Document:

Employment Agreement

 Exhibit 10.14 
 AGREEMENT 
 THIS AGREEMENT made and entered into as of the 1st day of January, 2007 by
and among Intervest Mortgage Corporation, (hereinafter “Intervest”) and John H. Hoffmann, (hereinafter “Executive”); 
 WITNESSETH: 
 WHEREAS, the Board of Directors of Intervest recognizing value of the experience and knowledge
of Executive to business of Intervest, desires to retain the valuable services and business counsel of Executive, it being in the best interest of Intervest to arrange terms of employment for Executive so as to reasonably induce Executive to remain
in his capacities with Intervest for Executive’s term hereof; and 
 WHEREAS, Executive is willing to provide services to
Intervest in accordance with the terms and conditions hereinafter set forth; 
 NOW, THEREFORE, for and in consideration of the mutual
promises and covenants herein contained, the parties hereto agree as follows: 
 1. EMPLOYMENT. During Executive’s
Employment, Intervest agrees to employ Executive and Executive agrees to accept such employment and to perform such duties and functions as the Board of Directors of Intervest, and/or Intervest’s officers as designated by the Board of
Directors, may assign to Executive from time to time, but only administrative and managerial functions commensurate with Executive’s past experience and performance level. As directed by the Board of Directors, he shall perform such duties at
the offices of Intervest in New York City. 
 Responsibility for the supervision of Executive shall rest with the Board of Directors
of Intervest and its Executive Committee, which shall review Executive’s performance regularly. The Board of Directors of Intervest shall have the authority to terminate Executive, subject to the provisions outlined in Section 6 of this
Agreement. 
 2. TITLE. Executive shall serve as Vice President of Intervest. 
 3. TERM OF EMPLOYMENT. Executive’s Employment referred to in Section 1 hereof shall commence on January 1, 2007, and,
subject to the termination provisions set forth below, shall end December 31, 2007, provided, however, that if (a) Executive advises Intervest in writing on or before September 1, 2007, of his desire to extend the term of the
Agreement and (b) Intervest communicates its consent to such extension in writing to Executive on or before September 30, 2007, then the Agreement shall continue upon the same terms and conditions for a further one-year period until
December 31, 2008, renewable by the parties from year to year thereafter pursuant to the same procedure described herein. If Intervest shall decide not to extend this Agreement, the denial shall not be construed as a termination pursuant to
Paragraph 6 below. 
 4. ANNUAL COMPENSATION. 
 4.1 Base Salary. During Executive’s Employment, Executive shall be paid an annual base salary (hereinafter “Base Salary”) which shall be paid in equal installments in accordance with
Intervest’s 

  

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	LSD	  		 	Executive

  

 
normal pay practices, but not less frequently than monthly. Executive’s annual Base Salary shall be $130,000. Any increases to the Base Salary during
Executive’s Employment are at the discretion of the Board of Directors of Intervest. 
 4.2 Bonus. During Executive’s
Employment and in addition to Executive’s Base Salary, Executive may receive a bonus payment payable prior to the end of each applicable calendar year. The granting of any such bonus is at the sole discretion of the Board of Directors of
Intervest. 
 4.3 Additional Benefits. During Executive’s Employment, Executive shall be provided with such employee benefits and
benefit levels, including health and life insurance, etc. as may be provided by the Board of Directors of Intervest. The employee benefits shall be provided and maintained at a level of not less than what is in effect at the time this Agreement is
executed. Executive shall be entitled to participate in any qualified or unqualified pension, profit sharing or other employee benefit plan adopted by Intervest hereafter. 
 Throughout Executive’s Employment, Executive shall also be entitled to reimbursement for reasonable business expenses incurred by him in the
performance of his duties hereunder, as approved from time to time by the Board of Directors of Intervest. 
 5. CHANGE IN CONTROL OF
INTERVEST. 
 (a) In the event of a “change in control” of Intervest, as defined herein, Executive shall be entitled, for a
period of one (1) year from the date of closing of the transaction effecting such change in control, at his election, to give written notice to Intervest of termination of this Agreement and to receive a lump sum cash payment as follows:

 In the event of a change of control during the first six (6) months of the Agreement, Executive will be entitled to an amount equal to
compensation, as outlined in Section 4 of this Agreement, at Executive’s then current compensation level, for the balance of the Agreement through December 31, 2007 plus a bonus of six (6) months compensation and, in the event of
change of control following the first six (6) month period, Executive shall be entitled to an amount equal to compensation for the balance of the Agreement through December 31, 2007 plus a bonus of three (3) months compensation.

 (b) The severance payments provided for in this Section 5 shall be paid by Intervest not later than ten (10) days after the date
of notice of termination by Executive under this Section 5 or ten (10) days after the date of closing of the transaction effecting the change in control of Intervest, whichever is later. 
 (c) For purposes of this Section 5, “change in control” of Intervest shall mean: 
  

	 	(i)	any transaction, whether by merger, consolidation, asset sale, tender offer, reverse stock split or otherwise, which results in a reduction in the combined ownership of the Dansker
Family (consisting of Jean Dansker, Lowell S. Dansker, Helene Bergman and their respective heirs and assigns) to less than 10% of the aggregate outstanding shares of all classes of stock of Intervest Bancshares Corporation, computed on a fully
diluted basis; or 

  

	 	(ii)	if the Dansker Family shall cease to own a majority of the issued and outstanding shares of Class B Common Stock of Intervest Bancshares Corporation; or 

  

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	LSD	  		 	Executive

  

	 	(iii)	the sale of all or substantially all of the assets of Intervest or Intervest Bancshares Corporation; or 

  

	 	(iv)	the liquidation of Intervest or Intervest Bancshares Corporation. 

 6. TERMINATION. 
 6.1 For Cause. This Agreement may be terminated by the Board of Directors of Intervest
without notice and without further obligation other than for accrued and unpaid compensation, for any of the following reasons: 
 (a) failure
of Executive to follow reasonable directions or policies of the Board of Directors of Intervest or its Executive Committee; or 
 (b) gross
negligence or willful misconduct of Executive materially damaging to the business of Intervest during the Executive’s Employment; or 
 (c) conviction of the Executive during the Executive’s Employment of a crime involving breach of trust or moral turpitude. 
 In the event that Intervest discharges Executive alleging “cause” under this Section 6.1 and it is subsequently determined judicially that the termination was “without cause”, then such discharge shall be deemed a
discharge without cause subject to the provisions of Section 6.2 hereof. 
 6.2 Without Cause. Intervest may, upon thirty
(30) days written notice to Executive, terminate this Agreement without cause at any time during the Executive’s Employment upon the condition that Executive shall be entitled, as liquidated damages in lieu of all other claims, to a
severance payment as follows: 
 In the event of termination without cause during the first six (6) months of the Agreement, Executive
will be entitled to an amount equal to compensation, as outlined in Section 4 of this Agreement, at Executive’s then current compensation level, for the balance of the Agreement through December 31, 2007, plus a bonus of six
(6) months compensation and, in the event of termination without cause following the first six (6) month period, Executive shall be entitled to an amount equal to compensation for the balance of the Agreement through December 31,
2007, plus a bonus of three (3) months compensation. The severance payment provided for in this Section 6.2 shall be paid by Intervest not later than thirty (30) days after the actual date of termination of employment of Executive.

 7. ENTIRE AGREEMENT. This Agreement constitutes the entire agreement between the parties hereto regarding the employment of
Executive, and supersedes and replaces all prior agreements and understandings, whether written or unwritten, relating thereto. 
 8.
ASSIGNMENT. Neither of the parties hereto may assign this Agreement without the prior written consent of the other party hereto. 
 9. SEVERABILITY. Each section and subsection of this Agreement constitutes a separate and distinct understanding, covenant and provision hereof. In the event that any provision of this Agreement shall finally be determined to
be unlawful, such provision shall be deemed to be severed from this Agreement, but every other provision of this Agreement shall remain in full force and effect. 
  

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	LSD	  		 	Executive

  

 10. GOVERNING LAW. This Agreement shall in all respects be interpreted, construed and
governed by and in accordance with the laws of the State of New York. 
 11. RIGHTS OF THIRD PARTIES. Nothing herein expressed
or implied is intended to or shall be construed to confer upon or give to any person, firm or other entity, other than the parties hereto and their permitted assigns, any rights or remedies under or by reason by this Agreement. 
 12. AMENDMENT. This Agreement may not be amended orally but only by an instrument in writing duly executed by the parties hereto.

 13. NOTICES. Any notice or other document or communication permitted or required to be given to Executive pursuant to the
terms hereof shall be deemed given if personally delivered to Executive or sent to him postage prepaid, by registered or certified mail, at 4 Snyder Drive, Middletown, NJ 07748-5902, or any such other address of which Executive shall have notified
Intervest in writing. Any notice or other document or other communication permitted or required to be given to Intervest pursuant to the terms hereof shall be deemed given if personally delivered or sent to Chairman of the Board, 1 Rockefeller
Plaza, Suite 400, New York, New York 10020-2002, postage prepaid, by registered or certified mail or at such other address as Intervest shall have notified Executive in writing. 
 14. WAIVER. The waiver by either party hereto of a breach of any provision of this Agreement by the other shall not operate or be construed
as a waiver of any subsequent breach of the same or any other provision of this Agreement by the breaching party. 
  

							
	 	 	 	 	INTERVEST MORTGAGE CORPORATION
				
	  
	 		 	By:	 	  

	Attest	 		 		 	Lowell S. Dansker, Chairman
			
	 	 	 	 	EXECUTIVE
			
	  
	 	 	 	  

	Attest	 		 	John H. Hoffmann

  

 4ManTech International Corporation 2007 Incentive Compensation Plan

 Exhibit 10.1 
 MANTECH INTERNATIONAL CORPORATION 
 2007 INCENTIVE COMPENSATION PLAN 
  

	1.0	OVERVIEW 

 ManTech International Corporation (the
“Company”) has established this 2007 Incentive Compensation Plan (this “Plan”) to help attract, retain and motivate our executives to achieve certain pre-established goals and objectives. Incentive compensation is
an integral part of the Company’s compensation strategy. This Plan sets forth a uniform, systematic, and measurable process for determining incentive compensation. The goal-setting process contained in this Plan helps mutually supportive
executives focus on achieving the overall business strategy and mission of the Company. The Compensation Committee of the ManTech International Corporation Board of Directors (the “Compensation Committee”) has ultimate authority
over the implementation and interpretation of this Plan, and as such, this Plan is compatible with the Compensation Committee’s Executive Compensation Philosophy. 
  

	2.0	PLAN PARTICIPANTS 

 All executive officers of the
Company, including the CEO, President, CFO, Controller and the presidents of the Company’s principal business units (the “Subsidiary and Division Presidents”), as well as certain other key members of senior management
identified by the CEO and President, are eligible to participate in this Plan (together, the “Participants”). 
  

	3.0	POLICY 

 For each Participant, a set of goals (which
shall include business unit goals, company goals, and other participant goals, as appropriate) shall be established, reviewed and memorialized according to the process set forth below (the “Participant Goals”). All Participant Goals
shall be specific, measurable, realistic, and quantitative, to the extent practical. The goal-setting process shall be accomplished in accordance with a time schedule established by the Compensation Committee, CEO and President. 
 In the case of the Subsidiary and Division Presidents, the Participant Goals shall include both goals relating to the performance of the applicable
business unit (“Business Unit Goals”) and financial performance goals established for the Company as a whole (“Company Goals”). The Business Unit Goals may be comprised of both financial and non-financial goals.

 In the case of all other Participants, the Participant Goals shall be comprised of Company Goals and any other non-financial performance
goals that are deemed appropriate for the Participant (collectively, the “Other Participant Goals”). 
 Participant Goals for
each Participant shall be set forth in a separate agreement or term sheet (each a “Plan Agreement”). Each Plan Agreement shall also set forth the weights for the various Participant Goals, a Target Award amount, and other factors to
be used in the Scoring Process (as defined below). 
 After the end of the fiscal year, Participant Goals will be measured against actual
results to determine whether and to what extent incentive compensation has been earned under this Plan for each Participant. This process is referred to in this Plan as the “Scoring Process.” 
 In addition, the Compensation Committee has the discretionary authority to exercise negative discretion to reduce the amount payable to any Participant
under the Plan. The exercise of this 

  

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negative discretion may be based on any factors deemed appropriate by the Compensation Committee. 
 Additionally, the Compensation Committee may, outside the terms of the Plan, consider whether a discretionary bonus is warranted for any executive
officer. In making that determination, the Committee may consider any factors set forth in this Plan, as well as any other subjective factors that the Committee deems appropriate in its sole discretion. 
  

	3.1	Guidance for Goal-Setting Process 

  

	 	•	 	 All Participant Goals and weightings will be subject to the final review, modification and approval by the Compensation Committee. With respect to non-executive
officer Participants, if any, the Compensation Committee may delegate this function to the CEO and/or President. The following process will be used to prepare a recommendation to the Compensation Committee. 

  

	 	•	 	 The Company Goals will be established by the CEO, with input from the President, the CFO and the Compensation Committee. 

  

	 	•	 	 Business Unit Goals will be initially established by consultation of the President with each respective Subsidiary and Division President. The Business Unit Goals
will then be reviewed for approval by the CEO. 

  

	 	•	 	 Any Other Participant Goals for Participants other than the Subsidiary and Division Presidents will be established by consultation of the CEO and/or President (as
appropriate) with such Participant. 

  

	 	•	 	 For the Subsidiary and Division Presidents, weighting of the Participant Goals will be established by consultation of the President with each respective Subsidiary
and Division President. The Participant Goal weightings will then be reviewed for approval by the CEO. 

  

	 	•	 	 For Participants other than the Subsidiary and Division Presidents, weighting of the Participant Goals will be established by consultation of the CEO and/or
President (as appropriate) with each respective Participant. 

  

	 	•	 	 The Chairman of the Compensation Committee will establish all Participant Goals and weightings for the CEO and review and approve all goals and weightings for the
other Plan Participants. 

  

	3.2	Performance Criteria for Goals 

  

	 	•	 	 Business Unit Goals 

  

	 	•	 	 Revenue or Revenue Growth (as recognized for the performance period in accordance with GAAP principles) 

  

	 	•	 	 Accounts Receivable Days Sales Outstanding (DSOs) 

  

	 	•	 	 Bookings (full value of contract award for non-IDIQ contracts, plus 20% award value of IDIQ wins) 

  

	 	•	 	 Company Goals 

  

	 	•	 	 Revenue or Revenue Growth (as recognized for the performance period in accordance with GAAP principles) 

  

	 	•	 	 EBIT % (earnings before interest and taxes, expressed as a percentage of Revenue) 

  

	 	•	 	 Accounts Receivable Days Sales Outstanding (DSOs) 

  

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	 	•	 	 Bookings (full value of contract award for non-IDIQ contracts, plus 20% award value of IDIQ wins) 

  

	 	•	 	 Corporate Cost Controls 

  

	 	•	 	 Other Participant Goals 

  

	 	•	 	 Defined per Participant 

  

	3.3	Target Awards 

  

	 	•	 	 Each Participant shall have a predetermined Target Award expressed as a percentage of his or her base salary as of April 1, 2007, as established by the
Compensation Committee. The Target Award shall be an amount of incentive compensation that the Participant will earn if 100% of the Participant Goals are achieved. 

  

	 	•	 	 The maximum total incentive compensation amount payable pursuant to any Plan Agreement shall be indicated on each Participant’s Plan Agreement.

  

	 	•	 	 Target Award levels will be stated as a percentage of total base salary, as approved by the Compensation Committee. 

  

	3.4	Guidance for Scoring Process 

  

	 	•	 	 Overview: Actual results for the year will be prepared and then compared to the Participant Goals. The resulting scores will be expressed numerically
(including weights where assigned). 

  

	 	•	 	 Defined Terms: This Section 3.4 uses the following terms (which terms also operate in the Participants’ Plan Agreements).

  

	 	•	 	 Formal Target Award – amount of incentive compensation that the Participant can earn if 100% of the assigned Participant Goals under this Plan are
achieved. 

  

	 	•	 	 Factor – the weighting percentage assigned to each goal. The factors shall total 100% for all goals. 

  

	 	•	 	 Business Unit Performance Score – the multiplication of the factor assigned to each Business Unit Goal times the percentage achieved for each
such goal, totaling the resulting products. 

  

	 	•	 	 Company Performance Score – the multiplication of the factor assigned to each Company Goal times the percentage achieved for each such goal,
totaling the resulting products. 

  

	 	•	 	 Other Participant Goal Performance Score – the multiplication of the factor assigned to each Other Participant Goal times the percentage achieved
for each such goal, totaling the resulting products. 

  

	 	•	 	 Final Performance Score – the multiplication of the Business Unit Performance Score times the Company Performance Score, yielding the final score that
will be converted to the Award Percentage using a conversion formula. For Participants with no Business Unit Goals, the Final Performance Score shall be the Company Performance Score (and/or the Other Participant Goal Performance Score).

  

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	 	•	 	 Award Percentage – the percentage of the Participant’s salary that is earned (prior to adjustment), based upon the Final Performance Score.
The Award Percentage is derived from a conversion formula contained in the Participant’s Plan Agreement. 

  

	 	•	 	 Scoring Process for Division Presidents: 

  

	 	•	 	 Scores for the achievement of Business Unit Goals and Company Goals will be determined. These scores will be expressed as a percentage.

  

	 	•	 	 If the Business Unit Performance Score or the Company Performance Score is less than 90%, then no portion of the Formal Target Award under this
Plan will be paid to the Participant. 

  

	 	•	 	 If the Business Unit Performance Score and the Company Performance Score are equal to or greater than 90%, then the Business Unit Performance
Score will be multiplied by the Company Performance Score, based on the Company’s actual results for the year, to yield the Final Performance Score. The Final Performance Score will be converted to an Award Percentage using
the performance conversion table on the executive’s individual Participant’s Plan Agreement. 

  

	 	•	 	 The Award Percentage will then be converted to the Formal Incentive Award amount earned by the Participant by multiplying the Award Percentage times the
Participant’s base salary as of April 1, 2007. 

  

	 	•	 	 Scoring Process for Other Participants: 

  

	 	•	 	 Scores for the achievement of the Other Participant Goals will be determined. These scores will be expressed as a percentage. 

 

	 	•	 	 If the Company Performance Score is less than 90%, then no portion of the Formal Target Award under this Plan will be paid to the Participant.

  

	 	•	 	 If the Company Performance Score is equal to or greater than 90%, then the Other Participant Goal Performance Score will be converted to the Award
Percentage using the performance conversion table on the executive’s individual Participant’s Plan Agreement. 

  

	 	•	 	 The Award Percentage will then be converted to the Formal Incentive Award amount earned by the Participant by multiplying the Award Percentage times the
Participant’s base salary as of April 1, 2007. 

  

	 	•	 	 Final Compensation Committee Review: The Compensation Committee will review the resulting incentive compensation payment amount for each Participant. The
Compensation Committee has the authority to reduce the incentive compensation payment amount due any Participant hereunder, based on any factor deemed relevant by the Compensation Committee. No incentive compensation payment amount for any executive
officer shall be paid out until formally approved by the Compensation Committee. 

  

	4.0	AUTHORIZATION 

 The Compensation Committee has
authorized the development of this Plan and, with the assistance of the CEO and President, shall oversee the consistent and equitable implementation of the provisions of this Plan and the individual Participant’s Plan Agreements. The
Company’s compensation department will support the administration of the Plan, as directed by the Compensation Committee. 
  

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