Document:

EX-10.9

 Exhibit 10.9 

NOTE: Execution of this Adoption Agreement creates a legal liability of the Employer with significant tax consequences to the Employer and Participants. Principal
Life Insurance Company disclaims all liability for the legal and tax consequences which result from the elections made by the Employer in this Adoption Agreement. 

Principal Life Insurance Company, Raleigh, NC 27612         

A member of the Principal Financial
Group®                           

THE EXECUTIVE NONQUALIFIED EXCESS PLAN 

ADOPTION AGREEMENT 
 THIS AGREEMENT is the
adoption by Guild Mortgage Company (the “Company”) of the Executive Nonqualified Excess Plan (“Plan”). 
 W I T N E
S S E T H: 
 WHEREAS, the Company desires to adopt the Plan as an unfunded, nonqualified deferred compensation plan; and 

WHEREAS, the provisions of the Plan are intended to comply with the requirements of Section 409A of the Code and the regulations thereunder and
shall apply to amounts subject to section 409A; and 
 WHEREAS, the Company has been advised by Principal Life Insurance Company to obtain legal and
tax advice from its professional advisors before adopting the Plan, 
 NOW, THEREFORE, the Company hereby adopts the Plan in accordance with the terms
and conditions set forth in this Adoption Agreement: 
 ARTICLE I 

Terms used in this Adoption Agreement shall have the same meaning as in the Plan, unless some other meaning is expressly herein set forth. The Employer
hereby represents and warrants that the Plan has been adopted by the Employer upon proper authorization and the Employer hereby elects to adopt the Plan for the benefit of its Participants as referred to in the Plan. By the execution of this
Adoption Agreement, the Employer hereby agrees to be bound by the terms of the Plan. 
 ARTICLE II 

The Employer hereby makes the following designations or elections for the purpose of the Plan: 

 

									
	 2.6      
	  	 Committee: The duties of the Committee set forth in the Plan shall be satisfied by:

					
		  	 XX
	  	     (a)      
	  	 Company
	  	
				
		  	      
	  	     (b)      
	  	 The administrative committee appointed by the Board to serve at the pleasure of the Board.

				
		  	      
	  	     (c)      
	  	 Board.

				
		  	      
	  	     (d)      
	  	 Other (specify):
                                         
           .

  
 Classification: Customer Confidential 

									
	2.8      	  	    Compensation: The “Compensation” of a Participant shall mean all of a Participant’s:
				
		  	               	  	    (a)      	  	    Base salary.
				
		  	               	  	    (b)      	  	    Service Bonus.
					
		  		  		  	               	  	Service Bonus earned from 1/1–12/31, paid on or around first quarter of the following Plan Year.
					
		  		  		  	               	  	Service Bonus earned each calendar month or quarter, paid as soon as administratively possible.
					
		  		  		  	               	  	Service Bonus with no defined earnings period (e.g.: a “spot bonus”)
				
		  	    XX      	  	    (c)      	  	    Performance-Based Compensation earned in a period of 12 months or more.
					
		  		  		  	    XX      	  	Annual Performance (Variable) Compensation earned from 1/1–12/31, paid on or around first quarter the following Plan Year and whose elections must be made no later than 6/30 of the Plan Year it is
earned.
					
		  		  		  	               	  	Performance Based Bonus earned from             , paid on or around
                 the following Plan Year and whose elections must be made no later than          of the Plan Year
it is earned.
				
		  	               	  	    (d)      	  	Commissions.
				
		  	               	  	    (e)      	  	Compensation received as an Independent Contractor reportable on Form 1099.
				
		  	    XX      	  	    (f)      	  	Other: Total Compensation Per Pay Period excluding Annual Performance (Variable) Compensation.
				
		  	    XX      	  	    (g)      	  	Other: An amount equivalent to the 401k refund.
		
	2.9	  	Crediting Date: The Deferred Compensation Account of a Participant shall be credited as follows:
	
	Participant Deferral Credits at the time designated below:
				
		  	    XX      	  	    (a)      	  	On any business day as specified by the Employer.
				
		  	               	  	    (b)      	  	Each pay day as reported by the Employer.
				
		  	               	  	    (c)      	  	The last business day of each payroll period during the Plan Year.
	
	Employer Credits at the time designated below:
				
		  	    XX      	  	    (a)      	  	On any business day as specified by the Employer.

  
 2 

Classification: Customer Confidential 

									
	2.13     	  	    Effective Date:
				
		  	               	  	    (a)      	  	This is a newly established Plan, and the Effective Date of the Plan is
                        .
				
		  	    XX      	  	    (b)      	  	This is an amendment of a plan named Guild Mortgage Company Nonqualified Deferred Compensation Plan dated April 1, 2017 and governing all contributions to the plan through October 31,
2017. The Effective Date of this amended Plan is November 1, 2017.
		
	2.20	  	Normal Retirement Age: The Normal Retirement Age of a Participant shall be:
				
		  	    XX      	  	    (a)      	  	Age 65.
				
		  	               	  	    (b)      	  	The later of age              or the
                 anniversary of the participation commencement date. The participation commencement date is the first day of the first Plan Year in which the
Participant commenced participation in the Plan.
				
		  	               	  	    (c)      	  	Other:
                                         
           .
		
	2.23	  	Participating Employer(s): As of the Effective Date, the following Participating Employer(s) are parties to the Plan:

			
	Name of Employer	  	EIN
		
	            Guild Mortgage Company             	  	            95-2146137                

  

									
	2.26	  	Plan: The name of the Plan is
		
		  	Guild Mortgage Company Nongualified Deferred Compensation Plan
		
	2.28	  	Plan Year: The Plan Year shall end each year on the last day of the month of December.
		
	2.30	  	Seniority Date: The date on which a Participant has:
				
		  	               	  	    (a)      	  	Attained age     .
				
		  	               	  	    (b)      	  	Completed      Years of Service from First Date of Service.
				
		  	               	  	    (c)      	  	Attained age      and completed      Years of Service from First Date of Service.
				
		  	    XX      	  	    (d)      	  	Not applicable–distribution elections for Separation from Service are not based on Seniority Date.

  
 3 

Classification: Customer Confidential 

 4.1         Participant Deferral Credits: Subject to the
limitations in Section 4.1 of the Plan, a Participant may elect to have his Compensation (as selected in Section 2.8 of this Adoption Agreement) deferred within the annual limits below by the following percentage or amount as
designated in writing to the Committee: 
  

													
	            
	 	                
	 	     (a)      
	  	 Base salary:

							
		 		 		  		  	 minimum deferral:
	  	
                   
	 	 %

							
		 		 		  		  	 maximum deferral:
	  	
                   
	 	 %

				
		 	                
	 	     (b)      
	  	 Service Bonus:

							
		 		 		  	                
	  	 Service Bonus.
	  		 	
							
		 		 		  		  	 minimum deferral:
	  	
                   
	 	 %

							
		 		 		  		  	 maximum deferral:
	  	
                   
	 	 %

				
		 	     XX      
	 	     (c)      
	  	 Performance-Based Compensation:

					
		 		 		  	     XX      
	  	 Annual Performance (Variable) Compensation

							
		 		 		  		  	 minimum deferral:
	  	
                   
	 	 %

							
		 		 		  		  	 maximum deferral:
	  	       100*      
	 	 %

				
		 	                
	 	     (d)      
	  	 Commissions:

							
		 		 		  		  	 minimum deferral:
	  	
                   
	 	 %

							
		 		 		  		  	 maximum deferral:
	  	
                   
	 	 %

				
		 	                
	 	     (e)      
	  	 Form 1099 Compensation:

							
		 		 		  		  	 minimum deferral:
	  	
                   
	 	 %

							
		 		 		  		  	 maximum deferral:
	  	
                   
	 	 %

				
		 	     XX      
	 	     (f)      
	  	 Other: Total Compensation excluding Annual Performance (Variable)

							
		 		 		  	 Compensation
	  		  		 	
							
		 		 		  		  	 minimum deferral:
	  	
                   
	 	 %

							
		 		 		  		  	 maximum deferral:
	  	       100*      
	 	 %

				
		 	     XX      
	 	     (g)      
	  	 Other: An amount equivalent to the 401k refund

							
		 		 		  		  	 minimum deferral:
	  	       100*      
	 	 %

							
		 		 		  		  	 maximum deferral:
	  	       100*      
	 	 %

  
 4 

Classification: Customer Confidential 

 *NOTE: Participants earning between $270,000–$1 million will be eligible to defer up
to $50,000 per year from all sources. Participants earning in excess of $1 million as well as Regional and Senior Vice Presidents and above will be eligible to defer up to $100,000 per year from all sources. 

4.1.2       Participant Deferral Credits and Employer Credits – Election Period: Participant elections
regarding Participant Deferral Credits and Employer Credits shall be subject to the following effective periods (one must be selected): 
  

											
		  	                
	  	     (a)      
	  	Evergreen election. An election made by the Participant shall continue in effect for subsequent years until modified by the Participant as permitted in Section 4.1 and Section 4.2. (This
option is not permitted if source year accounts are elected in Section 5.1.)
				
		  	     XX      
	  	     (b)      
	  	Non-Evergreen election. Any election made by the Participant shall only remain in effect for the current election period and will then expire. An election for each subsequent year will be required as permitted in
Sections 4.1 and 4.2.
	
	  4.2       Employer Credits: Employer Credits will be made in the
following manner:

				
		  	     XX      
	  	     (a)      
	  	Employer Discretionary Credits: The Employer may make discretionary credits to the Deferred Compensation Account of each Active Participant in an amount determined as follows:
						
		  		  		  	    XX      	  	(i)      	  	An amount determined each Plan Year by the Employer.
						
		  		  		  	               	  	(ii)	  	Other:
                                         
                                       
.
				
		  	                
	  	     (b)      
	  	Other Employer Credits: The Employer may make other credits to the Deferred Compensation Account of each Active Participant in an amount determined as follows:
						
		  		  		  	               	  	(i)      	  	An amount determined each Plan Year by the Employer.
						
		  		  		  	               	  	(ii)	  	Other:
                                         
                                       
.
				
		  	                
	  	     (c)      
	  	 Employer Credits not allowed.

  
 5 

Classification: Customer Confidential 

									
	5.1      	  	Deferred Compensation Account: The Participant is permitted to establish the following accounts:
				
		  	    XX      	  	    (a)      	  	Not source year account(s). Deferred Compensation Account(s) will not be established on a source year basis:
					
		  		  	               	  	(i)	  	A Participant may establish only one account to be distributed upon Separation from Service. One set of payment options for that account is allowed as permitted in Section 7.1. Additional In-Service or
Education accounts may be established as permitted in Section 5.4.
					
		  		  	    XX      	  	(ii)      	  	A Participant may establish multiple accounts to be distributed upon Separation from Service. Each account may have one set of payment options as permitted in Section 7.1 Additional In-Service or Education accounts may be
established as permitted in Section 5.4. If this multiple account option is elected, the Participant willalso be required to elect Separation from Service payment options for each In-Service or Education account established.
				
		  	               	  	    (b)      	  	Source year account(s): Annual Deferred Compensation Account(s) will be established each year in which Participant Deferral Credits or Employer Credits are credited to the Participant. Only one account may be established
each year for distribution upon Separation from Service. One set of payment options for that account is allowed as permitted in Section 7.1. Additional In-Service or Education accounts may be established for each source year as permitted in Section
5.4. If this option is selected, Evergreen elections as described in Section 4.1.2 are not permitted.
		
	5.2	  	Disability of a Participant:
				
		  	    XX      	  	    (a)      	  	A Participant’s becoming Disabled shall be a Qualifying Distribution Event and the Deferred Compensation Account shall be paid by the Employer as provided in Section 7.1.
				
		  	               	  	    (b)      	  	A Participant becoming Disabled shall not be a Qualifying Distribution Event.
	
	5.3           Death of a Participant: If the Participant dies while in Service, the Employer shall pay a benefit to the Beneficiary in an amount equal to
the vested balance in the Deferred Compensation Account of the Participant determined as of the date payments to the Beneficiary commence, plus:
				
		  	               	  	    (a)      	  	An amount to be determined by the Committee.
				
		  	    XX      	  	    (b)      	  	No additional benefits.

  
 6 

Classification: Customer Confidential 

									
	 5.4
	    	 In-Service or Education Distributions: In-Service and Education Accounts are permitted under the
Plan:

				
	         
	    	 XX
	    	 (a)
	    	 In-Service Accounts are allowed with respect to:

		    		    		    	 XX
	    	 Participant Deferral Credits only.

		    		    		    	 —
	    	 Employer Credits only.

		    		    		    	 —
	    	 Participant Deferral and Employer Credits.

				
		    		    		    	 In-service distributions may be made in the following manner:

		    		    		    	 XX
	    	 Single lump sum payment.

		    		    		    	 —
	    	 Annual installments over a term certain not to exceed      years.

				
		    		    		    	 Education Accounts are allowed with respect to:

		    		    		    	 —
	    	 Participant Deferral Credits only.

		    		    		    	 —
	    	 Employer Credits only.

		    		    		    	 —
	    	 Participant Deferral and Employer Credits.

				
		    		    		    	 Education Accounts distributions may be made in the following manner:

		    		    		    	 —
	    	 Single lump sum payment.

		    		    		    	 —
	    	 Annual installments over a term certain not to exceed      years.

				
		    		    		    	 Ifapplicable, amounts not vested at the time payments due under this Section cease will be:

		    		    		    	 —
	    	 Forfeited

		    		    		    	 —
	    	 Distributed at Separation from Service if vested at that time

				
		    	 —
	    	 (b)
	    	 No In-Service or Education Distributions permitted.

		
	 5.5
	    	 Change in Control Event:

				
		    	 XX
	    	 (a)
	    	 Participants may elect upon initial enrollment to have accounts distributed upon a Change in Control Event.

				
		    	 —
	    	 (b)
	    	 A Change in Control shall not be a Qualifying Distribution Event.

		
	 5.6
	    	 Unforeseeable Emergency Event:

				
		    	 XX
	    	 (a)
	    	 Participants may apply to have accounts distributed upon an Unforeseeable Emergency event.

				
		    	 —
	    	 (b)
	    	 An Unforeseeable Emergency shall not be a QualifYing Distribution Event

  
 7 

Classification: Customer Confidential 

															
	6.         Vesting: An Active Participant shall be fully vested in the Employer Credits made to the Deferred Compensation Account upon the first to occur of the
following events:
				
	        	  	XX	    	(a)	    	Normal Retirement Age.
				
		  	XX	    	(b)	    	Death.
				
		  	XX	    	(c)	    	Disability.
				
		  	—	    	(d)	    	Change in Control Event.
				
		  	XX	    	(e)	    	Satisfaction of the vesting requirement as specified below.
				
		  		    	—	    	Employer Discretionary Credits:
						
		  		    		    	—	    	(i)	    	Immediate 100% vesting.
						
		  		    		    	—	    	(ii)	    	100% vesting after_ Years of Service.
						
		  		    		    	—	    	(iii)	    	100% vesting at age_.
								
		  		    		    	—	    	(iv)	    	 Number of Years
 of Service
	  		  	 Vested
 Percentage

								
		  		    		    		    		    	Less than	  	1	  	                %
		  		    		    		    		    		  	1	  	                %
		  		    		    		    		    		  	2	  	                %
		  		    		    		    		    		  	3	  	                %
		  		    		    		    		    		  	4	  	                %
		  		    		    		    		    		  	5	  	                %
		  		    		    		    		    		  	6	  	                %
		  		    		    		    		    		  	7	  	                %
		  		    		    		    		    		  	8	  	                %
		  		    		    		    		    		  	9	  	                %
		  		    		    		    		    		  	10 or more	  	                %
						
		  		    		    	XX	    	(v)	    	Other: TBD Vesting - Vesting schedule to be determined by the Company at the time of the contribution subject to approval by Principal.
				
		  		    		    	For this purpose, Years of Service of a Participant shall be calculated from the date designated below:
						
		  		    		    	—	    	(1)	    	First day of Service.
						
		  		    		    	—	    	(2)	    	Effective date of Plan participation.
						
		  		    		    	—	    	(3)	    	Each Crediting Date. Under this option (3), each Employer Credit shall vest based on the Years of Service of a Participant from the Crediting Date on which each Employer Discretionary Credit is made to his or her
Deferred Compensation Account.

  
 8 

Classification: Customer Confidential 

															
		  		    	—	    	Other Employer Credits:
						
	        	  		    		    	—	    	(i)	    	Immediate 100% vesting.
						
		  		    		    	—	    	(ii)	    	100% vesting after     Years of Service.
						
		  		    		    	—	    	(iii)	    	100% vesting at age    .
							
		  		    		    	—	    	(iv)	    	 Number of Years
 of Service
	  	 Vested
 Percentage

								
		  		    		    		    		    	Less than	  	1	  	                %
		  		    		    		    		    		  	1	  	                %
		  		    		    		    		    		  	2	  	                %
		  		    		    		    		    		  	3	  	                %
		  		    		    		    		    		  	4	  	                %
		  		    		    		    		    		  	5	  	                %
		  		    		    		    		    		  	6	  	                %
		  		    		    		    		    		  	7	  	                %
		  		    		    		    		    		  	8	  	                %
		  		    		    		    		    		  	9	  	                %
		  		    		    		    		    		  	10 or more	  	                %
				
		  		    		    	For this purpose, Years of Service of a Participant shall be calculated from the date designated below:
							
		  		    		    	—	    	(1)	    	First day of Service.	  	
						
		  		    		    	—	    	(2)	    	Effective date of Plan participation.
						
		  		    		    	—	    	(3)	    	Each Crediting Date. Under this option (3), each Employer Credit shall vest based on the Years of Service of a Participant from the Crediting Date on which each Employer Discretionary Credit is made to his or her
Deferred Compensation Account.

  
 9 

Classification: Customer Confidential 

									
	7.1         Payment Options: Any benefit payable under the Plan upon a permitted Qualifying Distribution Event may be made to the Participant or his Beneficiary (as
applicable) in any of the following payment forms, as selected by the Participant in the Participation Agreement:
			
	        	  	(a)	    	Separation from Service (Seniority Date is Not Applicable)
					
		  		    	XX	    	(i)	 	A lump sum.
					
		  		    	—	    	(ii)	 	Annual installments over a term certain as elected by the Participant not to exceed_ years.
			
		  	(b)	    	Separation from Service prior to Seniority Date (If Applicable)
					
		  		    	—	    	(i)	 	A lump sum.
					
		  		    	XX	    	(ii)	 	Not Applicable
			
		  	(c)	    	Separation from Service on or After Seniority Date (If Applicable)
					
		  		    	—	    	(i)	 	A lump sum.
					
		  		    	—	    	(ii)	 	Annual installments over a term certain as elected by the Participant not to exceed      years.
					
		  		    	XX	    	(iii)	 	Not Applicable
			
		  	(d)	    	Separation from Service Upon a Change in Control Event
					
		  		    	XX	    	(i)	 	A lump sum.
					
		  	(e)	    	Death	    		 	
					
		  		    	XX	    	(i)	 	A lump sum.
					
		  		    	—	    	(ii)	 	Annual installments over a term certain as elected by the Participant not to exceed      years.
			
		  	(f)	    	Disability
					
		  		    	XX	    	(i)	 	A lump sum.
					
		  		    	—	    	(ii)	 	Annual installments over a term certain as elected by the Participant not to exceed _years.
					
		  		    	—	    	(iii)	 	Not applicable.
			
		  		    	If applicable, amounts not vested at the time payments due under this Section cease will be:
				
		  		    	—	    	Forfeited.
				
		  		    	—	    	Distributed at Separation from Service if vested at that time.

  
 10 

Classification: Customer Confidential 

											
		  	(g)	    	Change in Control Event	  	
					
		  		    	—	    	(i)	    	A lump sum.
					
		  		    	XX	    	(ii)	    	Not applicable.
			
		  		    	If applicable, amounts not vested at the time payments due under this Section cease will be:
				
		  		    	—	    	Forfeited.
	        	  		    	—	    	Distributed at Separation from Service if vested at that time.
	
	7.4        De Minimis Amounts.
					
		  		    	—	    	(a)	    	Notwithstanding any payment election made by the Participant, the vested balance in all Deferred Compensation Account(s) of the Participant will be distributed in a single lump sum payment at the time designated under
the Plan if at the time of a permitted Qualifying Distribution Event that is either a Separation from Service, death, Disability (if applicable) or Change in Control Event (if applicable) the vested balance does not exceed
$                     . In addition, the Employer may distribute a Participant’s vested balance in all Deferred Compensation Account(s)
of the Participant at any time if the balance does not exceed the limit in Section 402(g)(l)(B) of the Code and results in the termination of the Participant’s entire interest in the Plan.
					
		  		    	XX	    	(b)	    	There shall be no pre-determined de minimis amount under the Plan; however, the Employer may distribute a Participant’s vested balance at any time if the balance does not exceed the limit in Section 402(g)(l)(B) of
the Code and results in the termination of the Participant’s entire interest in the Plan.
	
	10.1        Contractual Liability: Liability for payments under the Plan shall be the responsibility of the:
					
		  		    	XX	    	(a)	    	Company.
					
		  		    	—	    	(b)	    	Employer or Participating Employer who employed the Participant when amounts were deferred.
	
	14.          Amendment and Termination of Plan: Notwithstanding any provision in this Adoption Agreement or the Plan to the contrary, Section 5.4
and 7.2 of the Plan shall be amended to read as provided in attached Exhibit A.
				
		  		    	—	    	There are no amendments to the Plan.
	
	17.8          Construction: The provisions ofthe Plan shall be construed and enforced according to the Laws of the State of California except
to the extent that such laws are superseded by ERISA and the applicable provisions of the Code.

  
 11 

Classification: Customer Confidential 

 IN WITNESS WHEREOF, this Agreement has been executed as of the day and year stated below. 

 
  

			
	 Guild Mortgage Company 

	 Name of Employer

		
	 By:
	 	 /s/ Carolyn Frank

	 Aurthorized Person

	 Date:
	 	 11/6/17

  
 12 

Classification: Customer Confidential 

 Exhibit A 
  

5.4         In-Service or Education Distributions. If the Employer designates in
the Adoption Agreement that in-service or education distributions are permitted under the Plan, a Participant may designate in the Participation Agreement to have a specified amount credited to the
Participant’s In-Service or Education Account for in-service or education distributions at the date specified by the Participant. In no event may an in-service or education distribution of an amount be made before the date that is five years after the first day of the year in which any deferral election to such
In-Service or Education Account became effective. Notwithstanding the foregoing, if a Participant incurs a Qualifying Distribution Event prior to the date on which the entire balance in the In-Service or Education Account has been distributed, then the vested balance in the In-Service or Education Account on the date of the Qualifying Distribution Event shall be
paid as provided under Section 7.1 for payments on such Qualifying Distribution Event. 
  

7.2         Timing of Payments. Payment shall be made in the manner elected by the Participant and shall commence
as soon as practicable after (but no later than 90 days after) the distribution date specified for the Qualifying Distribution Event. For each payment, the Committee must specify a date for the Deferred Compensation Account(s) to be valued. A
payment may be further delayed to the extent permitted in accordance with regulations and guidance under Section 409A of the Code. 

  
 13 

Classification: Customer ConfidentialEX-10.10

 Exhibit 10.10 
  

 
  
 GUILD MORTGAGE COMPANY 

EXECUTIVE 
 PERFORMANCE INCENTIVE PLAN

 Revised June 13, 2018 

 GUILD MORTGAGE COMPANY 

EXECUTIVE PERFORMANCE INCENTIVE PLAN 
  

	A.	 PURPOSE 

The purpose of the Performance Incentive Plan (“Plan”) is to provide performance-based incentives to participants for individual, departmental
and/or company performance goals and to promote employee retention. 
  

	B.	 DEFINITIONS 

Whenever the following terms are used in the Plan, with their initial letter(s) capitalized, they shall have the meanings set forth below: 

 

	 	(a)	 “Incentive Payment” means any lump sum cash payment. 

 

	 	(b)	 “Performance Period” is defined in Exhibit A and might be fiscal month, fiscal quarter or fiscal year.

  

	 	(c)	 “GUILD” means Guild Mortgage Company. 

 

	 	(d)	 “Employee” means any person who is treated as an Employee by GUILD. 

 

	 	(e)	 “Plan” means the Guild Mortgage Company Performance Incentive Plan, as amended from time to time.

  

	C.	 REVISION DATE 

The Plan was last revised on June 13, 2018. 
  

	D.	 ELIGIBILITY 

To be eligible for any incentive payment as a “Participant” in the Plan, an Employee must meet the qualifications of sub-paragraphs 1, 2, and 3 below, as well as any other eligibility requirements set forth in the Plan. 
  

	 	1.	 The Employee must be classified as an active employee of GUILD. 

 

	 	2.	 The Employee must not be eligible to participate in any other annual performance incentive plan offered by GUILD.

  

	 	3.	 The Employee must be performing at a satisfactory level at the time any Incentive Payment is scheduled to be made under
the plan, as determined by the employee’s supervisor. 

  

	E.	 INCENTIVE DETERMINATION 

Subject to the eligibility requirements in Section D, a Participant may receive an Incentive Payment, if any, for performance achievement as specified in
Exhibit A. 
  

	F.	 INCENTIVE PAYMENTS 

It is anticipated that Participants may receive an Incentive Payment, if any to be made, no later than 120 days following the end of the fiscal year for
which the incentive payment is intended. The Incentive Payment will be a lump sum cash payment. No Participant has a vested right to any Incentive Payment under this Plan and no Incentive Payment will be considered earned until it is actually paid
to the Participant. 
  

	G.	 LESS THAN FULL PERFORMANCE PERIOD PARTICIPATION 

Subject to the provisions of Sections H, I, and J, an employee who becomes a Participant (or who becomes ineligible to participate) in accordance with
Section D for a portion of the fiscal year, may be eligible for a prorated Incentive Payment per days worked in the Performance Period. Determination of any Incentive Payment will be made at the end of the Performance Period. 

 

	H.	 LEAVE OF ABSENCE 

Subject to the eligibility requirements in section D, if a Participant is on a leave of absence of any nature for more than four weeks 

  
 Page 2 of 3 

 during the Period, the Participant may receive a prorated Incentive Payment per days worked in the
Performance Period. 
  

	I.	 TERMINATION OF A PARTICIPANT 

Because this is also a retention incentive, no Incentive Payment will be considered earned unless an Employee is employed on the payout date. Unless
otherwise required by law, a Participant, whose employment terminates voluntarily or involuntarily prior to the distribution of any Incentive Payment, will not be eligible to earn any Incentive Payment. 

 

	J.	 PLAN REVISION 

The Human Resources Department, and subject to approval of the Senior Management, upon determining that the purpose and intent of the Plan is not being
fulfilled, may terminate, alter, suspend or amend the Plan at any time as deemed necessary to further the best interests of GUILD. Such actions may be effective for any Performance Period and with respect to any Incentive Payment which has not been
made. Amendments during the Performance Period will be effective immediately unless otherwise stated. 
  

	K.	 PLAN INTERPRETATION 

If any provision of the Plan is contrary to or inconsistent with applicable law, that provision shall be disregarded or interpreted so that the Plan is
fully consistent with the law. 
  

	L.	 EMPLOYMENT DURATION/EMPLOYMENT RELATIONSHIP 

The Plan does not, and the policies and practices of GUILD in administering this Plan will not, constitute a contract or other agreement concerning the
duration of any Participant’s employment with GUILD. The employment relationship of each Participant is “at will” and may be terminated at any time by GUILD, or by the Participant with or without cause. A Participant who accepts any
Incentive Payment under the Plan is agreeing that the Participant’s employment is “at will”. 
  

					
		  	 DocuSigned by:
	  	
	     Terry Schmidt
	  	 /s/ Terry Schmidt
	  	 3/10/2020

	 Manager Name
	  	 Signature
	  	      Date

			
		  	 DocuSigned by:
	  	
	     Amber Elwell
	  	 /s/ Amber Elwell
	  	 3/10/2020

	 Employee Name
	  	 Signature
	  	      Date

  
 Page 3 of 3 

 

 
 Executive Performance Incentive Plan 

Exhibit A 
  

							
	Employee Name:	  	Amber Elwell	  	Employee Number:	  	5758
	Title:	  	SVP, CFO	  	Effective Date:	  	Beginning 1/1/20
	Performance Period:	  	Fiscal Year	  	Annual Target Incentive (TI) %:	  	 50% of performance

period ending salary

	Pay Frequency:	  	Annual	  	 	  	 

 Performance Metrics: 
 Your incentive plan is
100% based on specific, measurable and achievable performance objectives to reward you for your achievement of predetermined performance metrics relevant your current role and to incentivize retention. 

At the beginning of each fiscal year, your manager will review and may revise your annual performance metrics and communicate to you. Within each metric, multiple
objectives may be included and the total weight of all objectives will always equal to 100%. Each performance metric will be accompanied with a description detailing the performance that is necessary to achieve the goal. 

 

									
	 Performance Metric
Name
	  	      Weight    
  	  	Performance Levels
	 	  	 	  	    Under 60% of    
    Goal 
   	  	    60% to 99% of    
Goal	  	  100% of Goal  
	 	 	 	 	 
	Company Goal – Targeted adjusted ROE	  	60%	  	0%	  	1% – 20%	  	30%
	 	 	 	 	 
	Individual/Team/Department Goal(s)	  	40%	  	0%	  	1% – 19%	  	20%

 Achievement for each performance metric independently must be at least 60%. If either performance metric does not meet the 60%
threshold, there will be no incentive payment made to the participant regardless of the achievement of the other performance metric. Scenarios to illustrate: 

1. If the company goal is not achieved at a minimum 60%, there will not be any incentive payment made to the participant for that fiscal year overall.

 2. If the company goal is achieved at 60% or higher, but the individual/team/department goal is not achieved at a minimum 60%, then there will not
be any incentive payment to the participant for that fiscal year overall. 
  
  

					
		  	 DocuSigned by:
	  	
	     Terry Schmidt
	  	 /s/ Terry Schmidt
	  	 3/10/2020

	 Manager Name
	  	 Signature
	  	      Date

			
		  	 DocuSigned by:
	  	
	     Amber Elwell
	  	 /s/ Amber Elwell
	  	 3/10/2020

	 Employee Name
	  	 Signature
	  	      Date

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00314-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00314-of-00352.parquet"}]]