Document:

Exhibit
10.1

Executive
Officers 2007 Annual Incentive Program

under the Dade Behring 2004 Incentive Compensation Plan

	
  2007 Annual Incentive Target Percent

  	
  =

  	
  120% for the
  Chief Executive Officer

  
	
   

  	
   

  	
    80%
  for the Chief Operating Officer and Chief Strategy and Technology Officer

  
	
   

  	
   

  	
    75%
  for each other executive officer

  
	
   

  	
   

  	
   

  
	
  2007 Annual Incentive Target Amount

  	
  =

  	
  120% of December
  31, 2007 Annual Base Salary for the CEO

  
	
   

  	
   

  	
    80%
  of December 31, 2007 Annual Base Salary for the Chief Operating Officer and
  Chief Strategy and Technology Officer

  
	
   

  	
   

  	
    75%
  of December 31, 2007 Annual Base Salary for each other executive officer

  

 

The 2007 annual
incentive program will be funded (in the percentages indicated) with a maximum
of $3,000,000 for the Chief Executive Officer, 1,500,000 Euros for the Chief
Operating Officer and $1,200,000 for each of the other executive officers upon
achievement of the financial measures established for each of the following:

-            Earnings Per Share
(60%)

-            Cash Flow (15%)

-            ROIC (return on
invested capital) (15%); and

-            Revenue Growth (10%)

Each financial measure funds independently from the
others and the Program will be fully funded only if all four financial measures
are achieved.

The calculation with
respect to sixty percent of each potential bonus amount is based upon a
comparison of actual performance for such financial measures to target
objectives established for such financial measures.

The award related to the
remaining forty percent of the potential bonus is based upon individual
performance as evaluated and determined by the Compensation Committee in the
case of the CEO and as evaluated by the CEO and finally determined by the
Compensation Committee in the case of each other executive officer.

The bonus calculation
will be adjusted, either increased or decreased, pursuant to the program
criteria. The final bonus award will be based upon this calculation and this
final bonus award may be adjusted, but not increased, at the discretion of the
Compensation Committee.Exhibit
10.2

MANAGEMENT
INCENTIVE COMPENSATION PLAN (MICP)

2007 PLAN
DOCUMENT

Table of
Contents

1.0                                 Plan
Objectives

2.0                                 Participation

3.0                                 Target
Bonus

4.0                                 Funding

5.0                                 Payout
Calculation

6.0                                 Payment
of Awards

7.0                                 Plan
Administration

8.0                                 Plan
Approval

 

1.0                               PLAN
OBJECTIVES

The Dade Behring
Management Incentive Compensation Plan was developed to link a significant
portion of Dade Behring’s management employees’ total cash compensation to the
financial success of the company.

This program is an
integral component of the company’s “pay-for-performance” philosophy. The
objectives of the Plan are to:

·                  Support
Dade Behring’s business plans and financial goals;

·                  Motivate
and reward both individual performance and teamwork;

·                  Enable
Dade Behring to attract and retain high quality managers.

The MICP plan
structure is kept mostly consistent year over year for continuity and
simplicity purposes. The emphasis on global Dade Behring results reinforce one
Dade Behring. In addition, the understanding by participants will enhance the
drive for results. Financial measures are reviewed each year to ensure they
correlate with the Dade Behring overall strategy and creation of shareholder
value. The 2007 plan continues to place emphasis on global Dade Behring results
to encourage a company-wide focus on teamwork. Having said that, individual
performance is also a vital part of the plan.

2.0          PARTICIPATION

All US employees
in salary grade level 17 and above are eligible to participate in the Plan.
Salary grade level 16 Product Managers are also eligible to participate in the
Plan.

For non-US
employees, the participation is based on the US equivalent grade level since
global compensation structure is not formally in place in all countries.

All participants
will be reviewed and approved by the Compensation Administrative Committee
contingent upon the participant’s submission of Individual Performance
Objectives (IPOs).

Individuals hired
or promoted into a bonus eligible position on or before October 1st of the
current year are eligible for a pro-rated bonus target based on the number of
full months of participation in the Plan. (Note: The October 1st deadline does
not apply to job changes impacting current participants in the plan. See
Section 3.1 for clarification.)

Individuals hired
or promoted into a bonus eligible position after September 30 are not
eligible to participate until the succeeding plan year.

3.0                               TARGET
BONUS

The target bonus
percentage will be communicated directly to individuals through a participant
letter from the CEO.

 

The MICP target
bonus amount is determined by multiplying the participant’s annual base salary
at the end of the plan year (as of December 31) by the participant’s target
bonus percentage.

Please
refer to Appendix A for an outline of the MICP target bonus percentage
structure for the current plan year.

3.1                               Pro-rated
Target Bonus

An individual
hired or promoted into a bonus eligible position on or before October 1 is
eligible for a pro-rated bonus target based on the number of full months of
participation in the Plan. The participant’s target bonus percentage and
pro-ration (number of eligible months in the Plan) should be outlined and
communicated in the offer or promotion letter.

For Example:

	
  Example

  	
   

  	
  Hire or

  Promotion

  Date

  	
   

  	
  Proration

  (# of mo)

  	
   

  	
  Target %

  	
   

  	
  Year end

  Annual

  Salary

  	
   

  	
  Calculation

  	
   

  	
  Target

  Bonus $

  	
   

  
	
  #1

  	
   

  	
  March
  12

  	
   

  	
  10

  	
   

  	
  10

  	
  %

  	
  $

  	
  70,000

  	
   

  	
  ($70,000 x 10%) x 10/12

  	
   

  	
  $

  	
  5,833

  	
   

  
	
  #2

  	
   

  	
  July 16

  	
   

  	
  5

  	
   

  	
  15

  	
  %

  	
  $

  	
  80,000

  	
   

  	
  ($80,000 x 15%)
  x 5/12

  	
   

  	
  $

  	
  5,000

  	
   

  

 

If a participant
changes jobs during the year, resulting in a higher or lower target bonus
percentage, the MICP target bonus amount is calculated on a pro-rated basis.
The total target bonus amount is determined by multiplying the participant’s
December 31 annual base salary by each applicable target percentage for the
number of full months at that target percentage level.

For Example:

	
  Effective

  Date

  	
   

  	
  Grade

  Level

  	
   

  	
  Proration

  (# of mo)

  	
   

  	
  Target %

  	
   

  	
  Year end

  Annual

  Salary

  	
   

  	
  Calculation

  	
   

  	
  Target

  Bonus $

  	
   

  
	
  Jan
  2

  	
   

  	
  17

  	
   

  	
  5

  	
   

  	
  10

  	
  %

  	
  $

  	
  90,000

  	
   

  	
  ($90,000 x 10%) x 5/12

  	
   

  	
  $

  	
  3,750

  	
   

  
	
  May
  21

  	
   

  	
  18

  	
   

  	
  7

  	
   

  	
  15

  	
  %

  	
  $

  	
  90,000

  	
   

  	
  ($90,000 x 15%) x 7/12

  	
   

  	
  $

  	
  7,875

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Total Target Bonus:

  	
   

  	
  $

  	
  11,625

  	
   

  

 

3.2                               Pro-ration
Rule

The number of
months of full participation will be based on Dade Behring’s “15th Day Rule”. That is, the effective date of the
job change or hire date must be on or before the 15th day of the month for the whole month to be
counted. If the job change or hire date takes place after the 15th of
the month, the pro-ration will count from the following month.

 

4.0          FUNDING

Plan funding
reflects performance of four Global Dade Behring financial measures. These
measures fund independently of each other, meaning that one may fund while the
others may not.

	
  ·EPS (Earnings per Share):

  	
  Net Income adjusted for changes in foreign currency
  rates divided by the diluted weighted average outstanding common shares.

  
	
   

  	
   

  
	
  ·Cash Flow:

  	
  For MICP purposes: Cash from operations less capital
  spending and sale of assets as presented in SEC filed financial statements,
  plus cash from the exercise of stock options and employee stock purchase plan
  contributions. Target will be adjusted for changes in foreign currency.

  
	
   

  	
   

  
	
  ·ROIC (Return on Invested Capital):

  	
  Net Operating Profit less adjusted taxes divided by
  Average Invested Capital.

  
	
   

  	
   

  
	
  ·Revenue Growth:

  	
  Growth in sales over 2006 reported sales. The 2006
  reported sales will be adjusted for changes in foreign currency so that the
  growth will be on a constant currency basis.

  

 

The 2007 MICP will
fund 60% based on Dade Behring’s Earnings per Share performance, 15% on Cash
Flow performance, 15% on ROIC performance, and 10% on Revenue Growth
performance. Please refer to Appendix B for the detailed
funding schedules.

The funding
measurement targets have been approved by the Board of Directors and may be
subject to technical adjustments as a result of business events or accounting
transactions. This plan will be adjusted to eliminate the impact of any of the
following categories if and only if the category results in a change to Pre-tax
Income exceeding $5 million (no adjustment will be made for any category
resulting in a change to Pre-tax Income not exceeding $5 million and each
subheading is considered a separate category):

(i)                               restructuring charges or credits established
under FAS 112 or FAS 146;

(ii)                            gain or loss on sale/disposal of a
significant business;

(iii)                         gain or loss on early retirement of debt;

(iv)                        gain or loss on litigation;

(v)                           gain or loss on insurance recovery;

(vi)                        gain or loss on item treated as extraordinary
under GAAP; or

(vii)                     gain or loss directly related to a change in
GAAP after the establishment of such threshold.

 

MICP results that
fall between performance levels will be interpolated.

5.0          PAYOUT CALCULATION

Once the MICP
payout pools have been funded and approved by the Board of Directors,
individual bonus payouts will be calculated. The actual MICP award will be
based on two components:

a)              Dade Behring Overall
Financial Performance

Sixty percent (60%) of a participant’s MICP award is based
on how well Global Dade Behring has met its financial objectives (EPS, Cash
Flow, ROIC and Revenue Growth).

b)              Individual
Performance

Forty percent (40%) of a participant’s award is based
upon individual performance. Each participant’s overall performance rating will
be determined by his or her supervisor, using the LEADR process.

Some functions may mandate that 15% of the 40%
individual performance payout will be measured by individual financial
objectives. These financial objectives should reflect the way an individual
supports his/her organization (such as region target, functional target, cost
center budget, etc.). One financial target should be of immediate control
(country target or cost center budget), with another financial target measured
at a higher level to reinforce teamwork (region instead of countries,
functional instead of departmental).

Other functions will measure individual performance
based primarily on the overall LEADR performance rating as well as the results
of individual performance objectives. These IPO’s may still include individual
financial objectives, along with other project or initiative based goals.

Using the payout pool and distribution of performance
ratings, the Corporate Compensation Department will develop a payout schedule.
Final performance ratings and payouts will be approved by Dade Behring’s CEO.
The total dollars granted under this portion cannot exceed the funded pool.
Also, the total MICP payout for all participants cannot exceed the total funded
pool.

 

5.1          Example 2007 Payout Calculation

The following example assumes that the participant’s target bonus is
$10,000 and the participant’s individual performance is at target.

	
  Measures

  	
   

  	
  Performance

  to Plan

  	
   

  	
  Funding

  Percent

  	
   

  	
  Threshold

  	
   

  	
  Target

  	
   

  	
  Maximum

  	
   

  	
  Bonus

  Payout

  	
   

  
	
  Global
  Dade Behring Results (60%)

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  36.0% Global DB EPS

  	
   

  	
  100

  	
  %

  	
  100

  	
  %

  	
  $

  	
  900

  	
   

  	
  $

  	
  3,600

  	
   

  	
  $

  	
  7,200

  	
   

  	
  $

  	
  3,600

  	
   

  
	
    9.0%
  Global DB Cash Flow

  	
   

  	
  104

  	
  %

  	
  130

  	
  %

  	
  $

  	
  225

  	
   

  	
  $

  	
  900

  	
   

  	
  $

  	
  1,800

  	
   

  	
  $

  	
  1,170

  	
   

  
	
    9.0%
  Global DB ROIC

  	
   

  	
  N/A

  	
   

  	
  100

  	
  %

  	
  $

  	
  90

  	
   

  	
  $

  	
  900

  	
   

  	
  $

  	
  1,800

  	
   

  	
  $

  	
  900

  	
   

  
	
    6.0%
  Global DB Revenue Growth

  	
   

  	
  N/A

  	
   

  	
  130

  	
  %

  	
  $

  	
  150

  	
   

  	
  $

  	
  600

  	
   

  	
  $

  	
  1,200

  	
   

  	
  $

  	
  780

  	
   

  
	
  Individual
  Performance (40%)

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  40.0% Individual Performance

  	
   

  	
  100

  	
  %

  	
  100

  	
  %

  	
  $

  	
  0

  	
   

  	
  $

  	
  4,000

  	
   

  	
  $

  	
  8,000

  	
   

  	
  $

  	
  4,000

  	
   

  
	
  Total
  Bonus Opportunity

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1,365

  	
   

  	
  $

  	
  10,000

  	
   

  	
  $

  	
  20,000

  	
   

  	
   

  	
   

  
	
  Total MICP Payout

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10,450

  	
   

  

 

6.0          PAYMENT OF AWARDS

Awards will be
paid on or around March 15 of the following year. A participant must be an
active employee on December 31 of the current plan year in order to receive an
MICP award.

If a participant dies,
retires at age fifty-five (55) or older, or is involuntarily terminated (except
for cause), plan participation will be pro-rated. If the termination date is on
or before the 15th of the month, that month will not be counted.
If the termination takes place after the 15th of the month, the
pro-ration will include that month.

If a participant
resigns prior to January 1of the following year, or is terminated for cause at
any time prior to the current year MICP payout, no bonus award will be granted.
Note: “Cause” is defined per Dade Behring’s “Performance and Conduct” policy.

The attainment of
financial objectives does not guarantee a payment of an MICP award. MICP awards
may be adjusted at the discretion of management based upon, but not limited to,
the employee’s performance, conduct, and contribution.

In the United
States, appropriate withholdings are deducted from the bonus award, such as
income taxes, FICA, Saving Investment Plan (SIP) and Employee Stock Purchase
Plan (ESPP). Withholdings will be made as appropriate for those employees who
are subject to the tax laws of other countries.

7.0                               PLAN
ADMINISTRATION

This document outlines
the 2007 Management Incentive Compensation Plan (Plan) for Dade Behring Inc.
This Plan is a statement of intention and does not constitute a guarantee of a 

 

particular payment. This
Plan does not create a contractual relationship or any contractually
enforceable rights between Dade Behring and the participants.

The Dade Behring
Management Incentive Compensation Plan is administered by the Compensation
Administrative Committee, as directed by the Board of Directors. The
Compensation Administrative Committee consists of the CEO, the SVP Human
Resources and VP Compensation, Benefits and HRIS.

The Board of
Directors reserves the right within its sole discretion:

·                  To
amend, modify or cancel any provision of the Plan in whole or in part at any
time;

·                  To
eliminate, reduce, modify, or withhold awards based on such factors as changes
in business conditions, individual performance, company performance, or any
other reason;

·                  To
interpret the Plan and make decisions on all questions and issues arising under
the Plan and its decisions are final.

Any questions about this
document should be directed to Corporate Compensation.

8.0                               PLAN
APPROVAL

The 2007 MICP plan
was approved by the Dade Behring Board of Directors.

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