Document:

Motorola Solutions Annual Incentive Paln

 Exhibit 10.1 
 Motorola Solutions, Inc. Annual Incentive Plan 
 Overview 

The Motorola Solutions, Inc. Annual Incentive Plan (“AIP”) has been established to: (i) attract and retain Employees of Motorola Solutions,
Inc. and its subsidiaries (“Motorola Solutions” or the “Company”) through competitive rewards, (ii) align individual efforts with the Company’s business goals and (iii) reward Employees for strong individual and
business performance. The Plan is based on calendar-year performance periods commencing January 1, 2011. The Plan is being implemented pursuant to the terms and conditions of the Omnibus Plan. Capitalized terms are defined in the
“Definitions” section below. 
 Eligibility 
 To be eligible to participate in this Plan, an individual must: 
  

	 	•	 	 Be a full-time or part-time Employee of Motorola Solutions; 

 

	 	•	 	 Not be a participant in any other annual or periodic incentive or bonus plan (e.g., sales incentive plans, etc.); and

  

	 	•	 	 Meet one of the following conditions: 

  

	 	•	 	 The Employee is active on a Company payroll as of the end of the Plan Year; 

 

	 	•	 	 The Employee is on a Leave of Absence as of the end of the Plan Year; 

 

	 	•	 	 The Employee Retired from the Company during the Plan Year while actively employed or while on a Leave of Absence; 

 

	 	•	 	 The Employee died during the Plan Year while actively employed by the Company or while on a Leave of Absence 

 

	 	•	 	 The Employee separated from the Company during the Plan Year due to Total and Permanent Disability while actively employed or while on Leave of
Absence; or 

  

	 	•	 	 The Employee separated from the Company during the Plan Year under certain circumstances in connection with a Change in Control, Divestiture, reduction
in force or restructuring, which circumstances are described in the “Administration” section below. 

 The AIP Committee may modify the foregoing eligibility provisions to exclude groups of employees on a
country-wide or business unit/organizational basis as the AIP Committee deems necessary or appropriate. 
 Award Calculation 

AIP awards will be calculated and paid after the close of each Plan Year. The award amount will be based on the Employee’s Eligible Earnings, Target
Award Percentage, and the applicable Business and Individual Performance Factors, as each is defined in the Definitions section, as follows: 
  

																	
	Award	 	=	 	 Eligible
 Earnings
	 	x	 	 Target Award
 Percentage
	 	x	 	 Business
 Performance Factor
	 	x	 	 Individual
 Performance
 Factor

The AIP Committee will oversee the determination of Eligible Earnings for each country, consistent with their respective legal and practical
requirements. The AIP Committee will oversee the determination of inclusions and exclusions from Eligible Earnings to apply to groups of employees on a country-wide or business unit/organizational basis as the AIP Committee deems necessary or
appropriate. 
 Target Award Percentages for each Plan Year for Participants who are (i) subject to Section 162(m), (ii) subject
to Section 16 or (iii) designated as a member of the Motorola Solutions Senior Leadership Team shall be determined by the Compensation Committee. Target Award Percentages for each Plan Year for all other Participants shall be determined by
the AIP Committee. 
 Business Performance Factors shall be based on financial and/or non-financial factors, as may be determined by the
Compensation Committee in its complete discretion. 
 Individual Performance Factors shall be based on the performance of Participants in
contributing to the Company’s business performance. Managers will determine an Individual Performance Factor for each Participant; provided, however, that Individual Performance Factors are limited to the range established each Plan Year by the
Compensation Committee in its complete discretion. The AIP Committee may determine additional limitations and guidelines regarding the selection of Individual Performance Factors within the limitations established by the Compensation Committee.

 Establishing Performance Measures and Goals 

Annually, the Compensation Committee will establish the following for the Plan Year no later than the 90th day of the Plan Year: 

 

	 	•	 	 Performance Measures – the specific financial and/or non-financial measures that will be used to determine the Business Performance Factors
for that year, and the relative weighting of each measure. 

  

	 	•	 	 Payout Scales – the specific performance minimums, targets and maximums for each Performance Measure, and the corresponding payout
percentage for each level of business performance for Motorola Solutions and/or any business unit, as appropriate. 

 The
Compensation Committee will review progress against the performance measures periodically throughout the year. At the end of the Plan Year, the Compensation Committee will review full year performance and the corresponding management recommendations
regarding each Business Performance Factor. The Compensation Committee, in its discretion, will determine the final Business Performance Factors for the Company and/or any business unit, as appropriate. 

Payout Process 
  

	 	•	 	 All earned awards will be paid in cash. Payment will be made as soon as administratively practical during the calendar year immediately following the
close of a Plan Year (unless a Participant makes an irrevocable election under any deferred compensation arrangement subject to Section 409A of the Internal Revenue Code of 1986, as amended, to defer payment of all or a portion of the
Participant’s AIP award, in which case such payment, if any, shall be made in accordance with such election). 

  

	 	•	 	 A Participant shall have no right to any award until that award is paid. 

 General Provisions 
  

	 	•	 	 Awards are subject to all applicable withholding taxes and other required deductions. 

 

	 	•	 	 The Plan will not be available to Employees who are subject to the laws of any jurisdiction which prohibits any provisions of this Plan or in which tax
or other business considerations make participation impracticable in the judgment of the AIP Committee. 

  

	 	•	 	 This Plan does not constitute a guarantee of employment nor does it restrict the Company’s rights to terminate employment at any time or for any
reason. 

  

	 	•	 	 The Plan and any individual award is offered as a gratuitous award at the sole discretion of the Company. The Plan does not create vested rights of any
nature nor does it 

	 	 
constitute a contract of employment or a contract of any other kind. The Plan does not create any customary concession or privilege to which there is any entitlement from year-to-year, except to
the extent required under applicable law. Nothing in the Plan entitles an Employee to any remuneration or benefits not set forth in the Plan nor does it restrict the Company’s rights to increase or decrease the compensation of any Employee,
except as otherwise required under applicable law. 

  

	 	•	 	 Except as explicitly provided by law, the awards shall not become a part of any employment condition, regular salary, remuneration package, contract or
agreement, but shall remain gratuitous in all respects. Awards are not to be taken into account for determining overtime pay, severance pay, termination pay, pay in lieu of notice or any other form of pay or compensation.

  

	 	•	 	 Except as explicitly provided by law, this Plan is provided at the Company’s sole discretion and the Compensation Committee may modify or
terminate it at any time, prospectively or retroactively, without notice or obligation for any reason. In addition, there is no obligation to extend the Plan or establish a replacement plan in subsequent years. 

 

	 	•	 	 All awards to Covered Persons are subject to the terms and conditions of the Recoupment Policy, as it may be amended from time to time, including as it
may be amended to comply with Section 10D of the Exchange Act, the “Recoupment Policy”). The Recoupment Policy provides that, in the event of certain accounting restatements (a “Policy Restatement”), the Company’s
independent directors may require, among other things, reimbursement of all or a portion of the gross amount of any bonus or incentive compensation paid to the Covered Person hereunder on or after January 1, 2008, if and to the extent the
conditions set forth in the Recoupment Policy apply. Any determinations made by the independent directors in accordance with the Recoupment Policy shall be binding upon the Covered Person. The Recoupment Policy is in addition to any other remedies
which may be otherwise available to the Company at law, in equity or under contract, or otherwise required by law, including under Section 10D of the Exchange Act. 

 

	 	•	 	 The Plan shall not be funded in any way. The Company shall not be required to establish any special or separate fund or to make any other segregation
of assets to assure the payment of awards. To the extent any person acquires a right to receive payment under the Plan, such right will be no greater than the right of an unsecured general creditor of the Company. 

	 	•	 	 Award opportunities may not be sold, transferred, pledged, assigned or otherwise alienated or hypothecated, other than by will or by the laws of
descent and distribution. 

 Administration 

 

	 	•	 	 The Compensation Committee has the overall responsibility for administering and amending this Plan, subject to the following:

  

	 	•	 	 The Compensation Committee will approve at the close of the Plan Year the final Business Performance Factors and the aggregate dollar payout amount,
following a review of the underlying calculations, including any recommended adjustments to the performance measures made during the course of, or with respect to, the Plan Year. 

 

	 	•	 	 The Compensation Committee, in its discretion, can for good reason modify the Business Performance Factors and can include or exclude individual items
from the calculation of the Business Performance Factors. 

  

	 	•	 	 The Compensation Committee has delegated to the AIP Committee the authority to manage the day-to-day administration of the Plan including, without
limitation, the discretionary authority to (i) administer and interpret the terms of the Plan, and (ii) amend the Plan only as necessary to reflect any ministerial, administrative or managerial functions; provided that any such amendment
does not alter the Business Performance Factors once established by the Compensation Committee for any Plan Year and provided that any such amendment does not increase the total payout under the Plan approved by the Compensation Committee, unless
such increase is minor and due to increased Target Award Percentages, additional Participants or other administrative changes. 

  

	 	•	 	 Notwithstanding the foregoing, the Compensation Committee specifically reserves to itself the authority to set the initial Target Award Percentage and
to determine any final award payment for any Participant who is (i) subject to Section 162(m), (ii) subject to Section 16 or (iii) designated as a member of the Motorola Solutions Senior Leadership Team.

	 	•	 	 Any claims for payment under the Plan or any other matter relating to the Plan must be presented in writing to the AIP Committee within 60 days after
the event that is the subject of the claim. The AIP Committee will then provide a response within 60 days of receiving the claim (or within 120 days if special circumstances require an extension of time and written notice was provided to the
Employee before the expiration of the initial 60 day period), which shall be final and binding. 

  

	 	•	 	 Because Employee retention is an important objective of this Plan and awards do not bear a precise relationship to time worked within the Plan Year or
length of service with the Company, the following will apply to Participants who separate from employment (payroll) prior to the end of the Plan Year. All pro rata AIP awards outlined below shall be based on the Participant’s Eligible Earnings
for time actively worked in the Plan Year, their applicable Target Award Percentage and the applicable Business Performance Factor approved by the Compensation Committee after the Plan Year. Pro rata payouts will be made at the same time as payouts
are issued to all other Plan participants. 

  

	 	•	 	 If the reason for separation is Total and Permanent Disability, death or Retirement, whether or not the Participant is then on a Leave of Absence, the
Participant shall be eligible for a pro rata AIP award. Any such award payable on behalf of a deceased Participant shall be paid to the decedent’s estate. 

 

	 	•	 	 If the reason for separation is due to a Divestiture that requires Board of Directors approval, then the Compensation Committee, in its discretion,
shall determine if the Participant is eligible for an award, if any. If the reason for separation is due to a Divestiture that does not require Board of Directors approval, then the AIP Committee shall determine, in its discretion, if the
Participant is eligible for an award, if any. 

  

	 	•	 	 If (i) the reason for separation is a reduction in force or restructuring, and (ii) the Participant receives separation pay and/or benefits
as part of a group-wide voluntary or involuntary separation plan which does not already include an AIP component in the separation pay formula, and (iii) in locations where the receipt of some or all of such separation pay or benefits is
conditioned on the Participant signing a release or waiver of claims against the Company, the Participant has signed and not timely revoked such release or waiver and (iv) the Participant is not an appointed vice president or elected officer of
Motorola Solutions, the Participant shall be eligible for a pro rata AIP award. 

	 	•	 	 If the reason for Separation is Serious Misconduct, such Employee shall not receive any award under this Plan. 

 

	 	•	 	 If the reason for separation is in connection with a Change in Control, the applicable Change in Control Severance Plan(s) (or in the case of the CEO,
the applicable employment agreement) shall determine the Participant’s entitlement to an award, if any, for the Plan Year in which the Participant is terminated or for any prior Plan Year. 

 

	 	•	 	 For any other Participant who separates from employment prior to the end of the Plan Year, such Employee shall not receive any award under this Plan.

  

	 	•	 	 A Participant on any type of Leave of Absence shall not be considered to be actively working during the Leave of Absence for purposes of this Plan.

  

	 	•	 	 Awards for transferred, promoted or demoted Participants will be calculated using (i) the Individual Performance Factor assigned at the end of the
Plan Year and (ii) the Target Award Percentages and Business Performance Factors prorated for the portions of the Plan Year the Participant was assigned different Target Award Percentages or was in different business units during the Plan Year;
provided, however, that the Target Award Percentage may not be increased without Compensation Committee approval for any Participant who is (i) subject to Section 162(m), (ii) subject to Section 16 or (iii) designated as a
member of the Motorola Solutions Senior Leadership Team; nor may it be increased for any other Participant without AIP Committee approval. 

 The AIP Committee may modify the foregoing administrative provisions as it deems necessary or appropriate to apply to groups of employees on a country-wide or business unit/organizational basis.

 Definitions 
 AIP
Committee: the committee to which the Compensation Committee may delegate certain powers and duties as described above. Unless otherwise determined, the AIP Committee will consist of the Senior Human Resources Officer, a senior Compensation
Officer and a senior Finance Officer. The AIP Committee may establish self-governance procedures such as by-laws, and shall keep minutes regarding all actions taken by the AIP Committee. 

 Business Performance Factors: the business performance measures used to calculate an award under this
Plan. 
 Change in Control Severance Plan: includes, but is not limited to, the Motorola Solutions, Inc. 2011 Senior Officer Change in
Control Plan, the Motorola Solutions, Inc. Legacy Senior Officer Amended and Restated Change in Control Plan, the Motorola Solutions, Inc. Legacy Corporate Officer Amended and Restated Change in Control Plan and the Motorola Solutions, Inc. Legacy
Corporate Officer Transition Amended and Restated Change in Control Plan. 
 Company: Motorola Solutions, Inc. and its subsidiaries.

 Compensation Committee: the Compensation and Leadership Committee of the Motorola Solutions, Inc. Board of Directors. 

Covered Persons: officers (as such term is defined in Rule 16a-1(f) under the Securities Exchange Act of 1934) of the Company. 

Divestiture: the sale, lease, outsourcing arrangement, spin off or similar transaction wherein a subsidiary is sold or whose shares are
distributed to the Motorola Solutions stockholders, or any other type of asset transfer or transfer of any portion of a facility or any portion of a discrete organizational unit of the Company or a subsidiary. 

Eligible Earnings: that portion of a Participant’s compensation for the Plan Year to be used to calculate an award under this Plan.

 Employee: a person in an employee-employer relationship with the Company whose base wage or base salary is processed for payment by
the payroll department(s) of the Company or a subsidiary, and not by any other department of the Company. The term Employee shall exclude the following: 
  

	 	•	 	 Any independent contractor, consultant or individual performing services for the Company who has entered into an independent contractor or consultant
agreement; 

  

	 	•	 	 Any individual performing services under an independent contractor or consultant agreement, a purchase order, a supplier agreement or any other
agreement that the Company enters into for services; 

  

	 	•	 	 Any person classified by the Company as a temporary or contract labor (such as black badges, brown badges, contractors, contract employees, job
shoppers) regardless of the length of service; and 

	 	•	 	 Any “leased employee” as defined in Section 414(n) of the U.S. Internal Revenue Code of 1986, as amended. 

Such individuals shall be precluded from retroactive participation in the Plan, even if a court or governmental or regulatory entity
subsequently reclassifies such individuals as common law employees of the Company on a retroactive basis. 
 Individual Performance Factor:
the individual Participant performance measures used to calculate an award under this Plan. 
 Leave of Absence: an approved leave of
absence. 
 Omnibus Plan: the Motorola Solutions Omnibus Incentive Plan of 2006, as Amended and Restated January 4, 2011, or any
subsequent amendment and restatement, or any successor plan. 
 Participant: an Employee who meets the eligibility requirements set forth
above. 
 Plan: the Motorola Solutions, Inc. Annual Incentive Plan, as amended from time to time. 

Plan Year: calendar-year performance periods commencing each January 1 and ending the subsequent December 31. 

Retired or Retirement: this Plan utilizes the definition of “retiree” and “retirement” that appear in the primary retirement
plan covering the Participant. 
 Section 16: Section 16 of the Securities Exchange Act of 1934, as amended. 

Section 162(m): Section 162(m) of the Internal Revenue Code, as amended. 
 Senior Leadership Team: direct reports to the Chief Executive Officer, or as defined by the Chief Executive Officer from time to time. 
 Serious Misconduct: any misconduct identified as a ground for termination in the Motorola Solutions Code of Business Conduct, or the human resources policies or other written policies or
procedures. 
 Target Award Percentages: target award percentages applicable to each Participant and used to calculate an award under
this Plan, as determined by the Compensation Committee or the AIP Committee. 

 Total and Permanent Disability: for (i) U.S. employees, 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 and (ii) non-U.S. employees, as established by
applicable Motorola Solutions policy or as required by local regulations. 
 If a term is used but not defined in the Plan, it has the meaning
given such term in the Omnibus Plan. 
 Applicable Law 
 To the extent not preempted by federal law, or otherwise provided by local law, the Plan will be construed in accordance with, and governed by, the laws of the state of Illinois without regard to any
state’s conflicts of laws principles. Any legal action related to this Plan shall be brought only in a federal or state court located in Illinois.Motorola Solutions Long Range Incentive Plan

 Exhibit 10.2 
 Motorola Solutions, Inc. Long Range Incentive Plan (LRIP) 
 OVERVIEW

 The Plan is being implemented pursuant to the terms and conditions of the Motorola Solutions Omnibus Incentive Plan of 2006 as Amended and
Restated January 4, 2011. 
 ELIGIBILITY 
 Effective January 4, 2011, Officers of Motorola Solutions, Inc. (“Motorola Solutions” or the “Company”) shall be eligible to participate in the Plan. The Chief Executive Officer
and the Chief Operating Officer (if any) are also eligible to participate as approved by the Committee. No employee who is not an Officer shall be eligible to participate in the Plan. 
 PARTICIPATION 
 Generally, Officers who become eligible to participate during
the first three months of a multi-year performance cycle will participate in the full performance cycle. Officers who become eligible to participate after the first three months of a performance cycle will participate in the performance cycle on a
pro rata basis, except that Officers who first become eligible to participate during the last three months of a performance cycle will not be eligible to participate in the performance cycle. 
 Participants who lose their eligibility to participate due to a lapse of status as an Officer after the first three months of a performance cycle will participate in the performance cycle on a pro rata
basis if they continue to be employed with the Company through the last day of the performance cycle or if their employment terminates earlier under any of the conditions outlined in this Plan permitting pro rata payments. Participants who lose
their eligibility to participate in the first three months of a performance cycle will not be eligible to participate in the performance cycle. 

Pro rata awards will be determined on the basis of the number of completed months of employment as an Officer during which the participant is actively
working within the performance cycle. 

 PERFORMANCE CYCLE 

The Plan is based upon multi-year performance cycles selected by the Committee, with an initial three-year performance cycle beginning on January 4,
2011 and ending December 31, 2013. 
 PERFORMANCE CRITERIA 

Performance criteria for each cycle will be determined by the Committee based on one or more of the Performance Criteria set forth in Section 14 of
the Omnibus Plan. 
 Performance criteria may apply to performance in each year in the performance cycle, to cumulative performance during
multiple years in the performance cycle or the entire performance cycle, or a combination of any of the foregoing. 

PARTICIPANTS’ TARGET & MAXIMUM AWARD 

A participant’s target award is established at the commencement of a performance cycle based on a percentage of the participant’s base pay rate
in effect at the start of the performance cycle. 
 A participant’s maximum earned award will be two times his/her target award.

 PAYOUT PROCESS 
  

	•	 	 All earned awards will be paid in cash or Company stock, as determined by the Committee in its discretion. To the extent awards are paid in Company
stock, the number of shares of stock earned by a participant shall be determined by dividing the amount of the award earned during the performance cycle by the Certification Date Value. The shares will be issued under, and subject to the limitations
of, the Omnibus Plan or such other shareholder-approved Company equity-based incentive plan as designated by the Committee. 

  

	•	 	 The Committee may reduce the amount of the payment to be made pursuant to this Plan to any participant who is or may be a Covered Employee at any time
prior to payment as a result of the participant’s performance during the performance cycle. The Chief Executive Officer may adjust the amount of the payment to be made pursuant to this Plan to any participant at any time prior to payment as a
result of the participant’s performance during the performance cycle; provided, however, that no upward adjustment may be made for any participant who is a Covered Employee and any such adjustment may not result in a payment to the participant
in excess of the participant’s maximum award under the Plan. Any adjustment to a payment to a member of the Senior Leadership Team, a Covered Employee or a Covered Person will be subject to the approval of the Committee.

	•	 	 If the Committee determines, in its sole discretion, prior to the payment of an award, that a participant has engaged in Serious Misconduct or has
violated any agreement or restrictive covenants between the participant and the Company related to protection of the Company’s trade secrets and/or confidential and proprietary information, the participant will forfeit any unpaid award, in
addition to being subject to other remedies that may be available to the Company. 

  

	•	 	 The Company shall have the right to satisfy all federal, state and local withholding tax requirements with respect to the award earned by reducing
either: (1) the cash paid (in the event of a cash payment) by the amount of withholding required or (2) the number of earned shares (in the event of a stock payment) by the number of shares determined by dividing the amount of withholding
required by the Certification Date Value. 

  

	•	 	 Payments will be made as soon as administratively practicable during the calendar year immediately following the last calendar year in the performance
cycle (unless a participant makes an irrevocable election under any deferred compensation arrangement subject to Section 409A of the Internal Revenue Code of 1986, as amended, to defer payment of a portion of the participant’s award, in
which case such payment, if any, shall be made in accordance with such election). A participant has no right to any award until that award is paid. 

 SITUATIONS AFFECTING THE PLAN 

• Change in Employment 
  

	 	•	 	 Generally, a participant will be eligible for payment of an earned award only if employment continues through the last day of the performance cycle.

  

	 	•	 	 Because employee retention is an important objective of this Plan and awards do not bear a precise relationship to time worked within the calendar year
or length of service with the Company, Participants who separate from employment prior to the end of the performance cycle (except as expressly provided in this Plan) shall not receive any award attributable to that performance cycle.

  

	 	•	 	 Pro rata awards may be possible, however, depending upon the type of employment termination or change in status. In the event a participant:
(i) remains on payroll as an active employee at the end of a performance cycle, but is not actively working, whether or not on a leave of absence, (ii) Retires, dies, incurs a Total and Permanent Disability or, in the final year of a
performance cycle, is 

	 	 
involuntarily terminated for a reason other than Serious Misconduct prior to the end of the performance cycle while actively employed or on a Leave of Absence, the participant will be entitled to
a pro rata award based on the number of completed months of employment within the performance cycle in which the participant was actively working as an Officer, provided that the participant is otherwise eligible for an award. The table below
summarizes when earned awards will be prorated in the event a participant separates employment before the end of a performance cycle: 

  

			
	 If employment terminates due to...
	 	 The earned award will be...

		
	Death	 	Pro rated
		
	Total and Permanent Disability	 	Pro rated
		
	Retirement (in all countries other than member states or acceding countries of the European Union)	 	Pro rated
		
	Involuntary Termination of Employment for a Reason Other than Cause in the final year of the performance cycle	 	Pro rated
		
	Divestiture	 	Pro rated
		
	Termination of Employment For Any Other Reason than Described Above (including but not limited to voluntary resignation)	 	Forfeited.

 A prorated payout will be based on final
performance results and paid in the same manner and at the same time as other awards, as described above in “Payout Process.” 
  

	•	 	 In the event a participant (other than a Covered Employee) is reclassified from a higher Officer level to a lower Officer level or vice versa
(e.g., from Executive Vice President to either Senior Vice President or Corporate Vice President or from Corporate Vice President to Senior or Executive Vice President), the participant’s target award will be recalculated to reflect:
(a) the lower target award level for the actual number of months completed within the performance cycle while employed in the lower Officer level and (b) the higher target award for the actual number of remaining months within the
performance cycle while employed in the higher Officer level. 

 • Change in Control 

If the Company undergoes a Change in Control as defined in the Omnibus Plan, the treatment of outstanding awards under this Plan shall be
determined by the terms of 

 
the Omnibus Plan in effect at the time of the commencement of the performance cycle; provided, however, that payment will be made in the manner set forth under “Payout Process” unless
payment under the Omnibus Plan is due upon a Change in Control and such Change in Control would be a permissible distribution event, as defined in Section 409A(a)(2) of the Internal Revenue Code of 1986, as amended. 

RESERVATION AND RETENTION OF COMPANY RIGHTS 

 

	•	 	 The selection of any Officer for participation in the Plan will not give that participant any right to be retained in the employ of the Company.

  

	•	 	 The Committee’s decision to make an award in no way implies that similar awards may be granted in the future. 

 

	•	 	 Anyone claiming a benefit under the Plan will not have any right to or interest in any awards unless and until all terms, conditions, and provisions of
the Plan that affect that person have been fulfilled as specified herein. 

  

	•	 	 No Officer will at any time have a right to be selected for participation in a future performance period for any fiscal year, despite having been
selected for participation in a previous performance period. 

 ADMINISTRATION 

It is expressly understood that the Committee has the discretionary authority to administer, construe, and make all determinations necessary or
appropriate to the administration of the Plan, all of which will be binding upon the participant. 
 GENERAL
PROVISIONS 
  

	•	 	 Award opportunities may not be sold, transferred, pledged, assigned, or otherwise alienated or hypothecated, other than by will or by the laws of
descent and distribution. 

  

	•	 	 To the extent permitted by law, amounts paid under the Plan will not be considered to be compensation for purposes of any other compensation or benefit
plan or program maintained by the Company. 

  

	•	 	 All obligations of the Company under the Plan with respect to payout of awards, and the corresponding rights granted thereunder, will be binding on any
successor to the Company, whether the existence of such successor is the result of a direct or indirect purchase, merger, consolidation, or other acquisition of all or substantially all of the business and/or assets of the Company.

	•	 	 All awards to Covered Persons are subject to the terms and conditions of the Recoupment Policy, as it may be amended from time to time, including as it
may be amended to comply with Section 10D of the Exchange Act, the “Recoupment Policy”). The Recoupment Policy provides that, in the event of certain accounting restatements (a “Policy Restatement”), the Company’s
independent directors may require, among other things, reimbursement of all or a portion of the gross amount of any bonus or incentive compensation paid to the Covered Person hereunder on or after January 1, 2008, if and to the extent the
conditions set forth in the Recoupment Policy apply. Any determinations made by the independent directors in accordance with the Recoupment Policy shall be binding upon the Covered Person. The Recoupment Policy is in addition to any other remedies
which may be otherwise available to the Company at law, in equity or under contract, or otherwise required by law, including under Section 10D of the Exchange Act. 

 

	•	 	 In the event that any provision of the Plan will be held illegal or invalid for any reason, the illegality or invalidity will not affect the remaining
parts of the Plan, and the Plan will be construed and enforced as if the illegal or invalid provision had not been included. 

  

	•	 	 No participant or beneficiary will have any interest whatsoever in any specific asset of the Company. To the extent that any person acquires a right to
receive payments under the Plan, such right will be no greater than the right of any unsecured general creditor of the Company. 

  

	•	 	 This Plan constitutes a legal document which governs all matters involved with its interpretation and administration and supersedes any writing or
representation inconsistent with its terms. 

 DEFINITIONS 

Certification Date Value: the closing price of one share of Company common stock on the New York Stock Exchange on the date on which the Committee
certifies the amount of the award earned. 
 Company: Motorola Solutions, Inc. and its Subsidiaries. 

Committee: the Compensation and Leadership Committee of the Board of Directors. 

 Covered Employee: a covered employee within the meaning of Section 162(m)(3) of the Internal
Revenue Code. 
 Covered Person(s): officer(s) (as such term is defined in Rule 16a-1(f) under the Securities Exchange Act of 1934) of
the Company. 
 Divestiture: the sale, lease, outsourcing arrangement, spin-off, or similar transaction wherein a Subsidiary is sold or
whose shares are distributed to the Motorola Solutions stockholders, or any other type of asset transfer or transfer of any portion of a facility or any portion of a discrete organizational unit of Company or a Subsidiary. 

Leave of Absence: an approved leave of absence. 
 Omnibus Plan: the Motorola Solutions Omnibus Incentive Plan of 2006, as Amended and Restated January 4, 2011, or any subsequent amendment and restatement or any successor plan. 

Officers: Corporate, Senior and Executive Vice Presidents, Chief Operating Officer, and Chief Executive Officer of the Company. 

Plan: the Motorola Solutions, Inc. Long Range Incentive Plan (LRIP). 
 Policy Restatement: a restatement of the Company’s financial results 
 Recoupment
Policy: the Company’s “Policy Regarding Recoupment of Incentive Payments upon Financial Restatement”, as it may be amended from time to time. 
 Retire or Retirement: shall only apply in countries other than member states or acceding countries of the European Union and shall mean voluntary or involuntary termination from Motorola Solutions
or a Subsidiary (other than a termination because of Serious Misconduct) as follows: 
  

	 	(i)	at or after age 55 with 20 years of service; 

  

	 	(ii)	at or after age 60 with 10 years of service; 

  

	 	(iii)	at or after age 65, without regard to years of service; or 

	 	(iv)	with any other combination of age and service, at the discretion of the Committee. 

 Years of service will be based on the participant’s Service Club Date. 
 Service Club
Date: accumulated years and months of service with the Company, including time worked before any prior separation from employment. 

Subsidiary: an entity of which Motorola Solutions, Inc. owns directly or indirectly at least 50% and that Motorola Solutions consolidates for
financial reporting purposes. 
 Serious Misconduct: any misconduct that is a ground for termination under the Motorola Solutions Code of
Business Conduct, human resources policies, or other written policies or procedures. 
 Total and Permanent Disability: for U.S.
employees, entitlement to long-term disability benefits under the Motorola Solutions Disability Income Plan, as amended and any successor plan; for non-U.S. employees, as established by applicable Motorola Solutions policy or as required by local
regulations. 
 If a term is used but not defined, it has the meaning given such term in the Omnibus Plan. 

AMENDMENT, MODIFICATION, AND TERMINATION 

Except as expressly provided by law, this Plan is provided at the Company’s sole discretion and the Committee may modify or terminate it at any time,
prospectively or retroactively, without notice or obligation for any reason; provided, however, that no such action may adversely affect a participant’s rights under the Plan subsequent to such time as negotiations or discussions which
ultimately lead to a Change in Control have commenced. In addition, there is no obligation to extend the Plan or establish a replacement plan or performance cycle(s) in subsequent years. 
 APPLICABLE LAW 
 To the extent not preempted by federal law,
or otherwise provided by local law, the Plan will be construed in accordance with, and governed by, the laws of the state of Illinois without regard to any state’s conflicts of laws principles. Any legal action related to this Plan shall be
brought only in a federal or state court located in Illinois.

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