Document:

Assigmnent and Assumption and Amendment to Diamondback Employment Agreement

 EXHIBIT 10.21 

ASSIGNMENT AND ASSUMPTION OF AND FIRST AMENDMENT TO 
 DIAMONDBACK EMPLOYMENT AGREEMENT 
 THIS
ASSIGNMENT AND ASSUMPTION OF AND FIRST AMENDMENT TO DIAMONDBACK EMPLOYMENT AGREEMENT (this “Assignment and Amendment”) is made and entered into effective as of the 25th day of March, 2011 (the “Effective Date”), by and among DIAMONDBACK HOLDINGS, LLC, a Delaware limited
liability company (“Diamondback”), DANNY WARD (“Employee”) and GREAT WHITE DIRECTIONAL SERVICES LLC, an Oklahoma limited liability company (“GWDS”). 

RECITALS: 
 A. Diamondback and Employee executed that certain Diamondback Employment Agreement dated September 1, 2008 whereby Diamondback agreed to employ Employee (the “Employment Agreement”).

 B. Diamondback desires to assign to GWDS, all right, title and interest of Diamondback in and to the Employment Agreement,
and GWDS desires to assume all of the obligations of Diamondback under the Employment Agreement. 
 C. GWDS and Employee desire
to amend the Employment Agreement as provided herein. 
 NOW, THEREFORE, for and in consideration of the mutual promises and
covenants contained herein, the parties hereto, intending to be legally bound, agree as follows: 
 1. Recitals. The
recitals set forth above are incorporated herein by this reference with the same force and effect as if fully hereinafter set forth. 
 2. Assignment of Employment Agreement. As of the Effective Date, Diamondback does hereby assign, transfer, set over and deliver unto GWDS all of Diamondback’s right, title and interest in and
to the Employment Agreement, but subject to all of the terms, conditions, reservations and limitations set forth in the Employment Agreement. 
 3. Assumption of Employment Agreement. From and after the Effective Date, GWDS does hereby expressly assume and agree to be liable for and to pay and perform all of the terms, conditions,
liabilities and obligations of Diamondback under the Employment Agreement. 
 4. Amendment to Employment Agreement. The
Employment Agreement is hereby amended as of the Effective Date by deleting Section 7(c) thereof in its entirety. 
 5.
Effect of Amendment. Except as amended hereby, GWDS and Employee ratify and reaffirm the Employment Agreement. 
 6.
Future Assignments. The Employment Agreement may be assigned by GWDS to any of its subsidiaries or affiliates, the successor to the business of GWDS as a result of a 

 
transfer of all or substantially all of the assets or membership interests of GWDS or any of its subsidiaries or affiliates. 

7. Successors and Assigns. This Assignment and Amendment shall be binding upon and inure to the benefit of the parties hereto and
their respective successors and assigns. 
 8. Entire Agreement. This Assignment and Amendment contains the entire
understanding between the parties and cannot be changed, modified, waived or canceled except by an agreement in writing executed by the party against whom enforcement of such modification, change, waiver or cancellation is sought. 

9. Governing Law. This Assignment and Amendment shall be construed and enforced in accordance with the laws of the State of
Oklahoma. 
 10. Counterparts. This Assignment and Amendment may be executed in one or more counterparts, all of which
shall constitute one agreement, binding on the parties hereto, notwithstanding that the parties hereto are not signatories to the original or the same counterpart. 
 [SIGNATURES ON FOLLOWING PAGE] 

  
 2 

 IN WITNESS WHEREOF, the parties hereto have executed this Assignment and Amendment as of the
Effective Date. 
  

			
	DIAMONDBACK:
	
	DIAMONDBACK HOLDINGS, LLC, a Delaware limited liability company
		
	By:	 	 /s/ DAVID SPARKMAN

		 	Name: David Sparkman
		 	Title: VP

  

			
	EMPLOYEE:
		
		 	 /s/ DANNY WARD

		 	Danny Ward

  

			
	
	GWDS:
	
	 GREAT WHITE DIRECTIONAL SERVICES LLC,
 an Oklahoma limited liability company

		
	By:	 	 /s/ JOHN JORDAN

		 	Name: John Jordan
		 	Title: CEO

  
 3Exhibit 10(a)

 Exhibit 10(a) 
 Consent of Independent Registered Public Accounting Firm 

 Consent of Independent Registered Public Accounting Firm 

We consent to the reference to our firm under the caption “Independent Registered Public Accounting Firm” in the Statement of Additional
Information and to the use of our report dated April 8, 2011, with respect to the statutory-basis financial statements and schedules of Transamerica Life Insurance Company, included in Pre-Effective Amendment No. 1 to the Registration Statement
(Form N-4 No. 333-173285) under the Securities Act of 1933 and related Prospectus of Flexible Premium Variable Annuity - S. 
  

	
	/s/ Ernst & Young LLP

 Des Moines,
Iowa 
 June 8, 2011FY 2012 Executive Annual Incentive Plan

 Exhibit 10.1 

 

 

 FY 2012 Executive Annual Incentive Plan 

 

			
	Purpose:	  	The Executive Annual Incentive Plan is designed to motivate Executive Officers to focus on specific, measurable corporate goals and provide performance-based compensation to
Executive Officers based on the achievement of these goals.
		
	Eligibility:	  	The Plan Participants include Executive Officers of Serena. Executive Officers are officers of Serena at the level of Senior Vice President or above. A Plan Participant must be a
regular, full-time employee of Serena at the end of the applicable fiscal period and remain actively employed through the date of the bonus payout to be eligible to receive the applicable bonus amount. A Plan Participant must be a regular, full-time
employee of Serena at the end of the fiscal year and remain actively employed through the date of the bonus payout to be eligible to receive payment based on over-achievement of annual performance metrics.
		
	Target Bonus:	  	The target incentive bonus is based on a percentage of the Plan Participant’s annual base salary as set forth in the Plan Summary. The Plan Participant’s annual base
salary is based on the amount of base compensation actually earned by the Plan Participant during the applicable fiscal period or such portion of the fiscal period that the Plan Participant is eligible to participate under the Plan.
		
	Bonus Payments:	  	The incentive bonus will be paid on either a semi-annual or annual basis as set forth in the Participant’s Plan Summary. Payment will be made within two and one-half months
of the financial close of the applicable fiscal period. Payments will be subject to applicable payroll taxes and withholdings. Aggregate payments for the fiscal year will be capped at 200% for the portion of the target bonus applicable to the
achievement of Consolidated Net License Revenue and EBITA (Earnings Before Interest, Taxes and Amortization) and 125% of the portion of the target bonus applicable to the achievement of management objectives, including applicable key performance
indicators. No portion of the target bonus applicable to the achievement of Consolidated Net License Revenue and EBITA will be payable until achievement of at least 85% and 90%, respectively, of the applicable targets. Any semi-annual payment that
is applicable to the achievement of performance metrics for the first half of the fiscal year may not exceed one-half of the Plan Participant’s annual target bonus (prorated based on period of eligibility), with the second semi-annual payment
adjusted to reflect the achievement of performance metrics for the entire fiscal year. Bonus amounts for over-achievement of performance metrics will be determined on an annual basis and paid after the end of the fiscal year, subject to continued
eligibility of the Plan Participant.
		
	Performance Metrics:	  	The performance metrics and achievement schedule for each performance metric used to determine the amount of the incentive bonus to be paid to the Plan Participant are set forth
in the Plan Summary. Total bonus payments for the fiscal year will be based on the achievement of annual performance metrics.
		
	Proration:	  	The incentive bonus will be pro-rated based on the number of days that the Plan Participant is employed as a regular, full-time employee of Serena during the applicable fiscal
period and eligible to participate under the Plan. If the Plan Participant’s employment terminates before the end of the applicable fiscal period or prior to the payment of an incentive bonus for such fiscal period, the Plan Participant will
not be eligible to receive a prorated portion of the incentive bonus.

			
	Adjustments:	  	In the event of an acquisition or disposition of a business by Serena, the Plan Administrator may adjust the applicable financial performance metrics to reflect the potential
impact on Serena’s financial performance.
		
	Recovery Policy:	  	The Compensation Committee of the Board of Directors will, to the extent permitted by law, have the sole and absolute authority to make retroactive adjustments to, and cause
Serena to recover, any incentive bonus that is paid to a Plan Participant during the three-year period preceding the date that Serena is required to prepare a restatement of its financial statements (other than those resulting from a change in
accounting policies or changes in accounting rules and regulations) if and to the extent the amount of the incentive bonus was predicated upon the achievement of financial results that were adjusted as a result of the restatement. The adjustment to
the incentive bonus will be calculated as the excess amount paid on the basis of Serena’s restated results, and will be payable by the Plan Participant to Serena upon demand.
		
	Plan Provisions:	  	 This fiscal year under this Plan commences on February 1, 2011 and ends on January 31, 2012. This Plan supersedes the FY 2011
Executive Annual Incentive Plan, which is null and void as of the adoption of this Plan.
  
 The Plan does not represent an employment contract or agreement between Serena and any Plan Participant. Participation in the Plan does not guarantee participation in other or future incentive plans. Plan
structure and participation will be determined on an annual basis.
  
 The
Plan will be administered by the Compensation Committee of the Board of Directors. The Plan Administrator will have all powers and discretion necessary or appropriate to administer and interpret the Plan and Plan Summaries, except that actions
related to the compensation of Serena’s Chief Executive Officer must be approved by a majority of the non-executive directors of the Board of Directors. The Plan Administrator reserves the right to modify or terminate the Plan and/or Plan
Summaries for any reason at any time, and to exercise its own judgment and discretion with regard to determining the achievement of performance metrics and amount of bonus payments. Modifications to the Plan and any Plan Summary are valid only if
approved by the Plan Administrator or, in the case of Serena’s Chief Executive Officer, a majority of the non-executive directors of the Board.

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