Document:

EX-10.30

 Exhibit 10.30 

EXECUTION 
 EMPLOYMENT
AGREEMENT 
 THIS EMPLOYMENT AGREEMENT (“Agreement”), dated as of December 16, 2013, is effective as of
January 1, 2014 (the “Effective Date”), and is made between Bruce F. Nardella (“Officer”), and National Mentor Holdings, Inc., a Delaware corporation (“Employer”). 

WHEREAS, Officer has been employed by the Employer in the role of President and Chief Operating Officer; and 

WHEREAS, Employer will promote Officer to the position of Chief Executive Officer as of the Effective Date, and the parties hereto have
agreed to enter into this Agreement, which shall supersede the Noncompetition Agreement as set forth in Section 18 hereof, and which shall govern the rights and obligations of the parties, in each case as of the Effective Date. 

NOW, THEREFORE, in consideration of the foregoing and of the mutual covenants and agreements contained in this Agreement, the parties
agree as follows: 
 1. Employment. Employer agrees to continue to employ Officer, and Officer agrees to continue such employment, in
accordance with the terms of this Agreement, for an initial term of three years commencing on the Effective Date and, unless terminated earlier in accordance with the terms of this Agreement, ending on the third anniversary of the Effective Date.
After the initial term has expired, this Agreement will renew automatically on the anniversary date of each year for a one year term. If either party desires not to renew the Agreement, they must provide the other party with written notice of their
intent not to renew the Agreement at least sixty (60) days prior to the next anniversary date. 
 2. Position and Duties of
Officer. Officer will continue to serve as President and will assume, as of the Effective Date, the title and position as Chief Executive Officer of Employer reporting to Employer’s Board of Directors (the “Board”). Officer
agrees to serve in such position, or in such other positions of a similar status or level as the Board determines from time to time, and to perform the commensurate duties that the Board may assign from time to time to Officer until the expiration
of the term or such time as Officer’s employment with Employer is terminated pursuant to this Agreement. 
 3. Time Devoted and
Location of Officer. 
 (a) Subject to Section 3(c), Officer will devote his full business time and energy to the business
affairs and interests of Employer, and will use his reasonable best efforts and abilities to promote Employer’s interests. Officer agrees that he will diligently endeavor to perform services contemplated by this Agreement in a manner consistent
with his position and in accordance with the policies established by the Employer and provided to Officer from time to time. 
 (b)
Officer’s primary business office and normal place of work will be located in Boston, Massachusetts. 
 (c) Officer may serve as an
officer, director, agent or employee of any direct or indirect subsidiary or other affiliate of Employer, but may not serve as an officer, director, 

 
agent or employee of any other business enterprise without the written approval of the Board; provided, that Officer may serve in any capacity with any civic, educational or charitable
organization, or any governmental entity or trade association, without seeking or obtaining such written approval of the Board, if such activities and services do not materially interfere or conflict with the performance of Officer’s duties
under this Agreement. 
 4. Compensation. 

(a) Base Salary. Employer will pay Officer a base salary in the amount of $500,000 per year (the “Base Salary”), which
amount will be paid in accordance with Employer’s normal payroll schedule less appropriate withholdings for federal and state taxes and other deductions authorized by Officer. Such salary will be subject to review and adjustment by Employer
from time to time. 
 (b) Bonuses. Employer shall establish a bonus plan for each fiscal year (the “Plan”) pursuant
to which Officer will be eligible to receive an annual bonus (the “Bonus”). The Board or the Compensation Committee of the Board will administer the Plan and establish performance objectives for each year in consultation with
Officer, subject to the terms of the Plan, but with a bonus target of 100% of Officer’s Base Salary. The Bonus shall be paid to the Officer in a single lump sum no later than March 15th of the calendar year following the calendar year in
which the applicable fiscal year ended. 
 (c) Benefits. Officer will be eligible to participate in all benefit plans to the same
extent as they are made available to other senior officers of Employer. Officer will receive separate information detailing the terms of the benefit plans and the terms of such plans will control. Officer also will be eligible to participate in any
annual incentive plan applicable to Officer by its terms. 
 5. Expenses. During the term of this Agreement, Employer will reimburse
Officer promptly for all reasonable travel, entertainment, parking, business meetings and similar expenditures in pursuance and furtherance of Employer’s business upon receipt of reasonably supporting documentation as required by
Employer’s policies applicable to its officers and employees generally. For all purposes of this Agreement, (including without limitation under this Section 5), any expense reimbursements made (or any in-kind benefits provided) to
Officer in any one calendar year shall not affect the amount that may be reimbursed in any other calendar year and a reimbursement or in-kind benefit (or right thereto) may not be exchanged or liquidated for another benefit or payment. Any
reimbursement subject to Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”) and the rules and regulations thereunder, shall be made no later than the end of the calendar year following the calendar year
in which Officer incurs such expense. 
 6. Termination. 

(a) Termination Due to Resignation Without Good Reason, Termination with Cause, or Non-Renewal of Agreement by Officer. Except as
otherwise set forth in this Agreement, this Agreement, Officer’s employment, and Officer’s rights to receive compensation and benefits from Employer, will terminate upon the occurrence of any of the following events: 

(i) the effective date of Officer’s resignation without Good Reason (as defined in Section 6(c) below); or

  
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 (ii) termination for “Cause” at the discretion of Employer under
any of the following circumstances: (A) the commission by the Officer of an act of fraud or embezzlement, (B) the indictment or conviction of the Officer for (x) a felony or (y) a crime involving moral turpitude or a plea by
Officer of guilty or nolo contendere involving such a crime (to the extent such crime results in an adverse effect on the business or reputation of Employer), (C) the willful misconduct by the Officer in the performance of Officer’s
duties, including any willful misrepresentation or willful concealment by Officer on any report submitted to Employer (or any of its securityholders or subsidiaries) that is other than de minimis, (D) the violation by Officer of a written
Employer policy regarding substance abuse, sexual harassment, discrimination or any other material written policy of Employer regarding employment, (E) the willful failure of the Officer to render services to Employer or any of its subsidiaries
in accordance with Officer’s employment which failure amounts to a material neglect of the Officer’s duties to Employer or any of its subsidiaries, (F) the failure of the Officer to comply with reasonable directives of the Board
consistent with the Officer’s duties or (G) the material breach by Officer of any of the provisions of any agreement between Officer, on the one hand, and Employer or a securityholder or an affiliate of Employer, on the other hand.
Notwithstanding the foregoing, with respect to clauses (C), (D), (E), (F) and (G) above, Officer’s termination of employment with Employer shall not be deemed to have been terminated for Cause unless and until (X) Officer has
been provided written notice of Employer’s intention to terminate his employment for Cause and the specific facts relied on, (Y) Officer has been provided ten (10) business days from the receipt of such notice to cure any such conduct
or omission giving rise to a termination for Cause, and (Z) Officer does not cure any such conduct or omission within such ten-day period; or 

(iii) the expiration of the term of the Agreement, if Officer notifies Employer of his non-renewal of the term of the Agreement
(or an extension thereof) pursuant to the procedures set forth in Section 1 hereof. 
 Officer may resign his employment without
Good Reason at any time by giving thirty (30) days written notice of resignation to Employer. 
 If Officer is terminated pursuant to
this Section 6(a), in addition to any earned but unpaid amounts to which Officer is entitled under any of Employer’s benefit plans, the payment of which shall be governed by the applicable plan documents, Employer’s only
remaining financial obligation to Officer under this Agreement will be to pay any earned but unpaid base salary, any earned but unpaid bonus for any completed full year prior to the year of such termination and accrued but unpaid vacation and
reimbursable travel and entertainment expenses through the date of Officer’s termination (collectively, “Accrued Obligations”). Any Accrued Obligations attributable to earned but unpaid bonus shall be paid to the Officer in a
single lump sum no later than March 15th of the calendar year following the calendar year in which the fiscal year in which the bonus was earned ended, and any other Accrued Obligations under this Section 6(a) shall be paid to the
Officer no later than 90 days following his Separation from Service from the Employer (or at such earlier time as applicable law requires). 

  
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 (b) Termination Without Cause or Non-Renewal of Agreement by Employer. Employer may
terminate this Agreement without Cause (as defined in Section 6(a)(ii) above) at any time by giving thirty (30) days prior written notice to Officer. If Employer terminates this Agreement without Cause, Employer may direct Officer
to cease providing services immediately. In addition, Employer may notify Officer of Employer’s non-renewal of the term of the Agreement (or an extension thereof) pursuant to the procedures set forth in Section 1 hereof, in which
case the Agreement and Officer’s employment hereunder will cease as of the expiration of the term of the Agreement. If Employer terminates this Agreement without Cause, or notifies Officer of non-renewal pursuant to Section 1 hereof,
Employer shall: 
 (i) With respect to the Accrued Obligations, pay any earned but unpaid bonus to the Officer in a single
lump sum no later than March 15th of the calendar year following the calendar year in which the fiscal year in which the bonus was earned ended, and pay all other Accrued Obligations to the Officer no later than 90 days following his Separation
from Service from the Employer (or at such earlier time as applicable law requires); 
 (ii) Continue to pay Officer the Base
Salary in effect at the time of his Separation from Service, in accordance with the Employer’s customary payroll practices, for a period of two years. Such payments shall begin on the payroll date next following the Officer’s Separation
from Service; 
 (iii) Pay Officer an additional monthly amount equal to $2,000 in accordance with the Employer’s
customary payroll practices, for a period of two years beginning on the date of the Officer’s Separation from Service; 

(iv) On or before the last day of each of the two full calendar years following the date of the Officer’s Separation from
Service, pay Officer an amount equal to Officer’s target annual bonus for the year in which such termination occurs; and 

(v) Pay Officer a pro rata bonus for the year in which such termination occurs based on Employer’s actual performance as
of the date of termination, such bonus to be paid in a single lump sum no later than March 15th of the calendar year following the calendar year in which the fiscal year in which the Officer’s Separation from Service occurred ended,
provided, however that no such pro rata bonus will be paid if the Officer’s termination occurs in the first six months of such fiscal year. 

No other benefits or compensation will be paid or provided to Officer if he is terminated pursuant to this Section 6(b) unless otherwise provided
for in the terms of the applicable plan or agreement. 
 (c) Termination by Officer for Good Reason. Officer may terminate this
Agreement, and his employment with Employer, for “Good Reason” upon the occurrence of any of the following: (i) a change by Employer in Officer’s title, duties and responsibilities which is

  
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materially inconsistent with Officer’s position in Employer, (ii) a material reduction in Officer’s annual base salary or annual bonus opportunity, provided that any
reduction of up to ten percent (10%) of Officer’s salary or bonus opportunity that is part of a plan to reduce compensation of comparably situated employees of Employer generally shall not be considered a “material reduction in
Officer’s annual base salary or annual bonus opportunity” hereunder, (iii) a material breach by Employer of this Agreement, or (iv) the relocation of the Officer’s principal place of work from its current location to a
location that is beyond a 50-mile radius of such current location. Notwithstanding anything to the contrary in the foregoing, Officer shall only have Good Reason to terminate employment if Officer gives notice, in writing, to the Employer of the act
or omission which is alleged to constitute Good Reason within 90 days of the initial occurrence thereof, and Employer fails to remedy such act or omission within thirty (30) days following Employer’s receipt of written notice from Officer
specifying such act or omission. 
 If Officer terminates this Agreement for Good Reason, Employer shall 

(i) With respect to the Accrued Obligations, pay any earned but unpaid bonus to the Officer in a single lump sum no later than
March 15th of the calendar year following the calendar year in which the fiscal year in which the bonus was earned ended, and pay all other Accrued Obligations to the Officer no later than 90 days following his Separation from Service from the
Employer (or at such earlier time as applicable law requires); 
 (ii) Continue to pay Officer the Base Salary in effect at
the time of his Separation from Service, in accordance with the Employer’s customary payroll practices, for a period of two years. Such payments shall begin on the payroll date next following the Officer’s Separation from Service; 

(iii) Pay Officer an additional monthly amount equal to $2,000 in accordance with the Employer’s customary payroll
practices, for a period of two years beginning on the date of the Officer’s Separation from Service; 
 (iv) On or
before the last day of each of the two full calendar years following the date of the Officer’s Separation from Service, pay Officer an amount equal to Officer’s target annual bonus for the year in which such termination occurs; and 

(v) Pay Officer a pro rata bonus for the year in which such termination occurs based on Employer’s actual performance as
of the date of termination, such bonus to be paid in a single lump sum no later than March 15th of the calendar year following the calendar year in which the fiscal year in which the Officer’s Separation from Service occurred ended,
provided, however that no such pro rata bonus will be paid if the Officer’s termination occurs in the first six months of such fiscal year. 

No other benefits or compensation will be paid or provided to Officer if he is terminated pursuant to this Section 6(c) unless otherwise provided
for in the terms of the applicable plan or agreement. 

  
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 (d) Automatic Termination. This Agreement will terminate automatically upon the death or
permanent disability of Officer. Officer will be deemed to be “Disabled” or to suffer from a “Disability” within the meaning of this Agreement if (i) the Officer is unable to engage in any substantial gainful
activity by reason of any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than 12 months, (ii) the Officer is, by reason of any
medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than 12 months, receiving income replacement benefits for a period of not less than three
months under an accident and health plan covering employees of the Employer, or (iii) the Officer is determined to be totally disabled by the Social Security Administration. Subject to continuing coverage under applicable benefit plans, and
except as otherwise provided in this Agreement or as may be required by law, if Officer is terminated pursuant to this Section 6(d), Employer’s only remaining financial obligation to Officer under this Agreement will be to pay
Officer (or his beneficiary, as the case may be) (x) the Accrued Obligations and (y) a pro rata bonus for the year in which such termination occurs based on Employer’s actual performance, such bonus to be paid in a single lump sum no
later than March 15th of the calendar year following the calendar year in which the fiscal year in which his Separation from Service from the Employer by reason of Disability or death occurred ended. With respect to the Accrued Obligations,
Employer shall pay any earned but unpaid bonus to the Officer (or his beneficiary, as the case may be) in a single lump sum no later than March 15th of the calendar year following the calendar year in which the fiscal year in which the bonus
was earned ended, and pay all other Accrued Obligations to the Officer no later than 90 days following his Separation from Service from the Employer by reason of death or Disability (or at such earlier date as applicable law requires). 

(e) Effect of Termination. Except as otherwise provided for in this Agreement, upon termination of this Agreement, all rights and
obligations under this Agreement will cease except for the rights and obligations under Sections 4 and 5 to the extent Officer has not been compensated or reimbursed for services performed prior to termination or has not been paid
vacation and reimbursable travel and entertainment expenses accrued through the termination date (the amount of compensation to be prorated for the portion of the pay period prior to termination); the rights and obligations under Sections 7,
8 and 9; and all procedural and remedial provisions of this Agreement. A termination of this Agreement will constitute a termination of Officer’s employment with Employer. 

(f) Separation from Service. Any termination of employment triggering payment of benefits under this Section 6 must
constitute a Separation from Service within the meaning of Treas. Reg. § 1.409A-1(h) (a “Separation from Service”) before distribution of such benefits can commence. For purposes of clarification, this paragraph shall not
cause any forfeiture of benefits on the part of the Officer, but shall only act as a delay until such time as a Separation from Service occurs. 

(g) Certain Delayed Payments. If any amount to be paid to Officer pursuant to this Section 6 as a result of Officer’s
termination of employment is “deferred compensation” subject to Section 409A of the Code and the rules and regulations thereunder and if the Officer is a “Specified Employee” (as defined under Section 409A) as of the
date of Officer’s termination of employment hereunder, then, to the extent necessary to avoid the imposition of excise taxes or 

  
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other penalties under Section 409A of the Code, the payment of benefits, if any, scheduled to be paid by the Employer to Officer hereunder during the first six (6) month period
following the date of a termination of employment hereunder shall not be paid until the date which is the first business day following the six-month anniversary of Officer’s termination of employment for any reason other than death. Any
deferred compensation payments delayed in accordance with the terms of this paragraph shall be paid in a lump sum when paid. 
 7.
Protection of Confidential Information/Non-Competition/Non-Solicitation. 
 (a) Officer will not at any time (whether
during or after Officer’s employment with Employer), other than in the ordinary course of performing services for Employer, (x) retain or use for the benefit, purposes or account of Officer or any other person, firm, partnership, joint
venture, association, corporation or other business organization, entity or enterprise whatsoever (“Person”); or (y) disclose, divulge, reveal, communicate, share, transfer or provide access to any Person outside Employer
(other than its professional advisers who are bound by confidentiality obligations), any non-public, proprietary or confidential information obtained by Officer in connection with the commencement of Officer’s employment with Employer or at any
time thereafter during the course of Officer’s employment with Employer — including without limitation trade secrets, know-how, research and development, software, databases, inventions, processes, formulae, technology, designs and other
intellectual property, information concerning finances, investments, profits, pricing, costs, products, services, vendors, customers, clients, partners, investors, personnel, compensation, recruiting, training, advertising, sales, marketing,
promotions, government and regulatory activities and approvals — concerning the past, current or future business, activities and operations of Employer and/or any third party that has disclosed or provided any of the same to Employer on a
confidential basis (provided that with respect to such third party Officer knows or reasonably should have known that the third party provided it to Employer on a confidential basis) (“Confidential Information”) without the prior
written authorization of the Board; provided, however, that in any event Officer shall be permitted to disclose any Confidential Information reasonably necessary (i) to perform Officer’s duties while employed with Employer or
(ii) in connection with any litigation or arbitration involving this or any other agreement entered into between Officer and Employer before, on or after the date of this Agreement in connection with any action or proceeding in respect thereof.

 (b) “Confidential Information” shall not include any information that is (A) generally known to the industry or the
public other than as a result of Officer’s breach of this covenant or any breach of other confidentiality obligations by third parties to the extent the Officer knows or reasonably should have known of such breach by such third parties;
(B) made legitimately available to Officer by a third party (unless Officer knows or reasonably should have known that such third party has breached any confidentiality obligation); or (C) required by law or by any court, arbitrator,
mediator or administrative or legislative body (including any committee thereof) with actual or apparent jurisdiction to order Officer to disclose or make accessible any information; provided that, with respect to clause (C) Officer,
except as otherwise prohibited by law or regulation, shall give prompt written notice to Employer of such requirement, disclose no more information than is so required, and shall reasonably cooperate with any attempts by Employer, at its sole cost,
to obtain a protective order or similar treatment prior to making such disclosure. 

  
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 (c) Except as required by law or otherwise set forth in Section 7(b) above, or unless
or until publicly disclosed by Employer, Officer will not disclose to anyone, other than Officer’s immediate family and legal, tax or financial advisors, the material provisions of this Agreement; provided that Officer may disclose the
provisions of this Agreement (A) to any prospective future employer provided they agree to maintain the confidentiality of such terms or (B) in connection with any litigation or arbitration involving this Agreement. 

(d) Upon termination of Officer’s employment with Employer for any reason. Officer shall (A) cease and not thereafter commence use
of any Confidential Information or intellectual property (including without limitation, any patent, invention, copyright, trade secret, trademark, trade name, logo, domain name or other source indicator) if such property is owned or used by
Employer; (B) immediately destroy, delete, or return to Employer, at Employer’s option, all originals and copies in any form or ‘medium (including memoranda, books, papers, plans, computer files, letters and other data) in
Officer’s possession or control (including any of the foregoing stored or located in Officer’s office, home, laptop or other computer, whether or not Employer property) that contain Confidential Information or otherwise relate to the
business of Employer, except that Officer may retain only those portions of any personal notes, notebooks and diaries that do not contain Confidential Information; and (C) notify and fully cooperate with Employer regarding the delivery or
destruction of any other Confidential Information of which Officer is or becomes aware to the extent such information is in Officer’s possession or control. Notwithstanding anything elsewhere to the contrary, Officer shall be entitled to retain
(and not destroy) information showing Officer’s compensation or relating to reimbursement of expenses that Officer reasonably believes is necessary for tax purposes and copies of plans, programs, policies and arrangements of, or other
agreements with, Employer addressing Officer’s compensation or employment or termination thereof. 
 (e) During the term of
Officer’s employment and during the two (2) years immediately following (x) the date of any termination of Officer’s employment with Employer by Employer with or without Cause and (y) if earlier than the date referenced in
clause (x) hereof, the date that notice is given by Officer to Employer of Officer’s resignation from Employer for any reason (other than due to Officer’s death) (such period, the “Restricted Period”), Officer will
not, directly or indirectly: 
 (A) engage in any business that competes, wholly or in part, as of the Relevant Date (as
defined below), in the provision or sale of acquired brain injury services, therapeutic foster care, other foster care or other home or community-based healthcare, therapy, counseling or other educational or human services to people with special
needs, or any other business that Employer is actively conducting or is actively considering conducting at the time of Officer’s termination of employment (so long as Officer knows or reasonably should have known about such plan(s)), in each
case anywhere in the United States (a “Competitive Business”); 
 (B) enter the employ of, or render any
services to, any Person (or any division or controlled or controlling affiliate of any Person) who or which is a Competitive Business as of the date Officer enters such employment or renders such services; or 

  
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 (C) acquire a financial interest in, or otherwise become actively involved with,
any Competitive Business which is a Competitive Business as of the date of such acquisition or involvement, directly or indirectly, as an individual, partner, shareholder, officer, director, principal, agent, trustee or officer. 

(f) Notwithstanding the provisions of Section 7(e)(A), (B) or (C) above, nothing contained in Section
7(e) shall prohibit Officer from (A) investing, as a passive investor, in any publicly held company provided that Officer’s beneficial ownership of any class of such publicly held company’s securities does not exceed one percent
(1%) of the outstanding securities of such class, (B) entering the employ of any academic institution or governmental or regulatory instrumentality of any country or any domestic or foreign state, county, city or political subdivision, or
(C) providing services to a subsidiary or affiliate of an entity that controls a separate subsidiary or affiliate that is a Competitive Business, so long as the subsidiary or affiliate for which Officer may be providing services is not itself a
Competitive Business and Officer is not, as an Officer of such subsidiary or affiliate, engaging in activities that would otherwise cause such subsidiary or affiliate to be deemed a Competitive Business. 

(g) During the Restricted Period, Officer will not, whether on Officer’s own 

behalf or on behalf of or in conjunction with any Person, directly or indirectly solicit or assist in soliciting the business of, in all such
cases determined as of the Relevant Date (collectively, the “Clients”): 
 (A) with whom Officer had
personal contact or dealings on behalf of Employer during the one-year period immediately preceding Officer’s termination of employment; 

(B) with whom employees of Employer reporting to Officer have had personal contact on behalf of Employer and about such
contacts the Officer was aware during the one-year period immediately preceding the Officer’s termination of employment; or 

(C) with whom Officer had direct or indirect responsibility during the one-year period immediately preceding Officer’s
termination of employment. 
 For purposes of this Section 7, the term “Relevant Date” shall mean, during the
term of Officer’s employment, any date falling during such time, and, for the period of time during the Restricted Period that falls after the date of any termination of Officer’s employment with Employer, the effective date of termination
of Officer’s employment with Employer. 
 (h) Non-Interference with Business Relationships. During the Restricted Period,
Officer will not interfere with, or attempt to interfere with, business relationships (whether formed before, on or after the date of this Agreement) between Employer, on the one hand, and any Client, customers, suppliers, partners, of Employer, on
the other hand, in any such case determined as of the Relevant Date. 
 (i) During the term of Officer’s employment and during the
Restricted Period, Officer will not, whether on Officer’s own behalf or on behalf of or in conjunction with any Person, directly or indirectly (other than in the ordinary course of Officer’s employment with Employer on Employer’s
behalf): 
 (A) solicit or encourage any employee of Employer to leave the employment of Employer; or 

  
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 (B) hire any such employee who was employed by Employer as of the date of
Officer’s termination of employment with Employer or who left the employment of Employer coincident with, or within one year prior to or after, the termination of Officer’s employment with Employer; or 

(C) solicit or encourage to cease to work with Employer any Officer that Officer knows, or reasonably should have known, is
then under contract with Employer. 
 (j) Employer may, with the prior written consent of the chair of the Compensation Committee of
Employer, waive compliance with one or more of the covenants of Officer set forth in this Section 7 for the purpose of facilitating the negotiation of the acquisition of Employer by a third party. Such a waiver must be made in writing
and executed by Employer and the chair of the Compensation Committee of Employer, and shall be effective only with respect to the acts specifically described therein. 

It is expressly understood and agreed that although Officer and Employer consider the restrictions contained in this Section 7 to
be reasonable, if a final judicial determination is made by a court of competent jurisdiction that the time or territory or any other restriction contained in this Agreement is an unenforceable restriction against Officer, the provisions of this
Agreement shall not be rendered void but shall be deemed amended to apply as to such maximum time and territory and to such maximum extent as such court may judicially determine or indicate to be enforceable (provided that in no event shall any such
amendment broaden the time period or scope of any restriction herein). Alternatively, if any court of competent jurisdiction finds that any restriction contained in this Agreement is unenforceable, and such restriction cannot be amended so as to
make it enforceable, such finding shall not affect the enforceability of any of the other restrictions contained herein. 
 8.
Intellectual Property. 
 (a) If Officer has created, invented, designed, developed, contributed to or improved any inventions,
intellectual property, discoveries, copyrightable subject matters or other similar work of intellectual property (including without limitation, research, reports, software, databases, systems or applications, presentations, textual works, content,
or audiovisual materials) (“Works”), either alone or with third parties, prior to or during Officer’s prior and current employment with Employer, that are in connection with such employment (“Prior Works”), to
the extent Officer has retained or does retain any right in such Prior Work, Officer hereby grants Employer a perpetual, non-exclusive, royalty-free, worldwide, assignable, sublicensable license under all rights and intellectual property rights
(including rights under patent, industrial property, copyright, trademark, trade secret, unfair competition and related laws) therein to the extent of Officer’s rights in such Prior Work for all purposes in connection with Employer’s
current and future business. 

  
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 (b) If Officer creates, invents, designs, develops, contributes to or improves any Works, either
alone or with third parties, at any time during Officer’s employment by Employer and within the scope of such employment and/or with the use of any Employer resources (“Company Works”), Officer shall promptly and fully disclose
same to Employer and hereby irrevocably assigns, transfers and conveys, to the maximum extent permitted by applicable law, and at Employer’s sole expense, all rights and intellectual property rights therein (including rights under patent,
industrial property, copyright, trademark, trade secret, unfair competition and related laws) to Employer to the extent ownership of any such rights does not vest originally in Employer. 

(c) Officer agrees to keep and maintain adequate and current written records (in the form of notes, sketches, drawings, and any other form or
media requested by Employer) of all Company Works. The records will be available to and remain the sole property and intellectual property of Employer at all times. 

(d) Officer shall take all requested actions and execute all requested documents (including any licenses or assignments required by a
government contract) at Employer’s expense (but without further remuneration) to assist Employer in validating, maintaining, protecting, enforcing, perfecting, recording, patenting or registering any of Employer’s rights in the Prior Works
and Company Works as set forth in this Section 8. If Employer is unable for any other reason to secure Officer’s signature on any document for this purpose, then Officer hereby irrevocably designates and appoints Employer and its
duly authorized officers and agents as Officer’s agent and attorney in fact, to act for and in Officer’s behalf and stead to execute any documents and to do all other lawfully permitted acts in connection with the foregoing. 

(e) Except as may otherwise be required under Section 4(a) above, Officer shall not improperly use for the benefit of, bring to
any premises of, divulge, disclose, communicate, reveal, transfer or provide access to, or share with Employer any confidential, proprietary or non-public information or intellectual property relating to a former employer or other third party which
Officer knows or reasonably should have known is confidential, proprietary or non-public information or intellectual property of such third party without the prior written permission of such third party. Officer hereby indemnifies, holds harmless
and agrees to defend Employer and its officers, directors, partners, Officers, agents and representatives from any breach of the foregoing covenant. Officer shall comply with all relevant policies and guidelines of Employer, including regarding the
protection of confidential information and intellectual property and potential conflicts of interest. Officer acknowledges that Employer may amend any such policies and guidelines from time to time, and that Officer remains at all times bound by
their most current version. 
 9. Property of Employer. Officer agrees that, upon the termination of Officer’s employment with
Employer, Officer will immediately surrender to Employer all property, equipment, funds, lists, books, records and other materials of Employer or its controlled subsidiaries or affiliates in the possession of or provided to Officer, provided,
however, Officer shall be entitled to retain individualized bound volumes of transaction documents in which Officer provided services. 

  
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 10. Governing Law. This Agreement and all issues relating to the validity, interpretation
and performance will be governed by and interpreted under the laws of the Commonwealth of Massachusetts. 
 11. Remedies. Officer
acknowledges and agrees that in the course of Officer’s employment with Employer, Officer will be provided with access to Confidential Information, and will be provided with the opportunity to develop relationships with clients, prospective
clients, employees and other agents of Employer, and Officer further acknowledges that such confidential information and relationships are extremely valuable assets of Employer in which Employer has invested and will continue to invest substantial
time, effort and expense. Accordingly, Officer acknowledges and agrees that Employer’s remedies at law for a breach or threatened breach of any of the provisions of Section 7, 8 or 9 would be inadequate and, in recognition of this
fact, Officer agrees that, in the event of such a breach or threatened breach, in addition to any remedies at law, Employer, without posting any bond, shall be entitled to cease making any payments or providing any benefit otherwise required to be
paid or provided by Employer (other than any vested benefits under any retirement plan or as may otherwise be required by applicable law to be provided) and seek equitable relief in the form of specific performance, temporary restraining order,
temporary or permanent injunction or any other equitable remedy which may then be available; provided, however, that if it is subsequently determined in a final and binding arbitration or litigation that Officer did not breach any such
provision, Employer will promptly pay any payments or provide any benefits, which Employer may have ceased to pay when originally due and payable, plus an additional amount equal to interest (calculated based on the applicable federal rate for the
month in which such final determination is made) accrued on the applicable payment or the amount of the benefit, as applicable, beginning from the date such payment or benefit was originally due and payable through the day preceding the date on
which such payment or benefit is ultimately paid hereunder. 
 12. Arbitration. Except for an action for injunctive relief as
described in Section 11, any disputes or controversies arising under this Agreement will be settled by arbitration in Boston, Massachusetts in accordance with the rules of the American Arbitration Association relating to the arbitration
of employment disputes. The determination and finding of such arbitrators will be final and binding on all parties and may be enforced, if necessary, in any court of competent jurisdiction. 

13. D&O Policy/Indemnification. Employer agrees to maintain a Directors and Officers Liability Policy covering Officer to the
fullest extent permitted by Delaware law unless such policy increases in cost to an amount that is more than three times the amount that Employer pays as of the date of this Agreement. That certain Indemnification Agreement, dated as of
December 5, 2008, by and between Officer and Employer remains in full force and effect. 
 14. Notices. Any notice or request
required or permitted to be given to any party will be given in writing and, excepting personal delivery, will be given at the address set forth below or at such other address as such party may designate by written notice to the other party to this
Agreement: 
 If to Employer: 

National Mentor Holdings, Inc. 

Vestar Capital Partners 
 245 Park
Avenue, 41st Floor 
 New York, NY 10167 

Attn: General Counsel 
 Telecopy:
(212) 808-4922 
 Email: sdellarocca@VestarCapital.com 

  
 12 

 with a copy to: 

National Mentor Holdings, Inc. 

313 Congress Street 
 Boston, MA
02210 
 Attn: Chief Legal Officer 

Telecopy: (617) 790-4271 

Email: linda.derenzo@thementornetwork.com 

If to the Officer: 
 To the most
recent address on file with Employer for the Officer. 
 Each notice given in accordance with this Section will be deemed to have been given, if personally
delivered, on the date personally delivered; if delivered by facsimile transmission or electronic mail, when sent and confirmation of receipt is received; or, if mailed, on the third day following the day on which it is deposited in the United
States mail, certified or registered mail, return receipt requested, with postage prepaid, to the address last given in accordance with this Section. 

15. Headings. The headings of the sections of this Agreement have been inserted for convenience of reference only and should not be
construed or interpreted to restrict or modify any of the terms or provisions of this Agreement. 
 16. Severability. If any
provision of this Agreement is held to be illegal, invalid, or unenforceable under present or future laws effective during the term of this Agreement, such provision will be fully severable and this Agreement and each separate provision will be
construed and enforced as if such illegal, invalid or unenforceable provision had never comprised a part of this Agreement, and the remaining provisions of this Agreement will remain in full force and effect and will not be affected by the illegal,
invalid or unenforceable provision or by its severance from this Agreement. In addition, in lieu of such illegal, invalid or unenforceable provision, there will be added automatically, as a part of this Agreement, a provision as similar in terms to
such illegal, invalid or unenforceable provision as may be possible and legal, valid and enforceable. 
 17. Binding Effect. This
Agreement will be binding upon and shall inure to the benefit of each party and each party’s respective successors, heirs and legal representatives. This 

  
 13 

 
Agreement may not be assigned by Officer to any other person or entity but may be assigned by Employer to any wholly-owned subsidiary or affiliate of Employer or to any successor to or transferee
of all, or any part, of the stock or assets of Employer. 
 18. Entire Agreement. Except as set forth in the immediately following
sentence, this Agreement, embodies the entire agreement and understanding between the parties with respect to the subject matter contained herein and supersedes all prior agreements and understandings, whether written or oral, relating to their
subject matter, unless expressly provided otherwise within such agreements, including but not limited to that certain Amended and Restated Severance and Noncompetition Agreement, dated December 31, 2008 and effective January 1, 2009 (the
“Noncompetition Agreement”). Notwithstanding the foregoing, nothing in this Agreement shall release Officer from any liability for any breach of Sections 3 or 4 of the Noncompetition Agreement occurring prior to the Effective
Date. No amendment or modification of this Agreement will be valid unless made in writing and signed by each of the parties and countersigned by Vestar Capital Partners V, L.P. No representations, inducements or agreements have been made to induce
either Officer or Employer to enter into this Agreement which are not expressly set forth within this Agreement. Officer and Employer acknowledge and agree that Employer’s wholly-owned subsidiaries and affiliates are express third party
beneficiaries of this Agreement. 
 19. Interpretation. The Employer will interpret, construe, and administer the Agreement in a
manner that satisfies the requirements of the Code and other applicable authority issued by the Internal Revenue Service and the U.S. Department of the Treasury. In addition, the parties shall cooperate fully with one another to ensure compliance
with Section 409A of the Code, including, without limitation, adopting amendments to arrangements subject to Section 409A. 
 20.
No Guarantee of Tax Consequences. No person connected with this Agreement, including but not limited to the Employer, or its officers, directors, agents or employees, makes any representation, commitment or guarantee with respect to the
Federal, state or local income, estate and/or gift tax treatment of any benefit paid hereunder including, without limitation, under Section 409A of the Code. 

21. Counterparts. This Agreement may be executed (including by facsimile transmission) in several counterparts, each of which shall be
deemed to be an original but all of which together will constitute one and the same instrument. 
 22. Effective Date of Agreement.
This Agreement shall become effective upon the Effective Date, but only if as of such date Executive is, and since December 16, 2013 continuously has been, employed by Employer. Notwithstanding any implication herein to the contrary, this
Agreement shall automatically be null and void and shall automatically be of no force and effect, and no party hereto shall have any liability hereunder to any other party hereto, upon the termination of Executive’s employment prior to the
Effective Date. 
 [Signatures on next page] 

  
 14 

 IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this 16th day of
December, 2013. 
  

							
	BRUCE F. NARDELLA	 		 	NATIONAL MENTOR HOLDINGS, INC.
				
	  
	 		 	By:	 	  

		 		 	Name:	 	Edward M. Murphy
		 		 	Title:	 	Chief Executive Officer

  
 15EX-10.31

 Exhibit 10.31 

The MENTOR Network 

Human Services and Corporate Management Incentive Compensation Plan 

Fourth Amendment and Restatement 

dated December 16, 2013 

Effective October 1, 2013 

 Table of Contents 

 

					
	 Purpose of Plan
	  	 	1	  
	 Eligibility
	  	 	1	  
	 Definitions
	  	 	1	  
	 Minimum Threshold Requirement
	  	 	3	  
	 Weighting of Performance Criteria
	  	 	3	  
	 Calculation of Incentive Payouts
	  	 	3	  
	 Calculating the Potential Payout
	  	 	4	  
	 Applying Quality of Services or Work Rating to the Potential Payout
	  	 	4	  
	 Discretionary Incentive Compensation
	  	 	6	  
	 Distribution of 3% Discretionary Pool
	  	 	6	  
	 Discretionary Divestitures
	  	 	6	  
	 In the Event that Calculated Payouts Exceed Funds Available to Pay Incentive Compensation
	  	 	6	  
	 Administration
	  	 	7	  
	 Plan Changes
	  	 	7	  
	 Management of Financial Goals
	  	 	7	  
	 Incentive Compensation Payouts
	  	 	7	  
	 Approval of New Plan Entrants
	  	 	7	  
	 Participant Termination Provisions
	  	 	8	  
	 Terminations Without Cause and Voluntary Terminations
	  	 	8	  
	 Involuntary Terminations for Cause
	  	 	8	  
	 Retirement and Death
	  	 	8	  
	 Special Provisions Relating to Position and Status Changes
	  	 	8	  
	 Promotions and Job Transfers
	  	 	8	  
	 Interruptions in Work
	  	 	9	  
	 Plan Year and Effective Date
	  	 	9	  
	 Plan Amendments
	  	 	9	  
	 Exhibit A: Eligibility, Target IC Opportunity, and Weighting for Management Positions
	  	 	10	  
	 Exhibit B: Target IC Opportunity and Weighting for Executive Officer Positions
	  	 	11	  
	 Annex 1: Performance Scales
	  	 	13	  
	 Annex 2: Sample Incentive Compensation Calculation
	  	 	14	  

  
 ii 

 Purpose of Plan 

The purpose of The MENTOR Network Human Services and Corporate Management Incentive Compensation Plan (the “Plan”) is to provide executives,
management and other employees in designated key positions with the opportunity to receive an annual cash incentive award for achieving performance goals that align with the business goals of The MENTOR Network (“The Network”). 

Eligibility 
 Eligibility for participation in the Plan is
limited to employees in the Human Services operating groups and certain other management positions, specifically: (i) Executive Officers (as such term is defined under the Securities Exchange Act of 1934, as amended) and other employees whose
positions are listed on Exhibit B and (ii) employees whose positions are listed on Exhibit A. However, the President (“President”), the Chief Financial Officer (“CFO”) and the Chief Human Resources Officer
(“CHRO”), acting together, may amend Exhibit A and Exhibit B with respect to positions which are not Executive Officers. Employees are not eligible to participate in the Plan if they are eligible for participation under any other cash
incentive plan of The Network, with the exception of discretionary bonuses available to participants in the Mergers and Acquisitions Bonus Plan and additional plans as may be specifically approved by the President, CFO and CHRO from time to time.

 Definitions 
 3% Discretionary Pool.
The “3% Discretionary Pool” is a discretionary pool budgeted each fiscal year as three percent of the total budgeted incentive compensation. The actual pool amount is equal to three percent of the sum of the Potential Payouts
for all of the participants in the Plan. The discretionary pool may be used to increase incentive compensation payouts for participants whose calculated Potential Payout adjusted for quality of services/work rating may not adequately reflect their
performance; for example, to a high performer within a state or other organizational unit that does not perform well. Awards from the 3% Discretionary Pool are made at the sole discretion of the Chief Executive Officer (“CEO”), other than
awards to Executive Officers, which must also be approved by the Compensation Committee. 
 Adjusted EBITDA. Earnings before
interest, taxes, depreciation and amortization, with adjustments, as reported to The Network’s equity sponsor.  
 Adjusted EBITDA/CTO.
Adjusted EBITDA, CTO or both, as applicable to a particular participant. Adjusted EBITDA/CTO excludes new start investments under immunity and acquisitions other than tuck-ins (as determined by the CEO). 

  
 1 

 Adjusted EBITDA/CTO Performance Level. Actual Adjusted EBITDA/CTO divided by planned (or budgeted)
Adjusted EBITDA/CTO as applicable to a given participant, expressed as a percentage. 
 CTO. “CTO” means contribution to overhead
for a given organizational unit within The Network. 
 DSO. “DSO” means days sales outstanding. It is a measure of the average number of days that
it takes to collect revenue after a sale has been made. 
 DSO Modifier. “DSO Modifier” means the percentage amount by which a Potential Payout
will be increased or decreased based on the actual DSO achieved as of the last day of the fiscal year compared to the target DSO set by the CEO, in consultation with the CFO and the applicable Operating Group President and Functional Head. 

IC Payout Level. The percentage incentive compensation payout that is associated with actual Adjusted EBITDA/CTO and Revenue performance
achieved against plan, as shown on the applicable Performance Scale in Annex 1. A given Performance Level corresponds to an IC Payout Level, ranging from 50.0% to 150.0%, which is factored into the Potential Payout calculation. For Network Adjusted
EBITDA/CTO and Revenue, the Performance Level scale ranges from 92.5% to 107.5%. For Human Services organizational unit Adjusted EBITDA/CTO and Revenue, the Performance Level scale ranges from 92.5% to 104.0%. In cases where actual Adjusted
EBITDA/CTO and/or Revenue performance falls between two performance points in the Performance Scale table, the IC Payout Level used for the Potential Payout calculation will fall proportionately between the two IC Payout Level percentages in the
table. 
 Potential Payout. A participant’s “Potential Payout” is the amount of incentive compensation potentially payable to a
participant based on Network and/or organizational unit performance, before reduction of up to 50 percent based on quality of services and/or quality of work, as determined by the participant’s supervisor, and before application of the DSO
Modifier (if applicable). 
 Reallocation Pool. Unallocated (or forfeited) incentive compensation as a result of unsatisfactory quality of
services/work, which forms a pool of residual dollars for potential reallocation by the applicable Operating Group President or Functional Head. 

Revenue. As measured in The Network’s financial statements, excluding new start investments under immunity and acquisitions other than
tuck-ins (as determined by the CEO). 
 Revenue Performance Level. Actual Revenue achieved for the fiscal year divided by planned (or
budgeted) Revenue for that year, expressed as a percentage. 
 Target IC Opportunity. The amount a given participant may earn under the Plan
if the applicable planned (or budgeted) financial targets are achieved and the participant receives a satisfactory rating for quality of services/work. This amount is calculated by multiplying the participant’s annual salary by the applicable
Target IC% shown in Exhibit A or Exhibit B. A 

  
 2 

 
participant’s “Target IC Opportunity” is based on the participant’s level of responsibility for and impact on The Network’s business goals. Refer to Exhibit A for
management and other key positions, and to Exhibit B for Executive Officers and others. 
 Minimum Threshold Requirement 

The minimum actual performance level required for a participant to receive incentive compensation is 92.5 percent of the planned Adjusted EBITDA/CTO target
goal for The Network or an organizational unit, whichever is applicable to the participant. If the minimum threshold requirement is not met, the participant will not receive any incentive compensation unless the participant is awarded discretionary
incentive compensation. 
 In the case of participants whose incentive compensation is based on both The Network’s and an organizational unit’s
performance, the minimum threshold requirement applies separately to each. That is, if The Network does not achieve the minimum threshold, then the participant will not receive the portion of the incentive compensation based on The Network’s
performance. Similarly, if the organizational unit does not achieve the minimum threshold, then the participant will not receive the portion of incentive compensation based on the organizational unit’s performance. 

Weighting of Performance Criteria 
 For purposes of
calculating a participant’s incentive compensation, weighting between The Network’s and organizational unit’s Adjusted EBITDA/CTO and Revenue performance is determined according to a participant’s position, as set out on Exhibits
A and B. 
 For purposes of calculating a participant’s incentive compensation, the weighting between Revenue and Adjusted EBITDA and/or CTO is
determined each year by the Compensation Committee. 
 Calculation of Incentive Payouts 

Plan participants are eligible to receive incentive compensation based on The Network’s and/or their organizational unit’s EBITDA/CTO and revenue
performance and their quality of services/work and for certain participants, DSO performance. The principle steps for calculating a participant’s incentive compensation payout are as follows: 

 

	1.	Calculate the participant’s Potential Payout. 

  

	2.	 Determine the participant’s rating for quality of services/work, then calculate the portion of the Potential Payout that will be paid to the
participant based on the results. If participant achieves a satisfactory rating (100 percent) for quality of services/work (including workforce management and employee engagement), then the participant’s payout will equal the

  
 3 

	 	
Potential Payout calculated in Step 1. However, if the participant’s rating is less than satisfactory (that is, less than 100 percent), the Potential Payout calculated in Step 1 will be
reduced by as much as 50 percent. 

  

	3.	If the participant’s position is listed on Exhibit C, then such participant’s Potential Payout may be adjusted further based on the DSO performance level achieved by the applicable organizational unit for the
fiscal year then ended. 

  

	4.	If applicable, add discretionary incentive compensation to the amount calculated in Step 1 and Step 3 (if applicable) above. Discretionary incentive compensation may be added from the Reallocation Pool and/or the
3% Discretionary Pool. 

 Calculating the Potential Payout 

To calculate a participant’s Potential Payout described in Step 1 above, the following steps apply: 

 

	1.	Determine if the Adjusted EBITDA/CTO Performance Level meets the minimum threshold requirement (i.e., 92.5 percent of planned performance). 

If the Adjusted EBITDA/CTO Performance Level does not meet the minimum threshold requirement, then the participant’s Potential Payout is
zero. If the minimum threshold requirement is met, then proceed to the next step. 
  

	2.	Determine the IC Payout Level associated with the EBITDA/CTO Performance Level determined in Step 1 using the Performance Scale set out on Annex 1. 

 

	3.	Calculate the portion of the participant’s Potential Payout attributable to Adjusted EBITDA/CTO performance by multiplying the participant’s Target Incentive Compensation by the applicable weighting, as
determined by the Compensation Committee for that fiscal year, and then by the IC Payout Level determined in Step 2. 

  

	4.	Determine the Revenue Performance Level for The Network and/or the organizational unit, whichever is applicable to the participant, and then determine the IC Payout Level associated with the Revenue Performance Level
using the Performance Scale set out on Annex 1. 

  

	5.	Calculate the portion of the participant’s Potential Payout attributable to Revenue performance by multiplying the participant’s Target Incentive Compensation by the applicable weighting, as determined by the
Compensation Committee for that fiscal year, and then by the IC Payout Level determined in Step 4. 

  

	6.	Sum the amounts calculated in Steps 3 and 5 to obtain the Potential Payout. 

 Applying
Quality of Services or Work Rating to the Potential Payout 
 7. When quality of services or work score is satisfactory or better (a score of
100 percent), the Potential Payout is unaffected. When quality is assessed as less than satisfactory (a score of less than 100 percent), the Potential Payout is modified. Human Services positions that are set

  
 4 

 
forth on Exhibit A are rated based on quality of services of the participant’s applicable organizational unit, including factors such as licensure issues and restrictions, workforce
management and employee engagement. Other positions (as set forth on Exhibits A and B) are rated based on an individual participant’s quality of work, including factors such as quality of management, employee engagement, achievement of assigned
goals, completion of assigned projects, and contributions to the achievement of departmental or company goals. A participant’s ratings must be certified by the participant’s supervisor and: (i) the Operating Group President for a Vice
President of Operations; (ii) the Vice President of Operations, for all other Operations positions; (iii) the functional head, or chief, of a corporate function (the “Functional Head”), for corporate positions. The Executive
Chairman and CEO will certify quality ratings for the Executive Officers reporting to each of them, respectively, and the Compensation Committee will approve and certify the quality rating for the Executive Chairman and CEO. 

8. The participant’s supervisor will assign a percentage score ranging from 0 percent to 100 percent, where 100 percent
represents a satisfactory quality rating (and a deduction of 0) and 0 percent represents the lowest possible quality rating (and a deduction of 50 percent). 

9. If the participant’s rating is satisfactory (100 percent), then the percentage score is multiplied by the Potential Payout,
resulting in no decrease in a participant’s potential payout. If a participant’s rating is less than satisfactory (or less than 100 percent), then the following calculation must occur: 

 

			
	Step A	  	Subtract 100% from the participant’s rating percentage (“Step A Amount”)
	Step B	  	Multiply the Step A Amount by 50% (“Step B Amount”)
	Step C	  	Multiply the Potential Payout by the Step B Amount (the “Step C Amount”)
	Step D	  	Subtract the Potential Payout from the Step C Amount

 10. If the participant’s rating is less than satisfactory, the Quality Modifier (as determined above) will
yield a calculation of an individual’s incentive compensation ranging from 50 percent to 100 percent of the Potential Payout as initially calculated. 

Applying the DSO Modifier 
 To calculate
the amount of a participant’s awarded payout if such participant is subject to the DSO Modifier described in “Calculation of Incentive Payouts” above, the following steps apply: 

11. Review Exhibit C and determine if the participant holds a position for which DSO performance will be taken into account and the
organizational level at which DSO performance will be evaluated. If the participant is not subject to the DSO Modifier, then the participant’s payout will be equal to the Potential Payout adjusted for quality of service or work as calculated in
Steps 1 through 10 above. If the participant is subject to the DSO Modifier, then proceed to the next step. 

  
 5 

 12. Determine the DSO Modifier associated with the DSO performance level achieved by the
organizational unit using the performance scale set out on Annex 2. 
 13. Multiply the DSO Modifier by the Potential Payout adjusted for
quality of services or work calculated in Steps 1 through 10 above. In no event shall a participant’s Potential Payout be decreased or increased by more than 10% of the amount of the Potential Payout as a result of the application of the DSO
Modifier. 
 For an example of an incentive compensation payout calculation, refer to Annex 3. 

Discretionary Incentive Compensation 
 In
cases where a participant’s performance may not be adequately rewarded by the calculations above, additional compensation may be awarded from the 3% Discretionary Pool, as detailed below, and/or the Reallocation Pool (established when quality
of services/work ratings are less than satisfactory). Awards from the Reallocation Pool will be made in the discretion of the applicable Operating Group President or Functional Head, except for additions to payouts for Executive Officers, whose
additions must be recommended by the CEO and approved by the Compensation Committee. 
 Distribution of 3% Discretionary Pool 

Based on actual Network Adjusted EBITDA and Revenue performance, the planned (or budgeted) 3% Discretionary Pool will be adjusted so that it is
three percent of the total potential pool. The 3% Discretionary Pool shall be available for increases to incentive compensation payouts to any participant, which payouts shall be approved by the CEO, except for additions to payouts for
Executive Officers, whose additions must be recommended by the CEO and approved by the Compensation Committee. 
 Discretionary
Divestitures 
 Notwithstanding the foregoing, if a participant engages in or bears responsibility for exceptionally poor conduct or poor performance
during the fiscal year, he or she may not be entitled to receive any incentive compensation whatsoever, regardless of the Potential Payout calculation and ratings for quality of services/work. The decision to divest a participant will be made by:
(i) the President and the Operating Group President, for Operations positions; (ii) the CEO and Functional Head, for corporate positions; or (iii) the Compensation Committee, for Executive Officers. 

In the Event that Calculated Payouts Exceed 

Funds Available to Pay Incentive Compensation 

In the event that the total calculated incentive payouts, after taking into account any discretionary redistributions of unallocated incentive compensation,
exceed the funds that are available to pay incentive compensation, all payouts will be reduced proportionately based on the funds available. 

  
 6 

 Administration 

Plan Changes 
 The Compensation Committee
must approve the Plan and any changes to the Plan, except that the President, CFO and CHRO, acting together, may amend Exhibit A and/or Exhibit B to the extent such amendments do not relate to Executive Officers. 

Management of Financial Goals 
 For each
fiscal year, the Compensation Committee must approve: 
  

	 	•	 	The Adjusted EBITDA and Revenue performance goals that will be used for measuring Cambridge Operating Group, Redwood Operating Group and Network performance; 

 

	 	•	 	The weighting between Adjusted EBITDA and Revenue that will be used to calculate performance under the Plan; and 

  

	 	•	 	The actual performance results for Cambridge Operating Group, Redwood Operating Group and the Network that will be used as the basis for calculating incentive compensation payouts. 

The CEO, President and CFO must approve actual performance results for organizational units as compared to the budgeted (i.e., planned) goals approved by
management. 
 Incentive Compensation Payouts 

Each fiscal year, the Compensation Committee must approve all incentive compensation payouts for Executive Officers. The CEO and President must approve all
other incentive compensation payouts. If either the CEO or the President is not available to sign approval of the payments, then the CFO or the CHRO may co-sign approval. 

Approval of New Plan Entrants 
 The
Compensation Committee must approve any new Executive Officer entering the plan and the applicable performance weightings and incentive compensation payout opportunities. 

Approval of new entrants other than Executive Officers is based on whether an employee’s position has been approved for plan participation (as set forth
on Exhibit A or Exhibit B). New participants (other than Executive Officers and other than those set forth on Exhibit A or Exhibit B) must be approved for entry into the Plan by the President, CFO and CHRO. 

  
 7 

 Participant Termination Provisions 

Terminations Without Cause and Voluntary Terminations 

Plan participants whose employment is terminated without cause or who terminate employment voluntarily before the actual payment date of incentive
compensation, other than by retirement, will not be eligible for any incentive payout under the Plan, with the exception of specific situations that are approved by the CEO or, in the case of payouts for Executive Officers, approved by the
Compensation Committee. 
 Involuntary Terminations for Cause 

Plan participants whose employment is involuntarily terminated for cause will not be eligible for incentive payouts under the Plan under any circumstances.
“Cause” shall mean any of the following: (i) theft or embezzlement, or attempted theft or embezzlement, of money or property of the Company or any subsidiary, perpetration or attempted perpetration of fraud, or participation in a
fraud or attempted fraud, on the Company or any subsidiary, or any third party, or unauthorized appropriation of, or attempt to misappropriate, any tangible or intangible assets or property of the Company or any subsidiary; (ii) any act or acts
of disloyalty, misconduct, or moral turpitude injurious to the interest, property, operations, or business reputation of the Company or any subsidiary; (iii) material violation of any agreement with the Company or any serious violation of the
Company’s policies, including its Code of Conduct; or (iv) failure or inability (other than by reason of disability) to carry out effectively a participant’s duties and obligations to the Company and its subsidiaries or to participate
effectively and actively in the management of the Company and its subsidiaries, as determined in the reasonable judgment of the CEO or, with respect to the Executive Chairman and/or CEO, the Compensation Committee. 

Retirement and Death 
 Plan participants
whose employment terminates because of retirement or death are eligible to receive an incentive compensation payout. The payout will be calculated based upon actual Network and/or organizational unit performance for the full fiscal year and the
quality rating for the portion of the year that the individual was employed, and the resulting amount prorated for the portion of the year that was worked. Any incentive compensation payout that is earned will be paid at the normal payout date for
all Plan participants. 
 Special Provisions Relating to Position and Status Changes 

Promotions and Job Transfers 
 Plan goals
and payout weightings may be reestablished for an individual participant upon transfer or promotion to a new position. Unless otherwise determined by the CEO, incentive payouts will be calculated based upon the participant’s position and base
salary as of the last day of the fiscal year. 

  
 8 

 Interruptions in Work 

A long-term illness or disability will not affect the eligibility of an employee to participate in the Plan. Actual performance achieved will be evaluated and
the corresponding incentive payout will be prorated based upon the amount of time worked during the performance period. 
 “Disability” shall mean
the inability, due to illness, accident, injury, physical or mental incapacity, or other disability, of any participant to carry out effectively his or her duties and obligations to the Company or to participate effectively and actively in the
management of the Company for a period of at least 90 consecutive days or for shorter periods aggregating at least 90 days (whether or not consecutive) during any 180-day period, as determined in the reasonable judgment of the CEO, or in the case of
an Executive Officer, the Compensation Committee. 
 Special assignments generally will not affect either the target goals or incentive payout, except as
may be reflected in a participant’s performance review rating. However, if the special assignment is of a significant nature or duration, Plan goals may be reestablished and incentive payouts prorated based on the time spent in each position
during the performance period. 
 Plan Year and Effective Date 

The Plan year is the fiscal year, which starts on October 1st and ends on September 30th. The effective date of this amended and restated plan is October 1, 2013. 
 Plan Amendments

 The MENTOR Network reserves the right to amend this Plan at any time, including termination of the Plan, without prior notice to participants. 

  
 9 

 Exhibit A: Eligibility, Target IC Opportunity, and Weighting for Management Positions 

 

													
	Eligible Positions	  	 Target IC%

Opportunity
	 	 	 Network

Weighting
	 	 	 Organizational

Unit Weighting
	 
	 Operations and Filed Management Positions
	  				 				 			
	 Vice President, Operations
	  	 	30	% 	 	 	25	% 	 	 	75	% 
	 Vice President, CFO
	  	 	30	% 	 	 	25	% 	 	 	75	% 
	 Vice President, Field HR
	  	 	30	% 	 	 	25	% 	 	 	75	% 
	 Vice President, Quality Assurance
	  	 	30	% 	 	 	25	% 	 	 	75	% 
	 Senior Executive Director
	  	 	25	% 	 	 	25	% 	 	 	75	% 
	 Executive Director
	  	 	20	% 	 	 	0	% 	 	 	100	% 
	 State Director
	  	 	20	% 	 	 	0	% 	 	 	100	% 
	 HR Director
	  	 	15	% 	 	 	25	% 	 	 	75	% 
	 Operations Director
	  	 	15	% 	 	 	0	% 	 	 	100	% 
	 Area Director
	  	 	10	% 	 	 	0	% 	 	 	100	% 
	 Program Manager II
	  	 	10	% 	 	 	0	% 	 	 	100	% 
	 Senior Business Director
	  	 	20	% 	 	 	25	% 	 	 	75	% 
	 Business Director
	  	 	15	% 	 	 	25	% 	 	 	75	% 
	 Business Manager
	  	 	10	% 	 	 	0	% 	 	 	100	% 
	 State Accounting Manager
	  	 	10	% 	 	 	0	% 	 	 	100	% 
	 Director (Regional level HR & QA)
	  	 	10	% 	 	 	25	% 	 	 	75	% 
				
	 Corporate (all positions at levels indicated below)
	  				 				 			
	 Vice President
	  	 	30	% 	 	 	100	% 	 	 	0	% 
	 Senior Director
	  	 	20	% 	 	 	100	% 	 	 	0	% 
	 Director
	  	 	15	% 	 	 	100	% 	 	 	0	% 
	 Manager
	  	 	10	% 	 	 	100	% 	 	 	0	% 
	 Manager (Designated Field)
	  	 	10	% 	 	 	100	% 	 	 	0	% 

  
 10 

 Exhibit B: Target IC Opportunity and Weighting for Executive Officer Positions 

 

													
	 Position
	  	Target IC Payout
Opportunity	 	 	Network	 	 	Operating Group	 
	 Executive Chairman
	  	 	100	% 	 	 	100	% 	 	 	0	% 
	 CEO
	  	 	100	% 	 	 	100	% 	 	 	0	% 
	 President & CEO
	  	 	100	% 	 	 	100	% 	 	 	0	% 
	 President & COO
	  	 	75	% 	 	 	100	% 	 	 	0	% 
	 Operating Group Presidents
	  	 	50	% 	 	 	25	% 	 	 	75	% 
	 All Other Executive Officers
	  	 	50	% 	 	 	100	% 	 	 	0	% 

  
 11 

 Exhibit C: Individuals Responsible for DSO and Level at Which DSO Measured 

 

			
	 Position
	  	 Level at Which DSO Measured

	The MENTOR Network Human Services and Corporate Management Incentive Compensation Plan
	Executive Chairman of the Board	  	Network
	CEO	  	Network
	President & CEO	  	Network
	President & COO	  	Network
	CFO	  	Network
	CIO	  	Network
	VP, Corporate Finance	  	Network
	Sr. Director, Finance Shared Services	  	Network
	Manager, Accounts Receivable (Finance Shared Services)	  	Based on book of business
	President, Cambridge Operating Group	  	Cambridge Operating Group
	VP, CFO, Cambridge Operating Group	  	Cambridge Operating Group
	President, Redwood Operating Group	  	Redwood Operating Group
	VP, CFO, Redwood Operating Group	  	Redwood Operating Group
	VP, AR/Billing Services	  	Network
		
	VPO	  	Region
	Sr. Executive Director	  	State
	Executive Director	  	State
	State Director	  	State
	Sr. Operations Director	  	State
	Operations Director (if heading up a State)	  	State
	Sr. Business Director	  	Region
	Business Director	  	Region
	Sr. Business Manager	  	State(s)
	Business Manager	  	State

  
 12 

 Annex 1: Performance Scales 
  

																	
	 	  	IC Payout Level Based on Performance	 
	 	  	Network
Performance
Level
(Revenue
and EBITDA)	 	 	IC
Payout
Level	 	 	Human
Services
Performance
Level (Org
Unit
Revenue and
EBITDA/CTO)	 	 	IC
Payout
Level	 
		  	 	107.5	% 	 	 	150.0	% 	 				 			
		  	 	106.0	% 	 	 	140.0	% 	 	 	104.0	% 	 	 	150.0	% 
		  	 	104.5	% 	 	 	130.0	% 	 	 	103.0	% 	 	 	137.5	% 
		  	 	103.0	% 	 	 	120.0	% 	 	 	102.0	% 	 	 	125.0	% 
		  	 	101.5	% 	 	 	110.0	% 	 	 	101.0	% 	 	 	112.5	% 
	 Target (Plan)
	  	 	100.0	% 	 	 	100.0	% 	 	 	100.0	% 	 	 	100.0	% 
		  	 	98.5	% 	 	 	90.0	% 	 	 	98.5	% 	 	 	90.0	% 
		  	 	97.0	% 	 	 	80.0	% 	 	 	97.0	% 	 	 	80.0	% 
		  	 	95.5	% 	 	 	70.0	% 	 	 	95.5	% 	 	 	70.0	% 
		  	 	94.0	% 	 	 	60.0	% 	 	 	94.0	% 	 	 	60.0	% 
		  	 	92.5	% 	 	 	50.0	% 	 	 	92.5	% 	 	 	50.0	% 

  
 13 

 Annex 2: DSO Modifier 
  

					
	 If the DSO performance level achieved is:
	  	Then the modifier equals:	 
	 107.5% or greater
	  	 	–10.0	% 
	 At least 105.0% but less than 107.5%
	  	 	–5.0	% 
	 At least 102.5% but less than 105.0%
	  	 	–2.5	% 
	 At least 97.5% but less than 102.5%
	  	 	0.0	% 
	 At least 95.0% but less than 97.5%
	  	 	2.5	% 
	 At least 92.5% but less than 95.0%
	  	 	5.0	% 
	 Less than 92.5%
	  	 	10.0	% 

  
 14 

 Annex 3: 

Sample Incentive Compensation Calculation 

  
 15 

 Sample Incentive Compensation Calculations 

Example #1: 
  

															
	General Information	 	 	Fiscal Year Results	  	 	 	 	 	 
	 Employee
	  	 	Brown, Jane	  	 	 CTO Performance Level
	  	 	97.00	% 	 			
	 Job Title
	  	 	State Director	  	 	 CTO Payout Level
	  	 	80.00	% 	 			
	 Annual Salary
	  	$	50,000	  	 	 Revenue Performance Level
	  	 	101.00	% 	 			
	 Target IC %
	  	 	15	% 	 	 Revenue Payout Level
	  	 	112.50	% 	 			
	 Target IC $
	  	$	7,500	  	 	 Combined Payout Level
	  	 	96.25	% 	 			
	 Network Weighting
	  	 	0	% 	 	 DSO Actual
	  	 	48 days	  	 			
	 Org Unit Weighting
	  	 	100	% 	 	 DSO Performance Level
	  	 	102.1	% 	 			
	 CTO Weighting
	  	 	50	% 	 	 DSO Modifier
	  	 	0.0	% 	 			
		  				 	 Rating
	  	 	90	% 	 			
	 Revenue Weighting
	  	 	50	% 	 	 IC Payout Calculation
	  				 			
	 DSO Target
	  	 	47 days	  	 	 Potential Payout
	  	$	7,219	  	 			
		  				 	 Payout After Quality Modifier
	  	$	6,497	  	 			
		  				 	 DSO Modifier
	  	$	0	  	 			
		  				 	 Discretionary Awards
	  	$	0	  	 			
		  				 	 IC Payout
	  	$	6,497	  	 			
					
	Example #2:	  				 		  				 			
				
	General Information	 	 	Fiscal Year Results	  	Network	 	 	Org Unit	 
	 Employee
	  	 	Smith, Robert	  	 		  				 			
	 Job Title
	  	 	Business Director	  	 	 CTO Performance Level
	  	 	94.00	% 	 	 	97.00	% 
	 Annual Salary
	  	$	50,000	  	 	 CTO Payout Level
	  	 	60.00	% 	 	 	80.00	% 
	 Target IC %
	  	 	15	% 	 	 Revenue Performance Level
	  	 	101.50	% 	 	 	101.00	% 
	 Target IC $
	  	$	7,500	  	 	 Revenue Payout Level
	  	 	110.00	% 	 	 	112.50	% 
	 Network Weighting
	  	 	25	% 	 	 Combined Payout Level
	  	 	85.00	% 	 	 	96.25	% 
	 Org Unit Weighting
	  	 	75	% 	 	 DSO Actual
	  				 	 	44 days	  
		  				 	 DSO Performance Level
	  				 	 	93.6	% 
	 CTO Weighting
	  	 	50	% 	 	 DSO Modifier
	  				 	 	5.0	% 
	 Revenue Weighting
	  	 	50	% 	 	 Quality Modifier
	  	 	100	% 	 			
	 DSO Target
	  	 	47 days	  	 	 IC Payout Calculation
	  				 			
		  				 	 Potential Payout
	  	$	7,008	  	 			
		  				 	 Payout after Quality Modifier
	  	$	7,008	  	 			
		  				 	 Payout After DSO Modifier
	  	$	7,358	  	 			
		  				 	 Discretionary Awards
	  	$	1,000	  	 			
		  				 	 IC Payout
	  	$	8,358	  	 			

  
 16

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