Document:

2004 Key Executive Incentive Compensation Plan

 EXHIBIT 10.15 
  
 FRANKLIN RESOURCES, INC. 
 2004 KEY EXECUTIVE INCENTIVE COMPENSATION PLAN 
  
 SECTION 1 
 ESTABLISHMENT AND PURPOSE 
  
 1.1 Purpose. Franklin Resources, Inc. hereby establishes the Franklin
Resources, Inc. 2004 Key Executive Incentive Compensation Plan (the “Plan”). The Plan is intended to increase stockholder value and the success of the Company by motivating key employees (a) to perform to the best of their abilities
and (b) to achieve the Company’s objectives. The Plan’s goals are to be achieved by providing such key employees with incentive awards based on the achievement of goals relating to performance of the Company and its individual
business units. The Plan is intended to qualify as performance-based compensation under Code Section 162(m). 
  
 1.2 Effective Date. The Plan shall be effective as of December 11, 2003, subject to the approval of a majority of the shares of the
Company’s common stock which are present in person or by proxy and entitled to vote at the 2004 Annual Meeting of stockholders. As long as the Plan remains in effect, it shall be resubmitted to stockholders as necessary to enable the Plan to
continue to qualify as performance-based compensation under Code Section 162(m). 
  
 SECTION 2 
 DEFINITIONS 
  
 The following words and phrases shall have the following meanings unless a different meaning is plainly required by the
context: 
  
 2.1 “Actual Award” means as to any
Plan Year, the actual award (if any) payable to a Participant for the Plan Year. Actual Award is determined by the Payout Formula for the Plan Year, subject to the Committee’s authority under Section 3.6 to reduce the award otherwise
determined by the Payout Formula. 
  
 2.2 “Award
Pool” means the total dollars (if any) designated to fund Actual Awards payable for any Plan Year. 
  
 2.3 “Base Salary” means as to any Plan Year, 100% of the Participant’s annualized salary rate on the last day of the Plan Year. Such
Base Salary shall be before both (a) deductions for taxes or benefits, and (b) deferrals of compensation pursuant to Company-sponsored plans. 
  
 2.4 “Beneficiary” means the person(s) or entity(ies) designated to receive payment of an Actual Award in the event of a
Participant’s death in accordance with Section 4.5 of the Plan. The Beneficiary designation shall be effective when it is submitted in writing to and acknowledged by the Committee during the Participant’s lifetime on a Beneficiary
Designation form provided by the Committee. The submission of a new Beneficiary Designation form shall cancel all prior Beneficiary designations. 
  
 2.5 “Board” means the Company’s Board of Directors. 

 2.6 “Code” means the Internal Revenue Code of 1986, as amended. Reference to a specific
Section of the Code shall include such Section, any valid regulation promulgated thereunder, and any comparable provision of any future legislation or regulation amending, supplementing or superseding such Section or regulation. 
  
 2.7 “Committee” means the committee appointed by the Board
to administer the Plan. The Committee shall consist of no fewer than two members of the Board. The members of the Committee shall be appointed by, and serve at the pleasure of, the Board. Each member of the Committee shall qualify as an
“outside director” under Code Section 162(m). Notwithstanding the foregoing, the failure of a Committee member to qualify as an “outside director” shall not invalidate the payment of any Actual Award under the Plan.

  
 2.8 “Company” means Franklin Resources, Inc.,
a Delaware corporation, and its subsidiaries. 
  
 2.9
“Determination Date” means as to any Plan Year, (a) the first day of the Plan Year, or (b) if later, the latest date possible which will not jeopardize the Plan’s qualification as performance-based compensation under
Code Section 162(m). 
  
 2.10 “Disability”
means a permanent and total disability determined in accordance with uniform and nondiscriminatory standards adopted by the Committee from time to time. 
  
 2.11 “Maximum Award” means as to any Participant for any Plan Year, ten million dollars ($10,000,000). The Maximum Award is the
maximum amount which may be paid to a Participant for any Plan Year. 
  
 2.12 “Participant” means as to any Plan Year, a key employee who has been selected by the Committee for participation in the Plan for that Plan Year. 
  
 2.13 “Payout Formula” means as to any Plan Year, the formula or payout matrix established by the Committee
pursuant to Section 3.5, below, in order to determine the Actual Awards (if any) to be paid to Participants. The formula or matrix may differ from Participant to Participant. 
  
 2.14 “Performance Goals” means the goal(s) (or combined goal(s)) determined by the Committee (in its
discretion) to be applicable to a Participant for a Plan Year. As determined by the Committee, the Performance Goals applicable to each Participant shall provide for a targeted level or levels of achievement using one or more of the following
measures: (a) annual revenue, (b) budget comparisons, (c) Company stock price, (d) controllable profits, (e) Company earnings per share, (f) expense management, (g) improvements in capital structure, (h) net
income, (i) net sales, (j) pre-tax operating income, (k) profit margins, (l) profitability of an identifiable business unit or product, (m) return on investments, (n) return on sales, (o) return on
stockholders’ equity, (p) total return to stockholders and (q) performance of the Company relative to a peer group of companies on any of the foregoing measures. The Performance Goals may be applicable to the Company and/or any of its
individual business units and may differ from Participant to Participant. 
  
 2.15 “Plan Year” means the fiscal year of the Company ending in 2004 and each succeeding fiscal year of the Company. 
  
 2.16 “Retirement” means retirement from service to the Company after reaching age fifty-five (55) with
at least ten (10) years of service to the Company or a subsidiary of the Company, including service to any entity that is acquired by the Company or a subsidiary of the Company. 

 2.17 “Target Award” means the target award payable under the Plan to a Participant for
the Plan Year as determined by the Committee in accordance with Section 3.4 and expressed either (a) as a percentage of his or her Base Salary or (b) as a percentage of the Award Pool. 
  
 SECTION 3 
 SELECTION OF PARTICIPANTS AND DETERMINATION OF AWARDS 
  
 3.1 Selection of Participants. On or prior to the Determination Date, the Committee, in its sole discretion, shall select the key employees who
shall be Participants for the Plan Year. In selecting Participants, the Committee shall choose employees who are likely to have a significant impact on the performance of the Company. Participation in the Plan is in the sole discretion of the
Committee, and on a Plan Year by Plan Year basis. Accordingly, an employee who is a Participant for a given Plan Year in no way is guaranteed or assured of being selected for participation in any subsequent Plan Year or Years. 
  
 3.2 Determination of Award Pool. On or prior to the Determination
Date, the Committee may in its sole discretion establish an Award Pool for any Plan Year. 
  
 3.3 Determination of Performance Goals. On or prior to the Determination Date, the Committee, in its sole discretion, shall establish the Performance Goals for each Participant for the Plan Year. Such
Performance Goals shall be set forth in writing. 
  
 3.4
Determination of Target Awards. On or prior to the Determination Date, the Committee, in its sole discretion, shall establish a Target Award for each Participant. Each Participant’s Target Award shall be determined by the Committee in
its sole discretion, and each Target Award shall be set forth in writing. 
  
 3.5 Determination of Payout Formula or Formulae. On or prior to the Determination Date, the Committee, in its sole discretion, shall establish a Payout Formula or Formulae for purposes of determining the Actual
Award (if any) payable to each Participant. Each Payout Formula shall (a) be in writing, (b) be based on a comparison of actual performance to the Performance Goals, (c) provide for the payment of a Participant’s Target Award if
the Performance Goals for the Plan Year are achieved, and (d) provide for an Actual Award greater than or less than the Participant’s Target Award, depending upon the extent to which actual performance exceeds or falls below the
Performance Goals. Notwithstanding the preceding, no participant’s Actual Award under the Plan may exceed the Maximum Award. 
  
 3.6 Determination of Actual Awards. After the end of each Plan Year, the Committee shall certify in writing the extent to which the Performance
Goals applicable to each Participant for the Plan Year were achieved or exceeded. The Actual Award for each Participant shall be determined by applying the Payout Formula to the level of actual performance which has been certified by the Committee.
Notwithstanding any contrary provision of the Plan, the Committee, in its sole discretion, may eliminate or reduce the Actual Award payable to any Participant below that which otherwise would be payable under the Payout Formula. 
  
 3.7 Termination Prior to the Date the Actual Award for the Plan Year is
Paid. If a Participant terminates employment with the Company for any reason after the end of the applicable Plan Year but prior to the date the Actual Award for such Plan Year is paid, the Participant shall be entitled to the payment of the
Actual Award for the Plan Year subject to reduction or elimination under Section 3.6 based on the circumstances surrounding such termination of employment. 
  

3.8 Termination Prior to End of the Plan Year for Reasons other than Death, Disability or Retirement. If a Participant terminates employment
with the Company prior to the end of the applicable 

 
Plan Year for any reason other than death, Disability or Retirement, the Committee shall reduce the Participant’s Actual Award proportionately based on
the date of termination (and subject to further reduction or elimination under Section 3.6 based on the circumstances surrounding such termination of employment). 
  
 3.9 Termination Prior to the End of the Plan Year Due to Death, Disability or Retirement. If a Participant terminates
employment with the Company prior to the end of the applicable Plan Year due to death, Disability or Retirement, the Participant (or in the case of the Participant’s death, the person who acquired the right to payment of the Actual Award
pursuant to Section 4.5) shall be entitled to the payment of the Actual Award for the Plan Year subject to reduction or elimination under Section 3.6. 
  

3.10 Leave of Absence. If a Participant is on a leave of absence at any time during a Plan Year, the Committee may reduce his or her Actual
Award proportionately based on the duration of the leave of absence (and subject to further reduction or elimination under Section 3.6). 
  
 SECTION 4 
 PAYMENT OF AWARDS

  
 4.1 Right to Receive Payment. Each Actual Award
that may become payable under the Plan shall be paid solely from the general assets of the Company. Nothing in this Plan shall be construed to create a trust or to establish or evidence any Participant’s claim of any right other than as an
unsecured general creditor with respect to any payment to which he or she may be entitled. 
  
 4.2 Timing of Payment. Payment of each Actual Award shall be made within the period ending on the later to occur of the date that is two and a half (2 1/2) calendar months from the end of (i) a Participant’s tax year that includes the applicable date during which the Award was earned, or
(ii) the Plan Year that includes the applicable date during which the Award was earned. 
  
 4.3 Form of Payment. Each Actual Award normally shall be paid in cash (or its equivalent) in a single lump sum. However, the Committee, in its sole
discretion, may declare any Actual Award, in whole or in part, payable in the form of a stock bonus granted under the Company’s 2002 Universal Stock Incentive Plan (the “2002 Plan”) or successor equity compensation plan (subject to
the limit on the maximum number of shares that may be issued under the 2002 Plan or successor equity compensation plan and any additional limitations on the maximum number of shares that may be awarded to any individual in any fiscal or calendar
year under the 2002 Plan or successor equity compensation plan, as applicable). The number of shares granted shall be determined by dividing the cash amount of the Actual Award by the fair market value of a share of Company common stock on the date
that the cash payment otherwise would have been made. For this purpose, “fair market value” shall be defined as provided in the 2002 Plan or successor equity compensation plan. Any shares issued pursuant to a stock bonus granted under the
2002 Plan or successor equity compensation plan may be either fully vested or subject to vesting. 
  
 4.4 Other Deferral of Actual Awards. The Committee may establish one or more programs under the Plan to permit selected Participants the
opportunity to elect to defer receipt of Actual Awards. The Committee may establish the election procedures, the timing of such elections, the mechanisms for payments of, and accrual of interest or other earnings, if any, on amounts so deferred, and
such other terms, conditions, rules and procedures that the Committee deems advisable for the administration of any such deferral program. 
  
 4.5 Payment in the Event of Death. If a Participant dies prior to the payment of an Actual Award earned by him or her for a prior Plan Year, the
Actual Award shall be paid to the Participant’s 

 
Beneficiary. If a Participant fails to designate a Beneficiary or if each person designated as a Beneficiary predeceases the Participant or dies prior to
payment of an Actual Award, then the Committee shall direct the payment of such Actual Award to the Participant’s estate. 
  
 SECTION 5 
 ADMINISTRATION

  
 5.1 Committee is the Administrator. The Plan shall
be administered by the Committee. 
  
 5.2 Committee
Authority. The Committee shall have all discretion and authority necessary or appropriate to administer the Plan and to interpret the provisions of the Plan, consistent with qualification of the Plan as performance-based compensation under Code
Section 162(m). Any determination, decision or action of the Committee in connection with the construction, interpretation, administration or application of the Plan shall be final, conclusive, and binding upon all persons, and shall be given
the maximum deference permitted by law. 
  
 5.3 Tax
Withholding. The Company shall withhold all applicable taxes from any payment, including any non-U.S., federal, state, and local taxes. 
  
 SECTION 6 
 GENERAL PROVISION

  
 6.1 Nonassignability. A Participant shall have no
right to assign or transfer any interest under this Plan. 
  
 6.2
No Effect on Employment. The establishment and subsequent operation of the Plan, including eligibility as a Participant, shall not be construed as conferring any legal or other rights upon any Participant for the continuation of his or her
employment for any Plan Year or any other period. Generally, employment with the Company is on an at will basis only. Except as may be provided in an employment contract with the Participant, the Company expressly reserves the right, which may be
exercised at any time and without regard to when during a Plan Year such exercise occurs, to terminate any individual’s employment without cause, and to treat him or her without regard to the effect which such treatment might have upon him or
her as a Participant. 
  
 6.3 No Individual Liability. No
member of the Committee or the Board, or any officer of the Company, shall be liable for any determination, decision or action made in good faith with respect to the Plan or any award under the Plan. 
  
 6.4 Severability; Governing Law. If any provision of the Plan is found
to be invalid or unenforceable, such provision shall not affect the other provisions of the Plan, and the Plan shall be construed in all respects as if such invalid provision has been omitted. The provisions of the Plan shall be governed by and
construed in accordance with the laws of the State of California, with the exception of California’s conflict of laws provisions. 
  
 6.5 Affiliates of the Company. Requirements referring to employment with the Company or payment of awards may, in the Committee’s discretion,
be performed through the Company or any affiliate of the Company. 

 SECTION 7 
 AMENDMENT AND TERMINATION 
  
 7.1 Amendment and Termination. The Board may amend or terminate the Plan at any time and for any reason; provided, however, that if and to the extent required to ensure the Plan’s qualification under Code Section 162(m),
any such amendment shall be subject to stockholder approval.Description of Performance Goals for the Company's CEO

 EXHIBIT 10.16 
  
 On December 23, 2005, the Compensation Committee of the Board of Directors of Franklin Resources, Inc. (the “Company”),
pursuant to its authority under the Company’s 2004 Key Executive Incentive Compensation Plan, established a maximum individual target award of $7,000,000 for the fiscal year ending September 30, 2006 (the “2006 fiscal year”) for
Mr. Gregory E. Johnson, the Company’s President and Chief Executive Officer. If the Company’s operating profit margin is at least 26.35% for the 2006 fiscal year, then Mr. Johnson will be entitled to receive $1,500,000 of
the aggregate maximum individual target award. If such operating profit margin is less than 26.35%, then Mr. Johnson will forfeit any right to receive this $1,500,000 portion of the target award. If the average of the percentage growth of
diluted earnings per share (as adjusted, if applicable, by a potential one-time repatriation of foreign-based earnings and made in accordance with the provisions of the American Jobs Creation Act of 2004, provided there also should be a special
election made pursuant thereto) and pre-tax operating income for the 2006 fiscal year is 25% or greater, then Mr. Johnson will be entitled to receive $5,500,000 of the target award. If such percentage is 20% to 24%, then he will be entitled to
receive $4,500,000; if the percentage is 15% to 19%, then he will be entitled to receive $3,500,000; if the percentage is 10% to 14%, then he will be entitled to receive $2,500,000; and if the percentage is 5% to 9%, then he will be entitled to
receive $1,500,000. If such percentage is less than 5%, then Mr. Johnson will forfeit any right to receive this $5,500,000 portion of the target award. Pre-tax operating income is defined as total operating revenue less total operating expenses
determined on a consolidated basis reported as operating income included in the Company’s earnings release issued after the fourth quarter of the 2006 fiscal year. Notwithstanding the potential amounts receivable pursuant to the target award,
the actual award amounts payable to Mr. Johnson are subject to the Compensation Committee’s authority to reduce the award amounts otherwise payable to him. Additionally, the award amounts are payable in cash or common stock at the
discretion of the Compensation Committee.

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