Document:

Amendment No. 4 to OYO 1997 Key Emp. Stock Option Plan dated February 8, 2005

 Exhibit 4.5 
  

AMENDMENT NO. 4 
 TO 
 OYO GEOSPACE CORPORATION 
 1997 KEY EMPLOYEE
STOCK OPTION PLAN 
  
 Adopted by the Board of Directors February 8,
2005 
  
 This Amendment amends the 1997 OYO Geospace Corporation
Key Employee Stock Option Plan (the “Plan”) as follows: 
  
 Section 4.2 of the Plan is amended to read in its entirety as follows: 
  
 “4.2 Dedicated Shares. The total number of shares of Stock with respect to which Options and Stock Awards may be granted under the Plan shall be
1,125,000. The shares may be treasury shares or authorized but unissued shares. The total number of shares of Stock with respect to which Incentive Options may be granted under the Plan shall not exceed 1,125,000. The total number of shares of Stock
with respect to which Nonqualified Options may be granted under the Plan shall not exceed 1,125,000. The total number of shares of Stock with respect to which Stock Awards may be granted under the Plan shall not exceed 1,125,000. The maximum number
of shares of Stock with respect to which Incentive Options may be granted to any Employee under the Plan during any calendar year is 400,000. The maximum number of shares of Stock with respect to which Nonqualified Options may be granted to any
Employee under the Plan during a calendar year is 400,000. Notwithstanding anything in the preceding two sentences of this Section 4.2 to the contrary, the number of shares of Stock granted to an Employee under the Plan in any calendar year with
respect to Incentive Options and Nonqualified Options may not exceed 400,000 shares in the aggregate. The number of shares stated in this Section 4.2 shall be subject to adjustment in accordance with the provisions of Section 4.5. 
  
 In the event that any outstanding Option or Stock Award shall expire or
terminate for any reason or any Option or Stock Award is surrendered, the shares of Stock allocable to the unexercised portion of the Option or Stock Award may again be subject to an Option or Stock Award under the Plan.”Amendment No. 1 to OYO 1997 Non-Emp. Director Plan dated February 8,2005

 Exhibit 4.7 
  

AMENDMENT NO. 1 
 TO 
 OYO GEOSPACE CORPORATION 
 1997 NON-EMPLOYEE
DIRECTOR PLAN 
  
 Adopted by the Board of Directors February 8,
2005 
  
 This Amendment amends the 1997 OYO Geospace Corporation
Non-Employee Director Plan (the “Plan”) as follows: 
  

	1.	Section 3 of the Plan is amended to read in its entirety as follows: 

  
 “3. Available Shares. The total amount of the Stock with respect to the Options and Stock paid in lieu of the directors’ annual retainers that
may be granted under this Plan shall not exceed in the aggregate 150,000 shares; provided, that the class and aggregate number of shares of Stock which may be granted hereunder shall be subject to adjustment in accordance with the provisions of
Paragraph 18 hereof. Such shares of Stock may be treasury shares of authorized but unissued shares of Stock. In the event that any outstanding Option for any reason shall expire or is terminated or cancelled, the shares of Stock allocable to the
unexercised portion of such Option may again be subject to an Option or Options or Stock issuance under the Plan.” 
  

	2.	Section 14 of the Plan is amended to read in its entirety as follows: 

  
 “14. Issuance of Shares in Lieu of Payment of Retainer. A portion (to be set by the Board of Directors from time to time) of each Eligible
Director’s annual retainer fee for service as a member of the Company’s Board of Directors may be paid in Stock. The shares of Stock to be issued under this Paragraph shall be issued the day following each Annual Meeting of the
stockholders of the Company. The number of shares to be issued under the Paragraph shall be the portion of the annual retainer fee to be paid in shares of Stock divided by the fair market value of the Stock on that date, as determined pursuant to
Paragraph 8 above. No fractional shares shall be issued, but the number of shares shall be rounded up to the nearest whole number.”Citrix Systems, Inc. 2005 Executive Bonus Plan

 Exhibit 10.1 
  
 CITRIX SYSTEMS, INC. 
 2005 EXECUTIVE BONUS PLAN 
  

	I.	PURPOSE 

  
 The purpose of the Citrix Systems, Inc. 2005 Executive Bonus Plan (“Plan”) is to provide to executive officers of Citrix Systems, Inc. (the
“Company”) competitive compensation opportunities that are aligned with and promote the overall financial objectives of the Company and its shareholders. In addition to base salary and long-term equity awards, this will be accomplished
through incentives payable in the form of cash bonuses designed to reward executives for the financial and operational success of the Company. This Plan does not govern the Company’s base salary and long-term equity awards compensation
practices. 
  

	II.	ELIGIBILITY 

  
 Company executives are eligible to participate in the Plan. As of January 1, 2005, the following executives have been approved for participation in the
Plan (the “Participants”): 
  

	 	•	 	PRESIDENT & CEO 

  

	 	•	 	SENIOR VICE PRESIDENT, WORLDWIDE SALES AND CUSTOMER SERVICES

  

	 	•	 	SENIOR VICE PRESIDENT, MARKETING 

  

	 	•	 	SENIOR VICE PRESIDENT, CORPORATE DEVELOPMENT 

  

	 	•	 	VICE PRESIDENT, GENERAL COUNSEL AND SECRETARY 

  

	 	•	 	VICE PRESIDENT AND CHIEF FINANCIAL OFFICER 

  

	 	•	 	VICE PRESIDENT, EMEA 

  
 Other individuals may become Plan Participants during a fiscal year (“New Participants”) provided such an individual is: (1) an executive of the
Company; (2) recommended for participation by the President & CEO; and (3) approved for participation by the Compensation Committee of the Board of Directors (the “Compensation Committee”). 
  

	III.	PLAN ADMINISTRATION 

  
 The Plan will be administered by the President & CEO and the Compensation Committee. 
  

	 	A.	President & CEO Responsibilities. 

  

	 	1.	Recommend new executives for Plan participation. 

  

	 	2.	Develop specific bonus recommendations for all Participants (except the President & CEO) and submit to the Compensation Committee for approval. 

  

	 	3.	Propose performance measures, weightings, and performance levels for the Plan, and changes thereto. 

  

	 	4.	Evaluate actual performance against bonus measures and goals. 

  

	 	5.	Communicate Plan parameters and mechanics to Participants. 

  

	 	B.	Compensation Committee Responsibilities. 

  

	 	1.	Approve new Plan Participants. 

  

	 	2.	Review target bonus awards, including benchmarking to peer group companies 

  

	 	3.	Review bonus measures, goals, and weightings. 

  

	 	4.	Certify achievement of bonus measures. 

  

	 	5.	Review and approve the President & CEO’s bonus recommendations for Participants and develop bonus recommendations for the President & CEO. 

  

	IV.	BONUS STRUCTURE 

  

	 	A.	Performance Period. This Plan will measure and reward performance on an annual basis (January 1 – December 31). 

  

	 	B.	Eligibility. All Plan Participants as of January 1st are eligible to participate in this Plan. New Participants will be eligible to participate in this Plan upon the recommendation of the President & CEO and approval by the Compensation Committee. A New Participant’s bonus
opportunity will be prorated based on the number of full and partial months remaining in the performance period at the time Plan 

 participation is approved. New Participants approved for the Plan may be eligible to receive a bonus
(prorated based on the number of full and partial months remaining in the performance period) for the achievement of individual performance measures, as recommended by the President & CEO and approved by the Compensation Committee. 

 
 C. Performance Measures and Weighting. For all Participants other
than the VP, EMEA, bonus awards are tied solely to the achievement of corporate financial targets (“Financial Targets”). 
  
 For all Participants other than the VP, EMEA, bonus awards under this Plan will be calculated based on the following financial components for purposes of
performance measurement and weightings: 
  

				
	 Financial Component

	  	Weighting

	 
	 Reported Revenue
	  	50	%
	 Product Revenue
	  	20	%
	 EPS
	  	30	%

  
 The bonus award for
the VP, EMEA is tied to the achievement of geo financial targets and individual goals in the following percentages: 
  

				
	 Bonus Award Component

	  	 Bonus Mix
 (as a % of total bonus
 award)

	 
	 Financial Targets
	  	70	%
	 Individual Goals
	  	30	%

  
 Bonus awards for the
VP, EMEA for achievement of the financial targets component under this Plan will be calculated based on the following financial components for purposes of performance measurement and weightings: 
  

				
	 Financial Component

	  	Weighting

	 
	 EMEA Total Bookings
	  	50	%
	 EMEA Product Bookings
	  	20	%
	 EPS
	  	30	%

  
 Bonus awards for the
VP, EMEA for achievement of the individual goals component under this Plan will be determined by the President & CEO. 
  
 Bonus awards are subject to a minimum performance requirement before any award may be earned. The performance requirements are as follows: 
  

	 	(1)	No bonus award will be paid with respect to a financial component category unless the Company achieves 80% of the Financial Target, or geo financial target (as the case may be), for
such category. 

  

	 	(2)	Notwithstanding the achievement of 80% in any financial component category, no bonus award of any kind will be made unless the minimum annual EPS Financial Target is achieved;
provided, however, that for the VP, EMEA, in the event that the annual EPS Financial Target is not achieved, no bonus award for the EPS component will be made. 

  
 For purposes of this Plan, EPS shall be calculated on an adjusted basis that specifically excludes amortization of
intangible assets, write-offs of in-process research and development, charges associated with the expensing of equity-based compensation and other adjustments approved by the Compensation Committee. 
  
 Financial components and weightings will be reviewed periodically throughout
the year to ensure continued alignment with the Company’s business strategy and objectives. Upon the recommendation of the President & CEO and approval of the Compensation Committee, the financial components and weightings may be adjusted
at such time to reflect changes in business priorities. 

	 	D.	Bonus Levels. Target bonus levels for each Participant are established based on competitive practice and Citrix’s compensation philosophy. Target bonus levels payable
under this Plan assume that the Company achieves 100% of its Financial Targets during the Plan period. Target bonus awards under this Plan are as follows: 

  

				
	 Title/Level

	  	Target Bonus
(as a % of base salary)

	 
	 PRESIDENT & CEO
	  	80	%
	 SENIOR VICE PRESIDENT, WORLDWIDE SALES AND
CUSTOMER SERVICES
	  	75	%
	 SENIOR VICE PRESIDENT, MARKETING
	  	55	%
	 SENIOR VICE PRESIDENT, CORPORATE DEVELOPMENT
	  	55	%
	 VICE PRESIDENT, GENERAL COUNSEL AND
SECRETARY
	  	55	%
	 VICE PRESIDENT AND CHIEF FINANCIAL
OFFICER
	  	60	%
	 VICE PRESIDENT, EMEA
	  	65	%

  
 In the event of the
under-achievement by the Company of the Financial Targets, or geo financial target (as the case may be), for each financial component category but subject to the requirements of subsections IV.C (1) and (2) above, bonus awards will be adjusted
downwards from the Plan Participant’s target bonus award as follows: 
  
 For all Participants other than the VP, EMEA: 
  

				
	 Financial Component

	  	 Reduction for each 1%*
Shortfall from
Achievement of 100%
 (as a % of target bonus
award for applicable
financial component)

	 
	 Reported Revenue
	  	6	%
	 Product Revenue
	  	6	%
	 EPS
	  	5	%

	*	Including any fraction of a percent rounded to one decimal place. 

 For VP, EMEA: 
  

				
	 Financial Component

	  	 Reduction for each 1%*
Shortfall from
Achievement of 100%
 (as a % of target bonus
award for applicable
financial component)

	 
	 EMEA Total Bookings
	  	3	%
	 EMEA Product Bookings
	  	3	%
	 EPS
	  	5	%

  
 In the event of the
over-achievement by the Company of the Financial Targets, or geo financial target (as the case may be), for each financial component category, bonus awards will be adjusted upwards but capped at a maximum of 200% of the Plan Participant’s
target bonus award as follows: 
  
 For all Participants other
than the VP, EMEA: 
  

				
	 Financial Component

	  	 Increase for each 1%* in
Excess of Achievement
of 100%
 (as a % of target bonus
award for applicable
financial component)

	 
	 Reported Revenue
	  	10	%
	 Product Revenue
	  	10	%
	 EPS
	  	5	%

  
 For VP, EMEA:

  

				
	 Financial Component

	  	 Increase for each 1%* in
Excess of Achievement
of 100%
 (as a % of target bonus
award for applicable
financial component)

	 
	 EMEA Total Bookings
	  	5	%
	 EMEA Product Bookings
	  	5	%
	 EPS
	  	5	%

  

	 	E.	Bonus Determination. The President & CEO will be responsible for evaluating actual performance against the performance goals and determining the bonus award earned.
Written documentation supporting the President & CEO’s evaluation of performance and calculation of awards will be submitted to the Compensation Committee for review. The Compensation Committee will make all final award determinations.

  

	 	F.	Bonus Payout. For all Participants other than the Senior Vice President, Worldwide Sales and Customer Services and VP, EMEA, if financial performance of all three financial
components is tracking to 100% of each associated Financial Target, then twenty-five percent (25%) of forecasted bonus awards will be paid in cash after June 30. For the Senior Vice President, Worldwide Sales and Customer Services and VP,

	*	Including any fraction of a percent rounded to one decimal place. 

 EMEA, up to twenty-five percent (25%) of targeted bonus awards will be paid quarterly in cash based on
the applicable percentage achieved of each associated Financial Target, or geo financial target (as the case may be), with a reconciliation based on final achievement of Financial Targets, or geo financial target (as the case may be), at year-end.
Subject to approval by the Compensation Committee, the balance of all bonus awards will be paid in cash no later than the first quarter following the conclusion of the fiscal year to which the award relates. 
  

	V.	MISCELLANEOUS PROVISIONS 

  

	 	A.	This Plan is effective as of January 1, 2005 and will continue until the Compensation Committee and/or Board of Directors terminates or amends the Plan. The Compensation Committee
and/or Board of Directors retain the right to amend, alter, or terminate this Plan at any time. The President & CEO and the Compensation Committee retain the right to establish and amend the base salary and long-term equity awards compensation
of the Company’s executives and employees. The Compensation Committee and/or Board of Directors retain the right to make discretionary bonus awards or to amend or alter the Financial Targets and geo financial targets at any time.

  

	 	B.	All decisions made by the Compensation Committee and/or Board of Directors regarding administration and interpretation of the Plan shall be final and binding on all persons,
including the Company and Participants. 

  

	 	C.	Nothing contained in this document shall be deemed to alter the relationship between the Company and a Participant, or the contractual relationship between a Participant and the
Company if there is a written contract regarding such relationship. Furthermore, nothing contained in this document shall be construed to constitute a contract of employment between the Company and a Participant. The Company and each of the
Participants continue to have the right to terminate the employment or service relationship at any time for any reason, except as provided in a written contract.

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