Document:

exv10w13

Exhibit 10.13

Symetra Financial Corporation

Performance Share Plan

2009-2011

The Purpose of the Plan:

	 	1.	 	The purpose of the Plan is to advance the interest of Symetra Financial Corporation
(the “Company”) and its owners by providing executive incentives and by providing for a
reasonable sharing of the financial performance of the enterprise.
	 
	 	2.	 	Summary: From time to time the Board of Directors of the Company (the “Board”) may
grant to an executive of the Company an award of Performance Shares. At the time of grant, each
Performance Share shall have the financial value of $100.00. Thereafter, the unit will have the
financial value of $100.00 x (1 + Aggregate Percentage Growth), conditioned upon attainment of a stated Performance
Goal over the Award Period specified in the Grant. At the end of the Award Period the Board
will determine the degree of attainment of the Performance Goal and will assign a Harvest
Percentage based on that determination. The matured Performance Shares will then be
exchanged for a cash payment equal to the then financial value of the shares multiplied by
the Harvest Percentage.
	 
	 	3.	 	Administration: The Plan shall be administered by the Board. The Board shall have
the authority to select the executives who shall be participants (“Participants”), to determine
the size and terms of an award, to modify the terms of any award that has been granted, to
determine the time when awards will be made, to determine the Award Periods applicable to an
award, to determine the Harvest Percentages applicable to an award, to determine the terms of a
Participant’s grant agreement (which need not be identical or uniform), to establish
Performance Goals in respect of such Award Periods, to certify whether such Performance Goals
were attained and to make such other determinations that are not prohibited by this plan. The
Board is authorized to interpret the plan to establish amend and rescind any rules and
regulations relating to the plan and to make any other determinations that it deems necessary
or desirable. Any decision of the Board in the interpretation and administration of the plan
shall lie within its sole and absolute discretion and shall be final conclusive and binding on
all parties concerned. Determinations made by the Board under the plan need not be uniform and
may be made selectively among participants regardless of whether such Participants are
similarly situated. The Board shall have the right to deduct from any payment made under the
plan any taxes required by law to be withheld with respect to such payment. The Board may
delegate its duties hereunder to its Compensation Committee.

					
	 	 	 	 	 
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	 	4.	 	Eligibility and Participation: The Board shall designate those executives who shall
be Participants. Participants shall be selected from among the executives who are in a position
to have a material impact on the financial results of the Company. The designation of the
Participants may be made individually or by groups or classifications of executives, as the
Board deems appropriate. Executives shall not have a right to be designated as Participants and
the designation of an executive as a Participant shall not obligate the Board to continue such
executive as a participant in subsequent periods.
	 
	 	5.	 	Grants:

(a) Grant: In each Grant the committee shall specify, among other matters, (i)
the number of Performance Shares awarded, (ii) the Award Period, (iii) the Performance
Goal(s) to be attained within the Award Period, (iv) the method for determining the Harvest
Percentage based upon the level of achievement of the Performance Goal(s), and (v) the
maximum Award Payment.

(b) Performance measures: The performance measures for any award shall be as
determined by the Board and as stated in the grant agreement. Normally the goal(s) will be
based on some reasonable measure of growth in economic value per share of the enterprise, or
on some similar measure of financial performance.

(c) Payment: As soon as practicable after the end of the Award Period, or such
earlier date as the Board in its sole discretion may designate, the Board shall determine
(i) whether the applicable Performance Goal(s) have been attained with respect to a given
award and (ii) the Harvest Percentage applied to a given award. At the end of the Award
Period the Board shall ascertain the actual value of the award. Unless otherwise determined
by the Board or otherwise set forth in a grant agreement the actual value of an award shall
be equal to the then financial value of the shares multiplied by the Harvest Percentage. A
Participant’s actual value will be settled through a cash payment to the Participant within
2 1/2 months after the end of the Award Period.

	 	6.	 	Termination of Employment: Except as set forth in Section 7 or otherwise set forth
in a grant agreement a Participant shall immediately forfeit all outstanding awards upon any
termination of employment prior to the end of the applicable Award Period. The Board may at its
discretion provide that if a Participant dies, retires, is disabled, or is granted a leave of
absence, or if the Participant’s employment is otherwise terminated in a manner reasonably
judged to be not seriously detrimental to the company, then all or a portion of the
Participant’s award, as determined by the Board, may be paid to the Participant (or beneficiary)
after the end of the Award Period or at such other time as determined by the Board.
	 
	 	7.	 	Change of Control: (a) If a termination event occurs with respect to a Participant
within 24 months after a Change of Control then each award held by such Participant that was
granted prior to the Change of Control shall be cancelled and such Participant shall be entitled
to receive in respect of each such canceled

					
	 	 	 	 	 
	May 2009
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	 	 	 	award a payment equal to the product of (i) the then financial value of 100% of the
Performance Shares and (ii) the applicable Harvest Percentage. The applicable Harvest
Percentage will be determined based on the extent to which the Performance Goal has been
achieved as of the last day of the calendar quarter ending prior to the date of the
applicable termination event. (b) Notwithstanding anything herein to the contrary, if,
following a change in control, a Participant’s employment remains continuous through the end
of an Award Period then the Participant shall be paid with respect to those awards for which
he would have been paid had there not been a change in control, and the actual value shall
be determined in accordance with section 5 above.
	 
	 	8.	 	Amendments or Termination: The Board may amend alter or discontinue the Plan, but
no amendment, alteration or discontinuation shall be made which would impair any of the rights
or obligations under any award theretofore granted to a Participant without such Participant’s
consent; provided, however, that the Board may amend the plan in such manner as it deems
necessary to permit the granting of awards meeting the requirements of the Internal Revenue
Code of 1986, as amended, or any successor thereto, or other applicable laws.
	 
	 	9.	 	No Right to Employment: Neither the Plan nor any action taken hereunder shall be
construed as giving any Participant or other person any right to continue to be employed by, or
to continue to perform services for, the Company or any subsidiary, and the right to terminate
the employment of or performance of services by any Participant at any time and for any reason
is specifically reserved to the Company and its subsidiaries.
	 
	 	10.	 	Nontransferability of Awards: An award shall not be transferable or assignable by
the Participant, other than as described in Section 17 of this Plan.
	 
	 	11.	 	Reduction of Awards: Notwithstanding anything to the contrary herein, the Board,
in its sole discretion (but subject to applicable law), may reduce any amounts payable to
any Participant hereunder in order to satisfy any liabilities owed to the Company or any
of its subsidiaries by the Participant.
	 
	 	12.	 	Participation of Subsidiaries: If a subsidiary wishes to participate in the Plan
and its participation shall have been approved by the Board, the Board of Directors of the
subsidiary shall adopt a resolution in form and substance satisfactory to the Committee
authorizing participation by the subsidiary in the Plan. A subsidiary that adopts the Plan
in accordance with the Section shall be permitted to rename the Plan under the name of such
subsidiary. A subsidiary may cease to participate in the Plan at any time by action of the
Board or by action of the Board of Directors of such subsidiary, which latter action shall
be effective not earlier than the date of delivery to the Secretary of the Company of a
certified copy of a resolution of the subsidiary’s Board of Directors taking such action.
Termination of participation in the Plan shall not relieve a subsidiary of any obligations
theretofore incurred by it under the Plan. The Board in its discretion may waive compliance
with any provisions in this section.

					
	 	 	 	 	 
	May 2009
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	 	13.	 	Claims Procedure: In general, any claim for benefits under the Plan shall be filed
with the Board of Directors by a Participant or beneficiary. The Board will consider the claim
promptly.
	 
	 	14.	 	Miscellaneous Provisions: The Company is the sponsor and legal obligor under the
Plan and shall make all payments hereunder, other than any payments to be made by any of
the subsidiaries, as described below (in which case such payments shall be made by such
subsidiary, as appropriate). If a subsidiary adopts the Plan in accordance with Section 12,
the subsidiary shall be responsible for all payments made under the Plan for Awards granted
by the Board of Directors of the subsidiary including expenses involved in administering
the Plan at the subsidiary level. The Plan is unfunded. The Company shall not be required
to establish any special or separate fund or to make any other segregation of assets to
ensure the payment of any amounts under the Plan, and the Participant’s rights to any
payment hereunder shall be no greater than the rights of the Company’s (or the applicable
subsidiary’s) unsecured creditors. All references to Sections herein shall be deemed to be
references to the specified sections of this Plan.
	 
	 	15.	 	Taxes: The Company and its subsidiaries shall have the right to deduct from any
payment made under the Plan any taxes required by law to be withheld with respect to such
payment.
	 
	 	16.	 	Choice of Law: The Plan shall be governed by and construed in accordance with the
laws of Washington State.
	 
	 	17.	 	Designation of Beneficiary by Participant: A Participant may name a beneficiary
to receive any payment to which he/she may be entitled in respect to a Grant in the event
of his/her death. A Participant may change his/her beneficiary from time to time. If the
Participant has not designated a beneficiary, or if no designated beneficiary is living on
the date on which any amount becomes payable, that amount shall be paid to the
Participant’s estate.
	 
	 	18.	 	Schedule of Definitions: The attached Schedule of Definitions shall be considered
an integral part of this Plan.
	 
	 	19.	 	Effective Date of the Plan: The Plan shall be effective as of January 1, 2009.

IN WITNESS WHEREOF, Symetra Financial Corporation has caused this Plan to be executed this 14
day of May, 2009.

	 	 	 	 	 
	 	Symetra Financial Corporation

 	 
	 	By  	/s/ Christine A. Katzmar
 	 
	 	 	Its Vice President 	 
	 	 	 	 
	 

					
	 	 	 	 	 
	May 2009
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Exhibit 10.14

Annual Incentive Bonus Plan

(Revised February, 2005)

Most salaried (non-sales) employees participate in the Annual Incentive Bonus Plan, an incentive
pay program that is intended to reward employees when the company is successful by aligning awards
with performance. Incentive awards are based on performance of the company overall and the
individual employee’s performance. The target percentage for the majority of employees is 5% of
paid salary. Individual awards can range from 0% to 200% of target or up to 10% of paid salary.
This target percentage is a reduction from the 2004 plan target of 6% and a maximum of 12% of paid
salary.

Non-sales senior managers and a small number of key individual contributors who occupy positions
with a high relative impact on the company’s business success participate in the Annual Incentive
Bonus Plan at various target levels. Determination of eligibility will be made by senior leadership
with the help of competitive pay data supplied by Human Resources. The target awards for this
group ranges from 10% to 50% of paid salary. Individual awards can range from 0% to 200% of
target.

To be eligible for either plan, employees must be salaried employees and do not participate in a
sales or other production-related incentive plan (Long Term Incentive Plan excluded). Eligible
employees hired January 1 through September 30 begin participating as of their date of hire.
Eligible employees hired October 1 through December 31 begin participating on the January 1
following their hire date.

At the beginning of every year, specific overall company financial goals and target funding are set
for the plan.

Individual incentive awards are based in part on an assessment of individual performance compared
to the performance goals and/or expectations set with the individual’s manager.

Employees must be employed on December 31 of the plan year and remain continuously employed by the
company through the award payout date in order to be eligible to receive an annual bonus award.
Exceptions include death, disability, retirement or position elimination. In these cases, the
bonus will be based on the salary paid through the employee’s last day of work within the plan
year.

Annual awards (if any) are paid as a single sum, generally in March, after performance assessments.

In addition to establishing performance goals at the beginning of the year, the company will create
a target incentive pool. The target amounts in these pools are based on the sum of all
participants’ target incentive awards.

An overall performance threshold or “funding trigger” will be established each year, below which
the plan will not be funded, and there would be no payouts under the plan.

Metrics for these plans will be approved at the February Board of Directors meeting for that plan
year.

February 21, 2005

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