appeal is based. In the case of an adverse benefit determination on appeal, in addition to the information in the preceding sentence, the notice shall include (i) a statement that the employee or vice president is entitled to
receive, upon request and free of charge, reasonable access to, and copies of, all documents, records, and other information relevant to his or her claim for benefits, and (ii) a statement of the employee’s or vice president’s right
to bring a civil action under Section 502(a) of ERISA. In performing his or her duties hereunder, the Vice President for Global Rewards (or, where applicable, the most senior Law Department labor and employment law attorney or his or her
designee) shall have the power to interpret and construe the 2011 ESP and make factual determinations as are granted to the Plan Administrator under Section 5. 
 In no event shall the employee, vice president or any other person be entitled to challenge the decision of the Plan Administrator or the Vice President for Global Rewards (or, where applicable, the most
senior Law Department labor and employment law attorney or his or her designee) in court or in any other administrative proceeding unless and until the claim and appeal procedures described above have been complied with and exhausted. 

 

	7.	Miscellaneous. 

(a) Amendment. Motorola Solutions, Inc., by action of its Compensation and Leadership Committee, reserves the right to amend this
2011 ESP, in whole or in part, or to discontinue or terminate the 2011 ESP, at any time in its sole discretion. No amendment, discontinuance or termination, however, may adversely affect the rights of any person who would be an Eligible Executive if
his or her Separation Date occurred on or before the date of such amendment or termination without (i) one (1) year’s advance written notice of such amendment or termination 

  
 - 10 -

 
or (ii) his or her written consent if such person (x) is then receiving Severance Pay and benefits under the 2011 ESP, or (y) is entitled to receive Severance Pay and benefits
under the 2011 ESP on account of a prior Qualifying Termination. In addition to the foregoing, for a period of at least two (2) years following a Change in Control, the 2011 ESP shall continue in full force and effect and shall not terminate or
expire until after all Eligible Executives who become entitled to any Severance Pay or benefits hereunder shall have received such Severance Pay and benefits in full. 
 (b) Withholding. Motorola Solutions shall be entitled to withhold or cause to be withheld from amounts to be paid under this 2011 ESP to an Eligible Executive any federal, state, or local
withholding or other taxes or amounts that it is from time to time required to withhold. 
 (c) Compliance with
Section 409A. Notwithstanding anything to the contrary contained in this 2011 ESP, the payments and benefits provided under this 2011 ESP are intended to comply with Code Section 409A, and the provisions of this 2011 ESP shall be
interpreted such that the payments and benefits provided are either not subject to Code Section 409A or are in compliance with Code Section 409A. Motorola Solutions, Inc. may modify the payments and benefits under this 2011 ESP at any time
solely as necessary to avoid adverse tax consequences under Code Section 409A. Notwithstanding any provision in this 2011 ESP to the contrary, if the Eligible Executive is a “specified employee” (within the meaning of Treasury
Regulation Section 1.409A-1(i) and using the identification methodology selected by Motorola Solutions from time to time) on the Eligible Executive’s Separation Date, then any payment or benefit which would be considered “nonqualified
deferred compensation” within the meaning of Code Section 409A that the Eligible Executive is entitled to receive upon the Eligible Executive’s Separation Date and which otherwise would be payable during the six-month period
immediately following the Eligible Executive’s Separation Date will instead be paid or made available on the earlier of the first day of the seventh month following the Eligible Executive’s Separation Date and the Eligible Executive’s
death. 
 (d) No Implied Employment Rights. The 2011 ESP shall not be deemed to give any employee or other person any
right to be retained in the employ of Motorola Solutions or its Affiliates or Subsidiaries or to interfere with the right of Motorola Solutions or its Affiliates or Subsidiaries to discharge any employee or other person at any time and for any
reason. 
 (e) Governing Law and Venue. This 2011 ESP is intended to be governed by and will be construed in accordance
with ERISA, and to the extent not preempted by ERISA, by the laws of the state of Illinois, without regard for any choice of law principles thereof. Any legal action related to this 2011 ESP and any referenced agreements or award documents shall be
brought only in a federal or state court located in Cook County, Illinois, USA. The Eligible Executive accepts the jurisdiction of these courts and consents to service of process from said courts for legal actions related to this 2011 ESP and any
referenced agreements or award documents. 
 (f) Severability. If any provision of the 2011 ESP is held to be invalid or
unenforceable, its invalidity or unenforceability will not affect any other provision of the 2011 ESP, and the 2011 ESP will be construed and enforced as if such provision had not been included. 

  
 - 11 -

 (g) Successors. 

(i) Motorola Solutions, Inc. shall require any successor (whether direct or indirect, by purchase, merger, consolidation, reorganization
or otherwise) to all or substantially all of the business and/or assets of Motorola Solutions, Inc. expressly to assume and agree to perform this 2011 ESP in the same manner and to the same extent Motorola Solutions, Inc. would be required to
perform if no such succession had taken place. This 2011 ESP shall be binding upon, inure to the benefit of and be enforceable by Motorola Solutions, Inc. and any successor to Motorola Solutions, Inc., including without limitation any persons
acquiring directly or indirectly all or substantially all of the business and/or assets of Motorola Solutions, Inc. whether by purchase, merger, consolidation, reorganization or otherwise (and such successor shall thereafter be deemed to be
“Motorola Solutions, Inc.” for the purposes of this 2011 ESP), and the Eligible Executive’s personal or legal representatives, executors, administrators, successors, heirs, distributes and/or legatees. 

(ii) This 2011 ESP is intended to be for the exclusive benefit of Motorola Solutions and the Eligible Executive, and except as provided
in clause (i) of this Section 7(g), no third party shall have any rights hereunder. 
  

	8.	Definitions. 

“2011 ESP” means the Motorola Solutions, Inc. 2011 Executive Severance Plan. 

“Affiliate” means any corporation or entity other than Motorola Solutions, Inc. which, as of a given date, is a member
of the same controlled group of corporations or the same group of trades or businesses under common control as Motorola Solutions, Inc. determined in accordance with Sections 414(b) or (c) of the Code. 

“Alternate AIP Award” has the meaning set forth in Section 3(c). 

“Alternate SIP Award” has the meaning set forth in Section 3(d). 

“Base Salary” means an Eligible Executive’s monthly rate of base salary as in effect immediately prior to his or
her termination from employment. 
 “Cause” means (i) the Eligible Executive’s conviction of any
criminal violation involving dishonesty, fraud or breach of trust or (ii) the Eligible Executive’s willful engagement in gross misconduct in the performance of the Eligible Executive’s duties that materially injures Motorola
Solutions. 
 “Change in Control” means the occurrence of a change in control of a nature that would be
required to be reported in response to Item 6(e) of Schedule 14A of Regulation 14A promulgated under the Securities Exchange Act of 1934, as amended (“Exchange Act”), or any successor provision thereto, whether or not Motorola, Inc.
is then subject to such reporting requirement; provided that, without limitation, such a Change in Control shall be deemed to have occurred if (a) any “person” or “group” (as such terms are used in Section 13(d) and
14(d) of the Exchange Act) is or becomes the “beneficial owner” (as defined in Rule 13d-3 under the Exchange Act), directly or indirectly, of securities of Motorola Solutions, Inc. representing 20% or more of the combined voting power of
Motorola Solutions, Inc.’s then outstanding securities (other than Motorola Solutions, Inc. or any employee benefit plan of Motorola Solutions, Inc.’s or of an Affiliate or Subsidiary; and, for purposes of the 2011 ESP, no Change in
Control shall be 

  
 - 12 -

 
deemed to have occurred as a result of the “beneficial ownership,” or changes therein, of Motorola Solutions, Inc.’s securities by either of the foregoing), (b) there shall be
consummated (i) any consolidation or merger of Motorola Solutions, Inc. in which Motorola Solutions, Inc. is not the surviving or continuing corporation or pursuant to which shares of common stock would be converted into or exchanged for cash,
securities or other property, other than a merger of Motorola Solutions, Inc. in which the holders of common stock immediately prior to the merger have, directly or indirectly, at least a 65% ownership interest in the outstanding common stock of the
surviving corporation immediately after the merger, or (ii) any sale, lease, exchange or other transfer (in one transaction or a series of related transactions) of all, or substantially all, of the assets of Motorola Solutions, Inc. other than
any such transaction with entities in which the holders of the Motorola Solutions Inc.’s common stock, directly or indirectly, have at least a 65% ownership interest, (c) the stockholders of Motorola Solutions, Inc. approve any plan or
proposal for the liquidation or dissolution of Motorola Solutions, Inc., or (d) as the result of, or in connection with, any cash tender offer, exchange offer, merger or other business combination, sale of assets, proxy or consent solicitation
(other than by the Board of Directors of Motorola Solutions, Inc. (the “Board”)), contested election or substantial stock accumulation (a “Control Transaction”), the members of the Board immediately prior to the first public
announcement relating to such Control Transaction shall thereafter cease to constitute a majority of the Board. 

“Compensation and Leadership Committee” means the Compensation and Leadership Committee of the Motorola Solutions, Inc.
Board of Directors. 
 “Code” means the Internal Revenue Code of 1986, as amended. 

“Eligible Executive” means (w) any (i) Appointed Vice President, Corporate Vice President, Senior Vice
President or Executive Vice President of Motorola Solutions on the date of his or her Separation Date or (ii) other person whose salary grade is EXB, EXC, EXS, or EXV on his or her Separation Date, (x) whose Pay Country is the United
States of America, (y) whose (i) employment with Motorola Solutions commenced or who was first promoted as a vice president on or after February 1, 2011, or (ii) who is an Appointed Vice President, Corporate Vice President,
Senior Vice President or Executive Vice President, or whose salary grade is EXB, EXC, EXS, or EXV as of January 31, 2011, but whose Separation Date occurs on or after February 1, 2014, and (z) whose employment with Motorola Solutions
is terminated in a Qualifying Termination. An employee or officer of Motorola Solutions who is not an Eligible Executive shall not be entitled to any Severance Pay or benefits under the 2011 ESP. 

“ERISA” means the Employee Retirement Income Security Act of 1974, as amended. 

“Motorola Solutions” means Motorola Solutions, Inc. and any successors thereto, and any of its U.S. Subsidiaries and/or
U.S. Affiliates . 
 “Pay Country” means the country on whose payroll the Eligible Executive resides and from
which his or her base salary and other benefits are paid. 
 “Plan Administrator” has the meaning provided in
Section 5. 
 “Qualifying Termination” means termination of employment with Motorola Solutions in which
the employment relationship is terminated by Motorola Solutions, specifically excluding, however: 
 (a) voluntary termination
from employment with Motorola Solutions, including voluntary termination due to retirement, or retirement at any applicable mandatory retirement age; 

  
 - 13 -

 (b) termination of employment due to Total and Permanent Disability; 

(c) termination of employment by Motorola Solutions for Cause; 
 (d) termination of employment if the employee or officer (i) accepts employment with another company in connection with the sale, lease, exchange, outsourcing arrangement or any other type of asset
transfer or transfer of any portion of a facility or all or any portion of a discrete organizational unit or business segment of Motorola Solutions or of a Subsidiary; (ii) is offered employment with another company in connection with the sale,
lease, exchange, outsourcing arrangement or any other type of asset transfer or transfer of any portion of a facility or all or any portion of a discrete organizational unit or business segment of Motorola Solutions or of a Subsidiary, provided that
the employment offer includes a base salary, target annual incentive and/or retention bonus and active medical benefits (but without regard to retiree medical benefits, if any) that are comparable, in the aggregate to the base salary and target
annual incentive and active medical benefits provided by Motorola Solutions at the time the offered employment is to become effective, or (iii) remains employed by an Affiliate or Subsidiary that is sold, or whose shares are distributed to
Motorola Solutions, Inc.’s stockholders in a spin-off or similar transaction; 
 (e) termination of employment with
Motorola Solutions which is followed by immediate or continued employment by Motorola Solutions or an Affiliate or Subsidiary; 

(f) termination of employment by death; or 
 (g) voluntary termination of employment by failing to return to work from an approved leave of absence. The Plan Administrator shall determine within his or her sole discretion whether a termination is by
reason of a Qualifying Termination or under circumstances which do not constitute a Qualifying Termination as provided above. 

“Separation Date” means the date of the Eligible Executive’s Separation from Service, which generally will be
Eligible Executive’s last date on Motorola Solutions’ payroll. 
 “Separation Year” means the
calendar year in which the Separation Date occurs. 
 “Severance Allowance” has the meaning as provided in
Exhibit A. 
 “Severance Pay” means Severance Allowance as provided in Section 3(a) and Exhibit A plus
Alternate AIP Award or Alternate SIP Award, as applicable, as provided in Section 3(c) and (d). 
 “Severance
Period” means the number of total months of Severance Allowance specified for a given Eligible Executive as provided in Section 3(a) and Exhibit A. 
 “Subsidiary” means any corporation or other entity in which a 50% or greater interest is at the time directly or indirectly owned by Motorola Solutions, Inc. and which Motorola Solutions,
Inc. consolidates for financial reporting purposes. 

  
 - 14 -

 “Total and Permanent Disability” means entitlement to long term disability
benefits under the Motorola Solutions Disability Income Plan, as amended and any successor plan or a determination of a permanent and total disability under a state workers compensation statute. 

  
 - 15 -

 Exhibit A 

 

									
	 	  	 Severance Pay and
Benefits

	 Level/Salary

Grade
	  	 Severance

Allowance
	  	
Alternate AIP
Award—AIP
Participants
	  	
Alternate SIP
Award—SIP
Participants
	  	 Welfare Plan Benefits;
Outplacement;
Financial
 Planning Services

	Appointed Vice President and/or Salary Grade EXB	  	9 months of Base Salary (“Severance Allowance”)	  	The Alternate AIP Award as provided in Section 3(c)	  	The Alternate SIP Award as provided in Section 3(d)	  	(a) 9 months of Medical Plan coverage at the active employee premium rate, offset against the COBRA amount as provided in Section 3(g); and (b) up to 12 months outplacement services
as provided in Section 3(h). Financial planning services as provided in Section 3(j).
					
	Elected Officers and/or Salary Grades EXC, EXS and EXV	  	12 months of Base Salary (“Severance Allowance”)	  	The Alternate AIP Award as provided in Section 3(c)	  	The Alternate SIP Award as provided in Section 3(d)	  	(a) 12 months of Medical Plan coverage at the active employee premium rate, offset against the COBRA amount as provided in Section 3(g); and (b) up to 12 months outplacement
services as provided in Section 3(h). Financial planning services as provided in Section 3(j).

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