Document:

Form of PartnerRe Ltd. Non-Employee Director Restricted Share Unit Award

 Exhibit 10.3 

 

 

 PartnerRe Ltd. 
 Restricted Share Unit Award Agreement 
 <Name>

 <Date> 
 This Award Agreement (the “Agreement”) is made effective as of <Date>, by and between PartnerRe Ltd. (the “Company”), and <Name> (the
“Participant”), a non-employee Director of the Company. 
 NOW, THEREFORE, in connection with the mutual covenants
hereinafter set forth and for other good and valuable consideration, the receipt and adequacy of which is hereby acknowledged, the parties hereto agree as follows: 
 1. Definitions; Conflicts. Unless defined in this Restricted Share Unit Award (this “Award Document”), capitalized terms will have the same meanings ascribed to them in the PartnerRe
Ltd. 2003 Non-Employee Directors Stock Plan (the “Plan”). 
 2. Purpose of Award Document. The purpose of
this Award Document is to grant Restricted Share Units to the Participant receiving this Award and named below. The Restricted Share Units that are the subject of this grant will be known as “RSUs”. 

3. Award Document. This Award Document is entered into pursuant to the terms of the Plan, and evidences the grant of a share-based
award in the form of RSUs pursuant to the Plan. By receipt of this Award Document, the Participant acknowledges receipt of a copy of the Plan and further agrees to be bound thereby and by the actions of the Committee and/or the Board pursuant to the
Plan. 
 4. Grant of RSUs. The Participant is granted an award of RSUs in the amount and on the date (the “Grant
Date”) as specified in the Notice of RSU attached to this document. 
 5. Rights. A RSU carries no voting rights. A
RSU carries the right to receive dividend equivalents payable in cash or Shares. Such dividend equivalents will accrue on the same basis as dividends accrue on the Shares underlying the RSUs and will be payable annually on June 15, with no
interest on the return. 
 6. Terms. Except as provided otherwise in this Award Document or the Plan, 100% of RSUs
will vest on the fifth anniversary of the Grant Date (the “Vest Date”), with delivery occurring immediately thereafter. The Participant will have the ability to elect to receive 60% of the value of the RSUs in Shares and 40% of the value
of the RSUs in cash, 

 

 

  

 
any such election to occur prior to the Grant Date, in connection with such delivery. Absent such an election, such delivery will be made 100% in Shares. 

7. Change in Control. Upon a Change in Control, the RSUs will be subject to Section 12(e)(i) of the Plan. In addition, in the
event that the Participant’s service is terminated in connection with such Change in Control, the RSUs will be subject to applicable provisions in Section 10 of this Award Document. 

8. Shareholder Rights. Subject to Section 5, the Participant will have no rights as a shareholder with respect to the Shares
to which this Award relates until the date on which the Participant becomes the holder of record of such Shares. 
 9.
Transferability. The transferability of a RSU will be subject to Sections 11(d) and 11(e) of the Plan. 
 10.
Termination. All unvested RSUs will be forfeited upon termination of the Participant’s service prior to the Vest Date; provided however, that if the termination is due to a Change in Control, death, permanent disability, mandatory
retirement, voluntary termination due to the acceptance of a public service position that would either preclude continued Board service or make such service impractical, or failure to be re-elected to the Board by shareholders (each, a
“Permissible Termination”), the RSUs will fully vest upon termination, with delivery occurring immediately thereafter, except that, in the case where a Permissible Termination occurs in the same calendar year as the Grant Date, instead of
vesting fully, the RSUs will vest upon termination on a pro rata basis in an amount equal to (i) the total number of RSUs subject to this Award, multiplied by (ii) a fraction, the numerator of which is the number of completed full
months of service by the Participant in such calendar year and the denominator of which is 12, with delivery occurring immediately thereafter and the remaining, unvested amount forfeited upon termination. 

11. Entire Agreement. The Plan and this Award Document (including the Notice of RSU) constitute the entire agreement of the
parties with respect to the subject matter hereof and supersede in their entirety all prior undertakings and agreements of the Company and the Participant with respect to the subject matter hereof. Any modification of this Award Document must be in
writing signed by the Company (oral statements by any person cannot modify this Award Document). Decisions of the Committee with respect to the administration and interpretation of the Plan and this Award Document will be final, conclusive and
binding on all persons. 
 12. Data Protection. The Participant hereby acknowledges and agrees that the Company or any of
its Affiliates may process sensitive personal data about the Participant. The Participant hereby gives his or her explicit consent to the Company to process any such personal and/or sensitive data. The Participant also hereby provides explicit
consent to the Company to transfer any such personal and/or sensitive data outside of the country in which he or she is providing services. 
 13. Acquired Rights. The Participant hereby acknowledges and agrees that this Award does not provide any entitlement to any benefit other than that granted under the Plan.

  
 2 

 

 

  

 
The Participant acknowledges and agrees that the benefits granted under the Plan are entirely at the discretion of the Committee and/or the Board and that the Committee and/or the Board, subject
to Section 12 of the Plan, retains the right to amend or terminate the Plan at any time, in its sole discretion and without notice. 
 14. Governing Law. This Award Document will be governed by and construed in accordance with the laws of Bermuda, without regard to conflict of laws. 

IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of the date and year first written above. 

 

			
	PARTNERRE LTD.
		
	By:	 	/s/ Phil Martin
	Name:	 	Phil Martin
	Title:	 	Director of Group Compensation & Benefits

  
 32011 Management Incentive Plan (MIP)

 Exhibit 10.1 
 Confidential Materials omitted and filed separately with the 
 Securities and
Exchange Commission. Asterisks denote omissions. 

 

 

 2011 Management Incentive Plan 

(MIP) 

Corporate SG&A for 
 Managers and Above 
 Effective: January 1, 2011 

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

  
  

	1.	Purpose 

 The
objective of the 2011 Stream Global Services Management Incentive Plan Corporate SG&A for Managers and Above (the “Plan”) is to recognize and reward the achievement of company-wide growth and profitability objectives that are essential
to the success of Stream Global Services, Inc. (“Stream” or the “Company”). 
  

	2.	Effective Date 

The effective date for implementation of the Plan shall be January 1, 2011. 

 

	3.	Eligibility 

Employees in Corporate SG&A at the manager level and above whose roles and responsibilities are deemed by executive management to be
critical to operations and/or who have direct responsibility for achieving the financial results of the Company are eligible for participation in the Plan. (Each such designated person is called a “Participant” in this Plan.) Target
payouts, plan components and component weightings are defined by the Participant’s position, as further set forth below. 

Stream will issue all Participants a notice of their eligibility and their individual components by providing a document in the form of
Appendix C (the “Plan Notice”). Other eligibility requirements are listed in Section 7 below, and an individual may only become a Participant by complying with those requirements. 

 

	4.	Target and Target Components 

 Participants will be assigned an annual target payout for the Plan as specified in the applicable Plan Notice (the “Target”). The Target will vary according to the Participant’s position
and may be expressed as a percentage of base salary or as a specified amount. The Target represents the potential financial award that will be earned at 100% achievement of goals for all Plan components, as described below, at year-end. 

Actual Plan payouts will be based on the following Plan components: (a) the achievement of the Company of its 2011 Profit Improvement
Plan (“Profit Improvement Performance”) (b) the performance of the Company against its Customer Value Pass Rate objectives in 2011 (“CV Pass Rate Performance”) and (c) the performance of the individual Participant in
2011 (“Individual Performance”). Plan payouts will be calculated based upon the 2011 annual financial performance of the Company and its affiliates (“Corporate Financial Performance”). Targets are weighted based on the
Participant’s job level in accordance with Table 1 below to reflect the Participant’s ability to influence Company performance. 

  
 - 2 -

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

 TABLE 1 
 Performance Percentages by Job Level 
  

													
	 Job Level
	  	Profit
Improvement
Performance	 	 	CV Pass Rate
Performance	 	 	Individual
Performance	 
	 Executive
	  	 	90	% 	 	 	10	% 	 			
	 Senior Vice President/ Vice President
	  	 	80	% 	 	 	10	% 	 	 	10	% 
	 Director
	  	 	70	% 	 	 	15	% 	 	 	15	% 
	 Senior Manager
	  	 	60	% 	 	 	20	% 	 	 	20	% 
	 Manager
	  	 	50	% 	 	 	25	% 	 	 	25	% 

  

	5.	Measurement and Payment 

 Each Participant’s Target payout shall be determined after the end of the 2011 calendar year based upon achievement of the individual performance objectives applicable to the Participant. In the
event that any of the Profit Improvement Performance, CV Pass Rate Performance or Individual Performance objectives is not achieved for a Participant, the Participant shall not be eligible to receive any Target payout in respect of such objective.
After determination of the objectives that were achieved for the Participant in 2011, the Participant’s Target shall be adjusted to reflect only those applicable objectives that were achieved (the “Achieved Target”). For example, if a
Director Participant did not achieve the Individual Performance objective but the Profit Improvement Performance and CV Pass Rate Performance objectives were achieved, the Participant’s Achieved Target would be equal to 85% of the Target (i.e.,
the Target less the 15% attributable to the Director’s Individual Performance). 
 Calculation will be subject to the
completion of the Stream Global Services 2011 external audit by Ernst & Young and the 2011 Performance Management process. In the event that the Company fails to achieve the Corporate Financial Performance Threshold, as defined below, no
Plan payouts will be made, regardless of the achievement of the Profit Improvement Performance objective, the CV Pass Rate Performance objective or the Individual Performance objective. 

Following the completion of the 2011 external audit of the Company and the 2011 Performance Management process, the Plan payouts that are
due to each Participant will be calculated in accordance with this Plan and paid in accordance with the Company’s normal payroll practices. 

  
 - 3 -

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

	6.	The Plan Components 

The Management Incentive Plan payout for each Participant will be dependent upon the Participant’s role in the Company and determined
based upon achievement against the following metrics, as set forth in Table 1 above: Profit Improvement Performance, CV Pass Rate Performance and Individual Performance. In addition, Plan payments will be paid at a percentage determined by Corporate
Financial Performance. These components are further described below. 
  

	 	A.	CORPORATE FINANCIAL PERFORMANCE: 

 The Corporate Financial Performance funding mechanism is determined by the Company’s financial performance in 2011. The Company’s financial performance measurement for MIP purposes shall be the
Company’s 2011 Operating Income, plus depreciation and amortization, minus any income or plus any expense related to commencing operations in China, plus any employee stock compensation charges (including charges recorded under FAS 123R or
other similar provisions related to stock compensation charges), and plus any non-recurring one-time items (initially contemplated as severance and related stock option acceleration, significant litigation settlements, site closure costs, and
transaction costs related to M&A activity) (collectively, “Adjusted EBIDTA”). The Board of Directors and/or Compensation Committee shall quarterly review any such non-recurring “one-time” items and shall have the right to
include or exclude such items in the determination of Adjusted EBITDA for MIP purposes at their sole discretion. In addition, the Board of Directors and/or Compensation Committee shall have the right to review the market lease adjustment to reduce
such adjustment by any foreign exchange gains that may occur in 2011. 
 Plan payments will be determined in accordance with
Table 2 below based on achievement by the Company of a targeted Adjusted EBITDA of $84.5 million in United States Dollars (the “Corporate Financial Performance Metric”). 

TABLE 2 

Corporate Financial Performance and Plan Percentage Funding 

 

					
	 Actual Adjusted EBITDA Achieved
	  	Actual
Percentage
Funded*	 
	 Less than $76.5 million
	  	 	0	% 
	 $76.5 million, but less than $80.5 million
	  	 	60	% 
	 $80.5 million, but less than $84.5 million
	  	 	80	% 
	 $84.5 million, but less than $88.5 million
	  	 	100	% 
	 $88.5 million, but less than $92.5 million
	  	 	110	% 
	 $92.5 million, but less than $102.5 million
	  	 	130	% 
	 $102.5 million or more
	  	 	150	% 

  

	*	These percentages represent milestones, so that to achieve payment at a particular level, the Company must achieve at least Adjusted EBITDA that corresponds with
that level. 

  
 - 4 -

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

 If the Company does not achieve Adjusted EBITDA of at least $76.5 million (the
“Corporate Financial Performance Threshold”), no payouts will be made in respect of the Plan. In the event that Company achieves Adjusted EBITDA of at least $76.5 million but less than $84.5 million, the Participant shall not be eligible
to receive the entire Achieved Target but shall be eligible to receive only such percentage thereof as set forth in the Plan Percentage Funded column of Table 2 based on the Adjusted EBITDA achieved (the “Actual Percentage Funded”).

 The Plan includes an overachievement accelerator allowing the Participant to earn up to 150% of the Achieved Target if the
Company exceeds its Corporate Financial Performance Metric. The Achieved Target will be adjusted to reflect the Actual Percentage Funded in the event of overachievement of the Corporate Financial Performance Metric in accordance with Table 2 above.

  

	 	B.	PROFIT IMPROVEMENT PERFORMANCE 

 The Profit Improvement Performance component is determined by whether the Company achieves the goal of its Profit Improvement Plan as determined by the Chief Executive Officer of the Company. The Profit
Improvement Plan contemplates an aggregate increase of 2011 corporate profits in the amount of $[**] million, achieved through attrition and penalty reductions, procurement savings, staff reductions, improvement of seat turns and terminating sub-par
programs. The Profit Improvement Performance objective shall be binary (i.e., whether the Company achieves the Profit Improvement Plan goal or not) and may be subject to accelerator treatment. If the Profit Improvement Performance objective is
achieved, the Participant shall be eligible to receive the Profit Improvement Performance portion of the Target, as may be adjusted by the Actual Percentage Funded. 
  

	 	C.	CV PASS RATE PERFORMANCE 

The CV Pass Rate Performance component is determined by whether the sites identified on the Participant’s Plan Notice achieve an
average improvement in CV Pass rate of at least [**]% from the CV Pass rates achieved by such sites in 2010, as further described in Appendix A. The CV Pass Rate Performance target shall be binary (i.e., the sites achieved the required improvement
or not) and may be subject to accelerator treatment. If the CV Pass Rate Performance objective is achieved, the Participant shall be eligible to receive the CV Pass Rate Performance portion of the Target, as may be adjusted by the Actual Percentage
Funded. 

  
 - 5 -

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

	 	D.	INDIVIDUAL PERFORMANCE 

The Individual Performance component is determined by the final summary assessment of the individual Participant in the Company’s
2011 Performance Management process to be conducted in early 2012. Participants who are Executives do not participate in this component of the Plan. The Participant will not receive any payout in respect of the Individual Performance component if
the Participant is assessed as Does Not Meet Expectations. The Participant shall be eligible to receive the Individual Performance portion of the Target, as may be adjusted by the Actual Percentage Funded, if the Participant is assessed as Meets
Expectations or better. 
 The Plan includes an overachievement accelerator allowing the Participant to earn up to 125% of the
Individual Performance target, as may be adjusted by the Actual Percentage Funded, if the Participant is assessed to Exceeds Expectations or better. 
  

	7.	Conditions and Eligibility Requirements 

  

	 	A.	The 2011 Plan has required financial conditions that must be met for any payments to be made under the Plan. The conditions are as follows: 

 

	 	i.	In order for a Participant to be eligible for any Plan payment, the Company must achieve the Corporate Financial Performance Threshold. In the event that the Company
does not achieve the Corporate Financial Performance Threshold, no Plan payment will be made to any Participants. 

  

	 	ii.	In the event that the Company achieves Adjusted EBITDA of less than $84.5 million, any payout under the Plan will be adjusted to reflect the Plan Percentage Funded.

  

	 	B.	Participants eligible to participate in the Plan must be in benefit eligible positions and be considered as manager or above in the Company or its affiliates. Any
exceptions to this must be approved by the Executive Vice President of Human Resources and the CEO. 

  

	 	C.	To be eligible for any Plan payment, the Participant must be an active employee of the Company in good standing on the date actual Plan payments are made.

  

	 	D.	Subject to paragraph 7E below, new employees and current employees newly promoted to Plan eligible positions will participate on a pro-rated basis depending on the
number of months they are employed as an eligible Plan Participant beginning on the first day of the month following the hire or promotion date. 

  

	 	E.	Employees hired or promoted for the first time into Plan eligible positions on or after October 1, 2011 will not be eligible to participate in any component of the
Plan. 

  

	 	F.	A Participant shall not receive any Plan payments for days during which the Participant was on leave (i.e., excluding paid sick days). No Participant who is on leave
will receive a Plan payout unless and until the Participant returns from leave. 

  
 - 6 -

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

	 	G.	Retroactive pay adjustments will not be applied. Payments will be calculated based on the base salary in effect at December 31, 2011 for Targets expressed as a
percentage of base salary. 

  

	 	H.	Payment on any particular occasion of any bonus amount under this Plan shall not create the presumption that any further bonus amount will be paid to the Participant
thereafter under this Plan or otherwise. 

  

	 	I.	Employees who transfer out of an eligible position during the year into a non-eligible position in the Company but who are still employed as of the Plan payment date,
will be considered for a pro rata award based on the number of days in the eligible position and earnings accrued during such days as a ratio to the full year. Employees who transfer from one position to another during the year will be considered
for a pro rata award based on the number of days in each position. 

  

	 	J.	Participants who live and work in a non-United States location will have their Plan payout calculations performed at corporate headquarters (i.e., comparisons against
metrics will be local currency denominated) and payouts will be issued in their local currency, unless a specific international assignment or other employment agreement specifically provides otherwise. 

 

	 	K.	All payouts are subject to applicable withholding taxes for the respective tax jurisdiction. 

 

	8.	Administration 

  

	 	A.	The adoption of this Plan shall not be deemed to be an employment agreement between the Company and any Participant, and shall not give any employee the right to
continued employment. The adoption of this Plan shall not interfere with the right of the Company to dismiss any employee at any time, for any reason not prohibited by law and it shall not be deemed to give the Company the right to require any
employee to remain in its employ. 

  

	 	B.	Payments under this Plan are not part of the Participant’s base salary, severance or other benefits. 

 

	 	C.	The targets assigned and recognized as goals on any of the performance factors may be removed, revised or otherwise modified by the Chief Executive Officer or the
Compensation Committee of the Board of Directors of the Company at any time for any reason. 

  

	 	D.	A Participant’s right to receive payment of an award under the Plan shall be no greater than the right of an unsecured general creditor of the Company. All awards
under the Plan shall be paid from the general funds of the Company, and no special or separate fund shall be established and no segregation of assets shall be made to assure payment of such awards. 

  
 - 7 -

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

	 	E.	The Company reserves the right to amend, terminate and modify this Plan at any time in its sole discretion with or without notice. Each Participant, by signing a
Certificate of Acknowledgment, specifically acknowledges this right. Stream Management’s interpretation of the Plan is final and in the sole and absolute discretion of Management. The Company reserves the right to make final and binding
decisions regarding the amount of incentive, if any, to be paid to each Participant in its sole and absolute discretion. 

  

	 	F.	No Participant or third party acting on behalf of or through a Participant shall have any power or right to transfer, assign, anticipate, hypothecate, mortgage,
commute, modify or otherwise encumber in advance any amounts that may be payable hereunder, nor shall any of said amounts be subject to seizure for payment of debt, judgments, alimony or separate maintenance owed by a Participant, or be transferable
by operation of law in the event of a bankruptcy, or otherwise. 

  

	 	G.	This Plan is administered by, and all decisions regarding any payments hereunder shall be made by Stream, its Management and the Compensation Committee of the Board of
Directors. 

  

	 	H.	All matters of Plan interpretation should be directed to the Executive Vice President, Human Resources or their designee. If any term or condition of this plan is found
to be in non-conformance with a given state, federal or other law, that term or condition will be non-enforceable but will not negate other terms and conditions of the plan. 

 

	 	I.	The Plan shall be governed by and construed in accordance with the laws of the Commonwealth of Massachusetts, USA, without regard to its conflicts of laws principles.

  
 - 8 -

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

 Appendix A 

2011 CV Pass Rate Performance Metrics 
  

									
	 CV PASS RATE
	  	2010	 	  	2011	 
	  	ACTUAL	 	  	TARGET	 
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  
	 [**]
	  	 	[**]	  	  	 	[**]	  

  
 - 9 -

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

 Appendix B 

2011 MIP Payout Example 
  

							
	Participant Name:	  	[**]	  		  	
	Job Title:	  	[**]	  	Participant Level:	  	[**]
	Manager Name:	  	[**]	  	Base Salary:	  	[**]
	Department:	  	[**]	  	2011 MIP Target Percentage:	  	[**]
	Eligibility Date:	  	[**]	  	2011 MIP Total Target Amount:	  	[**]
	Region:	  	[**]	  	Profit Improvement Target (70%):	  	[**]
	Country:	  	[**]	  	CV Pass Rate Target (15%):	  	[**]
	Site Location:	  	[**]	  	Individual Target (15%):	  	[**]

 Corporate Financial Performance Funding

 2011 Adjusted EBITDA Achieved: $[**] 
 Actual Percentage Funded: [**]% 
 Profit Improvement Performance 

 

																									
	 Measurement
	  	% of
Bonus
Target	 	 	Annual
Bonus
Target	 	  	Profit
Improvement
Plan Target	 	  	Profit
Improvement
Plan
Achieved	 	  	Actual
Percentage
Funded	 	  	Year-end
Payout
Amount	 
	 Profit Improvement Performance
	  	 	70	% 	 	 	[**]	  	  	 	[**]	  	  	 	[**]	  	  	 	[**]	  	  	 	[**]	  
	 Total
	  	 	70	% 	 				  				  				  				  	 	[**]	  

 CV Pass Rate Performance

  

																					
	 Measurement
	  	% of
Bonus
Target	 	 	Annual
Bonus
Target	 	  	CV Pass
Rate Target
Achieved
(Y/N)	 	  	Actual
Percentage
Funded	 	  	Year-end
Payout
Amount	 
	 CV Pass Rate Performance
	  	 	15	% 	 	 	[**]	  	  	 	[**]	  	  	 	[**]	  	  	 	[**]	  
	 Total
	  	 	15	% 	 				  				  				  	 	[**]	  

 Individual Performance

  

																									
	 Measurement
	  	% of
Bonus
Target	 	 	Annual
Bonus
Target	 	  	Individual
Target	 	  	Actual
Achievement	 	  	Actual
Percentage
Funded	 	  	Year-end
Payout
Amount	 
	 Individual Performance
	  	 	15	% 	 	 	[**]	  	  	 	[**]	  	  	 	[**]	  	  	 	[**]	  	  	 	[**]	  
	 Total
	  	 	15	% 	 				  				  				  				  	 	[**]	  

 2011 Plan
Total Payout: $[**] 

  
 - 10 -

 2011 Stream Global Services Management Incentive Plan 

Corporate SG&A for Managers and Above 
  

 Appendix C 

Plan Notice 
  

							
	Participant Name:	  	
	Job Title:	  		  	Participant Level:	  	
	Manager Name:	  		  	Base Salary:	  	
	Department:	  		  	2011 MIP Target Percentage:	  	
	Eligibility Date:	  		  	2011 MIP Total Target Amount:	  	
	Region:	  		  	Profit Improvement Target (XX%):	  	
	Country:	  		  	CV Pass Rate Target (XX%):	  	
	Site Location:	  		  	Individual Target (XX%):	  	

  
 - 11 -

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