Document:

2007 Short-Term Incentive Plan of John H. Heyman

 Exhibit 10.1 
 2007 STI Plan CEO John Heyman 
 NOTE: All figures below are in US dollars unless otherwise indicated. For individuals based outside the U.S.
and paid in local currency, bonus potential is based on percentage of base salary in local currency. 
 Objectives & Principles 

This document summarizes the Short Term Incentive (“STI”) Plan for individuals in the CEO role. The objectives of this STI Plan are aligned with overall
company compensation program objectives: 
 Provide total potential compensation equal to or greater than market for the role 
 Incent healthy cross-functional behavior and reward results that are aligned with company business objectives and our shareholders 
 Keep the plan simple 
 Some key principles of our STI plan include:

 Self funding – STI payout is funded via financial metrics (team profitability), based on the 12-month financial plan. 
 Annual payout except for sales-oriented roles. With base salary ranges at market, STI reinforces the pay-for-performance culture. 
 Payout triggered on financial milestones aligned with Budget and Target (see Section VI for definitions of Budget and Target). Partial payout of STI occurs at Budget
with linear payout of remaining STI up to Target. 
 ROI to shareholders – our STI plans reflect a philosophy to provide an acceptable return to
shareholders before rewarding management or employees for delivering results. 
 If you have questions or feedback on our compensation program or this STI
Plan, please contact the Compensation Manager. 
 Effective Date 
 January 1 – December 31, 2007. All STI plans are reviewed annually during Q4 for the upcoming fiscal year, to ensure that these compensation plans are aligned with the company’s financial and operational objectives.

 Target STI 
 Target STI potential for individuals in
this role is 100% of base salary. 
 Focus of Role 
 Profitability – measured via Operating Income (“Op Income”). See Section VI for definition of Op Income. 
 STI Plan
Structure 
 Base Salary – individuals are eligible for base salary increase during the annual salary review cycle. 
 STI – structured and paid as follows. 
 Op Income –
STI will be paid as follows based on Op Income. 
 Budget – 67% of annual STI is associated with Budget level performance, and is paid annually.
See Section VI for definition of Budget. 
 Target – the remaining 33% of annual STI will be paid at year-end in a linear fashion between
annual Budget and annual Target. See Section VI for definition of Target. 
 Example: Assume annual STI potential is $400,000, Op Income Budget is $30
million, Op Income Target is $33 million, and Actual Op Income $32 million. 67% of annual STI ($268,000) is associated with annual Budget performance. The full $268,000 would be paid out since the annual Budget was achieved. The remaining 33% of
annual STI ($132,000) is associated with Target level performance and is earned ratably between Budget and Target. 4.4% of each dollar between Budget and Target is earned as STI ($132,000 STI divided by $3,000,000 difference between Budget and
Target = 4.4%). Therefore, $88,000 would be earned (4.4% x $2,000,000 difference between Actual and Budget = $88,000). 
 Total STI earned = $356,000
($268,000 on annual Budget performance + $88,000 on annual performance between Budget and Target). 
 Definitions and Calculations 
 Operating Income = Operating Income per published financial reports, excluding Taxes, Interest and non-recurring items such as Acquisition Amortization. 
 Budget = formerly known as Threshold. Minimum performance level where a partial payout of STI occurs. Budget assumes moderate revenue and profit growth year over year
and will vary from Industry Group to Industry Group based on growth assumptions in each Industry’s financial plan. 
 Target = formerly known as Plan.
Performance level where full payout of STI occurs. 
 Eligibility and Other Details 
 This STI plan applies to the individual in the CEO role, unless otherwise specified and approved by the CEO, Division President and VP-HR. 
 The individual must be employed at year-end to earn STI for that year. If an individual’s employment is terminated, all future STI is forfeited. 
 Transfers must be in the new group for a full quarter to be eligible for pro-rata payout in the new group. Therefore, payouts for transfers will be calculated as follows: 
 Q1 transfer — 1 quarter in old group, 3 quarters in new group 
 Q2
transfer — 2 quarters in old group, 2 quarters in new group 
 Q3 transfer — 3 quarters in old group, 1 quarter in new group 
 Q4 transfer — 4 quarters in old group, next year in new group 
 Annual
payouts are based on annual results, prorated according to the above schedule. 
 If the individual is on a reduced work load, part-time schedule, or on
leave of absence, the STI calculation will be adjusted based on base wages earned that year per Payroll. 
 Accounting owns the calculation and approval
process. HR owns plan documentation. BU leadership owns communication. 
 STI is calculated and processed after year-end earnings are released and internal
financial reports are published, approximately eight weeks after year-end. Approvals are required from BU leadership, VP-HR, CFO, and CEO. Projected timing of Q4 07 earnings release is February 21, 2008, and projected timing for annual STI
payout for 2007 is March 28, 2008. 

 Once approved, STI will be submitted to Payroll for processing. All STI will be paid out net of applicable taxes.

 If you have questions about this STI plan or a specific STI calculation, please contact your manager. S/he will involve others from Accounting, BU
leadership, and HR as appropriate. 
 The CEO, Division President and VP-HR must approve any exceptions to this STI plan in advance. 
 Individual Targets/Quotas 
 2007 Budget for Operating Income for
Company = [xxxxxx]* 
 2007 Target for Operating Income for Company = [xxxxxx]* 
 These figures must be achieved after any STI is paid. 
 Sign-off 
 I understand and accept the terms and targets/quotas reflected in this STI plan. 
  

									
	Employee signature	 		 		 	Date
				
	Manager signature	 		 		 	Date

  

	*	Filed under an application for confidential treatment.2007 Short-Term Incentive Plan of Alon Goren

 Exhibit 10.2 
 2007 STI Plan CTO Alon Goren 
 NOTE: All figures below are in US dollars unless otherwise indicated. For individuals based outside the U.S.
and paid in local currency, bonus potential is based on percentage of base salary in local currency. 
 Objectives & Principles 

This document summarizes the Short Term Incentive (“STI”) Plan for individuals in the Chairman/CTO role. The objectives of this STI Plan are aligned with
overall company compensation program objectives: 
 Provide total potential compensation equal to or greater than market for the role 
 Incent healthy cross-functional behavior and reward results that are aligned with company business objectives and our shareholders 
 Keep the plan simple 
 Some key principles of our STI plan include:

 Self funding – STI payout is funded via financial metrics (team profitability), based on the 12-month financial plan. 
 Annual payout except for sales-oriented roles. With base salary ranges at market, STI reinforces the pay-for-performance culture. 
 Payout triggered on financial milestones aligned with Budget and Target (see Section VI for definitions of Budget and Target). Partial payout of STI occurs at Budget
with linear payout of remaining STI up to Target. 
 ROI to shareholders – our STI plans reflect a philosophy to provide an acceptable return to
shareholders before rewarding management or employees for delivering results. 
 If you have questions or feedback on our compensation program or this STI
Plan, please contact the Compensation Manager. 
 Effective Date 
 January 1 – December 31, 2007. All STI plans are reviewed annually during Q4 for the upcoming fiscal year, to ensure that these compensation plans are aligned with the company’s financial and operational objectives.

 Target STI 
 Target STI potential for individuals in
this role is 85% of base salary. 
 Focus of Role 
 Profitability – measured via Operating Income (“Op Income”). See Section VI for definition of Op Income. 
 STI Plan
Structure 
 Base Salary – individuals are eligible for base salary increase during the annual salary review cycle. 
 STI – structured and paid as follows. 
 Op Income –
STI will be paid as follows based on Op Income. 
 Budget – 67% of annual STI is associated with Budget level performance, and is paid annually.
See Section VI for definition of Budget. 
 Target – the remaining 33% of annual STI will be paid at year-end in a linear fashion between
annual Budget and annual Target. See Section VI for definition of Target. 
 Example: Assume annual STI potential is $240,000, Op Income Budget is $30
million, Op Income Target is $33 million, and Actual Op Income $32 million. 67% of annual STI ($160,800) is associated with annual Budget performance. The full $160,800 would be paid out since the annual Budget was achieved. 
 The remaining 33% of annual STI ($79,200) is associated with Target level performance and is earned ratably between Budget and Target. 2.64% of each dollar between
Budget and Target is earned as STI ($79,200 STI divided by $3,000,000 difference between Budget and Target = 2.64%). Therefore, $52,800 would be earned (2.64% x $2,000,000 difference between Actual and Budget = $52,800). 
 Total STI earned = $213,600 ($160,800 on annual Budget performance + $52,800 on annual performance between Budget and Target). 
 Definitions and Calculations 
 Operating Income = Operating Income per
published financial reports, excluding Taxes, Interest and non-recurring items such as Acquisition Amortization. 
 Budget = formerly known as Threshold.
Minimum performance level where a partial payout of STI occurs. Budget assumes moderate revenue and profit growth year over year and will vary from Industry Group to Industry Group based on growth assumptions in each Industry’s financial plan.

 Target = formerly known as Plan. Performance level where full payout of STI occurs. 
 Eligibility and Other Details 
 This STI plan applies to the individuals in the Chairman/CTO role, unless otherwise
specified and approved by the CEO, Division President and VP-HR. 
 The individual must be employed at year-end to earn STI for that year. If an
individual’s employment is terminated, all future STI is forfeited. 
 Transfers must be in the new group for a full quarter to be eligible for pro-rata
payout in the new group. Therefore, payouts for transfers will be calculated as follows: 
 Q1 transfer — 1 quarter in old group, 3 quarters in new
group 
 Q2 transfer — 2 quarters in old group, 2 quarters in new group 
 Q3 transfer — 3 quarters in old group, 1 quarter in new group 
 Q4 transfer — 4 quarters in old group, next year
in new group 
 Annual payouts are based on annual results, prorated according to the above schedule 
 If the individual is on a reduced work load, part-time schedule, or on leave of absence, the STI calculation will be adjusted based on base wages earned that year per
Payroll. 
 Accounting owns the calculation and approval process. HR owns plan documentation. BU leadership owns communication. 
 STI is calculated and processed after year-end earnings are released and internal financial reports are published, approximately eight weeks after year-end. Approvals
are required from BU leadership, VP-HR, CFO, and CEO. Projected timing of Q4 07 earnings release is February 21, 2008, and projected timing for annual STI payout for 2007 is March 28, 2008. 
 Once approved, STI will be submitted to Payroll for processing. All STI will be paid out net of applicable taxes. 

 If you have questions about this STI plan or a specific STI calculation, please contact your manager. S/he will involve
others from Accounting, BU leadership, and HR as appropriate. 
 The CEO, Division President and VP-HR must approve any exceptions to this STI plan in
advance. 
 Individual Targets/Quotas 
 2007 Budget for
Operating Income for Company = [xxxxxx]* 
 2007 Target for Operating Income for Company = [xxxxxx]* 
 These figures must be achieved after any STI is paid. 
 Sign-off

 I understand and accept the terms and targets/quotas reflected in this STI plan. 
  

									
	Employee signature	 		 		 	Date
				
	Manager signature	 		 		 	Date

  

	*	Filed under an application for confidential treatment.

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