Document:

2011 Sales Compensation Plan

 Exhibit 10.21 
 

 
 Demandware FY2011 Sales Compensation Plan 

Demandware, Inc. Confidential 
 Internal Use Only 
 Sales Compensation Plan, 2011 

			
	

	 	2011 Sales Compensation Plan

 1 OVERVIEW 
 This Sales Compensation Plan (“Plan”) for Demandware, Inc. (“Demandware” or the “Company”) is established to provide equitable and financially attractive earnings
opportunities for Salespersons who contribute to Demandware’s goals of increased presence in the marketplace and increased sales revenue. This Plan is effective for the period January 1, 2011 through December 31, 2011 unless modified via
written addendum during this period by the Executive Vice President Field Operations (the “EVP Field Ops”). These goals are advanced by: 
  

	 	•	 	 Establishing business with new and existing customers; 

 

	 	•	 	 Achieving the company’s monthly, quarterly and annual bookings and revenue objectives; 

 

	 	•	 	 Maximizing the Gross Merchandise Value (“GMV”) of new and existing customers, as well as the GMV percentage payable to the Company by new and
existing customers; and 

  

	 	•	 	 Increasing the Company’s market share of targeted industry segments and industry sales. 

2 GENERAL PROVISIONS 
 2.1 Plan
Eligibility: The Plan applies to all direct Salespersons employed by Demandware on a full-time basis during 2011 in the sales organization. In addition to the Plan, each Salesperson will receive a Compensation Plan Summary (“CPS”) that
contains information specific to her/his particular sales position (for example, her/his annual base salary, quotas, etc.). 
 2.2 Plan
Administration: Demandware reserves the right, in its sole discretion at any time, to amend, alter or terminate the Plan by written notice to Salespersons. Note that this Plan can only be modified by the Company’s Chief Executive Officer
(“CEO), Chief Financial Officer (“CFO”) and the EVP Field Ops and that any such modification must be in writing — the Plan cannot be verbally modified by anyone. CPS details may be modified and approved by the EVP Field Ops and
CFO, but again only in writing. 
 2.3 Interpretation of the Plan: Interpretation of the Plan will be done exclusively by the EVP Field
Ops and the CFO. Circumstances not specifically covered by the Plan will require the joint approval of the EVP Field Ops and the CFO. The Plan shall not be construed to imply a contract of employment between Demandware and the Salesperson and
nothing in this Plan shall be construed as altering the fact that the employment relationship between a Salesperson and the Company is one of employment at will. 
 2.4 Confidentiality: The terms and conditions of this Plan and each individual CPS are Demandware confidential information and may not be disclosed by the Salesperson. 

3 SALES PROCESSES AND DEAL MANAGEMENT 

Effective and timely deal management is essential in our selling process. It is expected that each Salesperson will use at least the key tools and
processes made available by Demandware specifically including the following: 
  

	 	•	 	 Use of Salesforce.com: It is expected that the Salesperson will keep the required information, as outlined below, updated in salesforce.com on a
daily basis. Please note that such reporting requirements may be changed from time to time and will be communicated to the Salesperson in writing: 

  

													
	 Demandware, Inc.
	  	 	CONFIDENTIAL	  	  	 	Internal Use Only	  	  	 	2	  

			
	

	  	2011 Sales Compensation Plan

  

	 	•	 	 Accurate “Account” Information including: Account name, Contacts, Total Revenue, Online Revenue. 

 

	 	•	 	 Accurate “Opportunity” Information including: Opportunity name, Stage, Close Date, Software Subscription Revenue, Client Services Revenue,
Training Revenue, Support Revenue. 

  

	 	•	 	 Recording of all account prospecting activities including letters, emails, and phone calls. A facility has been provided for capturing this information
at the Account level and the results will be monitored on a regular basis. 

  

	 	•	 	 Bid Management Process: Demandware has provided a standard Term Sheet document through which should be used for communicating all commercial
proposals to prospective customers. No commercial proposal should be communicated to a prospective customer until approval has been obtained by the relevant sales vice-president, the EVP Field Ops or the CFO. 

4 COMPENSATION 
 A Salesperson’s
compensation is comprised of three elements: (1) Annual Base Salary; (2) Commissions; and (3) Bonuses. The details regarding a Salesperson’s 2011 compensation are found each Salesperson’s CPS. 

4.1 Annual Base Salary: The annual base salary is payable in accordance with the then current Demandware payroll policy. 

4.2 Commissions: A commission is the percentage of production subscription fees payable to Demandware on an eligible transaction, to be paid to a
Salesperson subject to certain conditions. No commissions will be paid on Client Service fees, Solution Support fees, Development Licenses, Training fees or on any third party services or products that may be resold by Demandware to a customer. To
be eligible for commissions, the Salesperson must have registered the deal in salesforce.com and kept the information up to date throughout the sales cycle. In addition, the Salesperson must have made significant contributions to closing the deal,
with such determination being made at the sole discretion of the EVP Field Ops. The conditions on when and how commissions are earned, the percentages at which they will be calculated, and when they will be paid are set out in this section. All
calculations for commission and bonus purpose will be made on a fiscal year to date basis. The timing of the payment of earned commissions shall be as set forth herein. 
 4.2.1 Bookings Documentation: Commissions are earned based on booking an eligible order. An order is booked in accordance with the then-current Demandware bookings policy,
which will prevail over any terms in this Plan. As of the effective date of this Plan, the following are key elements of the Demandware bookings policy: (i) Demandware must have received complete documentation from a customer and/or partner
(descriptions of what comprises complete documentation are set out below); (ii) the documentation must contain no outstanding contingencies, acceptance criteria (except in the case of a Client Services implementation), extended payment terms or
rights of return; and (iii) the Client Services engagement for the transaction (whether implemented by Demandware or a partner) must be scheduled to begin no more than 90 days from the date of signature and “Subscription Commencement”
(as defined in the standard Demandware Master Subscription and Services Agreement (“MSA”)) must be no more than six months from the date of signature. 

  

													
	 Demandware, Inc.
	  	 	CONFIDENTIAL	  	  	 	Internal Use Only	  	  	 	3	  

					
	

	  	 	2011 Sales Compensation Plan	  

 To be considered complete, copies of the following documentation must be signed by both Demandware and Customer:

  

	 	•	 	 MSA 

  

	 	•	 	 MSA Order Form (Exhibit A to standard MSA) 

  

	 	•	 	 Statement of Work (“SOW”) covering implementation of the website(s) for any project to be implemented by Demandware Client Services (whether
directly or on a subcontracted basis). If applicable, documentation and other information validating the Anticipated Contract Value (as defined herein) of the booking. 

 If required by the customer, a bookable order requires the above together with a Purchase Order from the customer covering the Demandware products, services and support being purchased. 

Final determination of booking status is made exclusively by the Chief Financial Officer. All non-standard agreements and/or payment terms must be
approved by the EVP Field Ops and communicated to the Chief Financial Officer prior to any communication with the customer. 
 4.2.2
Commission Calculation: Calculation of the applicable commission is based on the following considerations: (i) the Salesperson’s year-to-date bookings achievement; (ii) whether the Salesperson has managed the deal as described
in Section 3 above; and (iii) in any case, subject to the exclusions set forth in Section 4.2.3 below. A Salesperson’s commission rates are found in his/her CPS. 
 Commission/booking credit shall be determined based upon (i) the greater of (a) Average Contract Value or (b) Anticipated Contract Value. “Average Contract Value” means the
minimum committed average annual production subscription fees for the first three years of the customer’s subscription for Demandware’s eCommerce Platform Services. “Anticipated Contract Value” means the anticipated production
subscription fees Demandware actually expects to receive during for the first twelve months of the customer’s subscription for Demandware’s eCommerce Platform Services and will be determined by the CFO and EVP of Field Ops of Demandware
and may be based upon, among other things, an analysis of the customer’s existing ecommerce business, the total amount of the customer’s first year’s annual gross merchandise value commitment to the reseller and input from the
reseller (for indirect deals), and other factors within the CFO’s and EVP Field Ops’ discretion. With the exception of Channel Partner related deals, commission/booking credit shall not exceed 135% of the Average Contract Value. Average
Contract Value and Anticipated Contract Value are referred to herein collectively as “Contract Value”. 
 Commissions shall be earned
and paid in accordance with the following schedule: 

  

  

													
	 Demandware, Inc.
	  	 	CONFIDENTIAL	  	  	 	Internal Use Only	  	  	 	4	  

			
	

	  	2011 Sales Compensation Plan

 Commission Schedule: 
  

							
	 	  	Commission
Percentage
to Quota	 	Commission
Percentage
Beyond
Quota
(Override)*	 	Premium
Override**
	 Commission Rate for (i) Contract Value, and (ii) actual Production Subscription Fees received by Demandware during the
first year of the subscription term in excess of Contract Value (see section 4.2.6 below)
	  	x%	 	y%	 	z%

  

	*	Override percentage will apply to all Contract Value bookings in excess of 100% quota achievement. 

	**	Premium override percentage will apply to all Contract Value bookings in excess of 100% quota achievement in the case where the Salesperson has closed at least four new
customers in the current plan year with each having at least $240,000 booking value and a minimum contract term of three years. 

4.2.3 Exclusions: 

Exclusions: No commission will be paid: 
  

	 	•	 	 For any transaction that has an eCommerce Platform Services Production subscription term of less than 36 months. 

 

	 	•	 	 For transactions in which commission and booking credit is based upon Anticipated Contract Value, for eCommerce Platform Services Production
Subscription fees beyond the first twelve months of the subscription. 

  

	 	•	 	 For bookings which are signed or which achieve go-live subsequent to Salesperson leaving employment of Demandware. 

4.2.4 Partner Sales: We envision the following two types of Partner sales at Demandware: 

Channel Partners: Generally, these are arrangements whereby a service partner is delivering a broader service offering to their
customers and they use Demandware as the eCommerce engine inside their offering. In this type of arrangement, the customer will contract with the Partner for all services and Demandware will contract in turn with the Partner for subscription or
client services. Typically, once the Channel Partner is fully operational, they will sell, deploy and support Demandware customers with minimal reliance on Demandware. Examples of Channel Partners currently include eCommera, Netrada, Arvato and
PFSweb. Commissions will be paid with respect to, and quota achievement will result from, Channel Partner deals only if the following conditions are 
 met: (a) the Salesperson develops a lead that is passed to a Channel Partner by the Salesperson (sourcing the lead will be based upon the Salesperson registering the lead in Salesforce.com prior to
the lead being provided to Demandware from any other source including the Channel Partner), (b) the Salesperson plays a substantial role in the sales process with respect to such lead, as determined by the EVP Field Ops in consultation with the
VP of Business Development, and (c) the lead results in a sales transaction for the Company’s eCommerce Platform Services by the Channel Partner. In such circumstances, commissions will be calculated on net revenue to Demandware (that is,
adjusted for, including without limitation, all discounts, royalties and partner referral fees applied). In all other circumstances, no 

  

													
	 Demandware, Inc.
	  	 	CONFIDENTIAL	  	  	 	Internal Use Only	  	  	 	5	  

			
	

	  	2011 Sales Compensation Plan

 commissions will be paid with respect to, and no quota achievement will result from, any Channel Partner deals.

 Alliance Partners: These are arrangements whereby Demandware will co-sell alongside a partner who is bringing additional
services to the proposal including consultancy, implementation services or complementary software or services. In this type of arrangement, Demandware will contract with the customer, but may subcontract with the partner for certain aspects of the
transaction or the partner may contract directly with the customer for certain products or services, including implementation services. Examples of Alliance Partners currently include Tachyon, Lyons Consulting Group, Sapient, T-Systems, Nexum and
Javelin. In certain instances, in the discretion of the EVP Field Ops, commissions may be paid with respect to, and quota achievement may result from Alliance Partner business if (a) the VP N. America Sales or EVP Field Ops has assigned the
Salesperson to such business and (b) the Salesperson has a substantial ongoing role in selling/closing the business. In such circumstances, commissions will be calculated on net revenue to Demandware (that is, adjusted for, including
without limitation, all discounts, royalties and partner referral fees applied). In all other circumstances, no commissions will be paid with respect to, and no quota achievement will result from, any Alliance Partner deals. 

4.2.5 Commission Rate Accelerator/Override: As per the table above, a Salesperson who achieves one hundred percent of their annual Contract
Value quota will be eligible for future commissions at an increased, override commission rate that will apply to commissionable bookings over one hundred percent of the Salesperson’s annual quota. The specific percentages will be outlined in
the Salesperson’s CPS. 
 4.2.6 Excess Year One Actual Production Subscription Fees: The Salesperson will also receive
additional commission on booked eCommerce Platform Services transactions for actual production subscription fees payable to Demandware for the first year of the production subscription in excess of the Contract Value for such transaction. For
example, for an eligible transaction with a booked Contract Value of $300,000, if, for the first subscription year, Demandware actually receives from the Customer $350,000 of production subscription fees, the Salesperson will be paid an excess
production subscription fee commission on $50,000 ($350,000 actual minus $300,000 Contract Value). The commission percentage rate for excess year one production subscription fees will be as set forth in the Salesperson CPS. 

4.3 Bonuses: In addition to the commissions outlined in Section 4.2, a Salesperson may achieve additional achievement compensation in the
form of the bonuses outlined below. 
 For any transaction in which the final GMV rate band is at least as high as the below tables, a
Salesperson will receive a bonus, in addition to any commissions earned, of $5,000. 
 US: 

 

					
	Annual Gross Merchandise Value (GMV)	  	GMV Rate

	 Min
	  	 Max
	  	 (%)

	$0	  	$30M	  	3.0%
	$30M	  	$60M	  	2.5%
	$60M	  	$100M	  	2.0%
	$100M	  	Beyond	  	1.5%

 Europe: 

  

													
	 Demandware, Inc.
	  	 	CONFIDENTIAL	  	  	 	Internal Use Only	  	  	 	6	  

			
	

	 	2011 Sales Compensation Plan

  

					
	Annual Gross Merchandise Value (GMV)	  	GMV Rate
	 Min
	  	 Max
	  	 (%)

	 €0
	  	€20M	  	3.0%
	 €20M
	  	€40M	  	2.5%
	 €40M
	  	€75M	  	2.0%
	 €75M
	  	Beyond	  	1.5%

 4.4 Payments: Earned bonuses are paid quarterly in arrears based on criteria set forth in Section 4.3 above.
The Salesperson must be employed by Demandware on the scheduled payment date. Earned commissions are paid according to the table below. 
  

							
	 Type of Commission
	  	Effective Date of
MSA*	 	Subscription
Commencement*	 	Conclusion of
First
Subscription
Year**
	Contract Value Commission	  	50%	 	50%	 	N/A
	 First Year Excess Production
     Subscription Fees Commission
	  	N/A	 	N/A	 	100%

  

	*	Payment will be made at the end of the first calendar month after calendar quarter in which Effective Date and Subscription Commencement occurs. The salesperson must
be employed by Demandware when each event occurs to be eligible for the applicable payment. 

  

	**	Payment will be made at the end of the first calendar month after calendar quarter during which first year of production subscription commencement ends. The
salesperson must be employed by Demandware on the payment date to be eligible for this payment. 

 For international sales,
the currency exchange rate for commission payments will be set as of the date of payment by the customer. 
 5 QUOTA CREDIT 

Full bookings credit is applied toward the Salesperson’s fiscal year sales quota on the same day bookings criteria are met, in the same amount on
which Contract Value commissions are calculated. 
 6 INTERNAL PRICE ALLOCATION 
 For internal purposes (commission, quota calculation, revenue accounting, etc.), the allocation of total discount to the components of an order will be determined by the Chief Financial Officer under
advisement of the EVP Field Ops. In general, this allocation will be based on the relative list prices of the items and company discount policy. 
 7 DEBOOKINGS 
 If an order is debooked, due to events such as non-payment, an amendment to
the original transaction that results in a reduced Contract Value, or subscription commencement not occurring within twelve months of bookings date, any commissions due to or paid to the Salesperson are due back to Demandware. In addition, for
transactions in which the booking credit is determined 

  

							
	Demandware, Inc.	 	CONFIDENTIAL	 	Internal Use Only	 	7

			
	

	  	2011 Sales Compensation Plan

 based on the Anticipated Contract Value, if the actual production subscription fees actually payable to Demandware for
the first year of the production subscription are less than the Anticipated Contract Value for such transaction, the difference will result in a debooked amount. At the discretion of the Company, the commissions may be collected by Demandware in the
form of a payment made by the Salesperson, or by reduction of future commission payments. In addition, quota credit will be deducted for the debooked amount. 
 8 TERMINATION OF EMPLOYMENT 
 In the event of a Salesperson’s termination of employment
with the Company, voluntary or involuntary, commissions for business booked under the Demandware booking policy prior to the termination date, but not yet paid to the Salesperson by Demandware, will be paid as follows: 

 

	 	(i)	As outlined in Section 4.4, Contract Value commission payments are payable following the Effective Date of the MSA and subscription commencement. In order to be
eligible for payments due following the Effective Date, the Salesperson must have been employed by Demandware on the Effective Date. In order to be eligible for payments due upon subscription commencement, the Salesperson must be employed by
Demandware at the time of production subscription. 

  

	 	(ii)	In order to be eligible for the first year excess production subscription fee commission, the Salesperson must be employed on the date of payment.

  

	 	(iii)	All previous advances, company credit card charges, etc. will be reconciled. The Company reserves the right to withhold any amounts due to Salespersons for base pay,
severance pay (if applicable), or any other pay to which the Salespersons may have otherwise been entitled as repayment of these amounts except as prohibited by law. Commission payments may be withheld for up to three (3) months after the
Salesperson’s termination date to reconcile any debookings, revenue reversals, adjustments or any other money owed to the Company; provided, however, that this shall not limit in any way the Company’s right to seek recovery of any amounts
owed to it by virtue of such debookings, revenue reversals, adjustments and similar items. 

  

													
	 Demandware, Inc.
	  	 	CONFIDENTIAL	  	  	 	Internal Use Only	  	  	 	8TXI Annual Incentive Plans-Fiscal Year 2012

 Exhibit 10.15 
 TEXAS INDUSTRIES, INC. 
 ANNUAL INCENTIVE PLAN 

adopted pursuant to the 
 Master Performance-Based Incentive Plan 
 This Annual Incentive Plan is adopted by the
Compensation Committee of the Board of Directors pursuant to the Texas Industries, Inc. Master Performance-Based Incentive Plan (“Master Incentive Plan”). This Annual Incentive Plan is subject to all of the terms and conditions of the
Master Incentive Plan. Terms not defined in this Annual Incentive Plan have the same meanings as in the Master Incentive Plan. Amendments and exceptions to this Annual Incentive Plan may be made only in the manner provided in the Master Incentive
Plan. 
  

	A.	Performance Period 

Fiscal year 2012 
  

	B.	Participants 

 The Annual
Incentive Plan Participants are the President and CEO, Vice Presidents, other Officers, Employees in staff functions (Information Services, Legal, Environmental, Human Resources, Real Estate (i.e., Brookhollow entities), Controller, Financial
Services, Treasury, etc.), Employees in operating functions that cover more than one region and managers of facilities or operations who are not in another incentive plan (such as an operations/production plan or a sales plan). 

 

	C.	Objectives 

 This Annual
Incentive Plan establishes minimum, target and maximum goals for the following five objectives: 
  

	 	•	 	 Net Cash Flow – Earnings before interest, taxes, depreciation and amortization less sustaining capital expenditures.

  

	 	•	 	 Selling, General & Administrative (“SG&A”) Expense – All SG&A expense except bad debt expense, stock based
compensation, Financial Security Plan expense and prior year insurance adjustments. 

  

	 	•	 	 Return on Assets (“ROA”) – Operating profits (earnings before corporate overhead, interest and taxes) divided by the average book
value of the adjusted operating assets (which is then expressed as a percentage by multiplying the result by 100). Operating profit and assets are adjusted in order to treat assets on operating leases as owned assets. 

 The average book value of the adjusted operating assets is determined by averaging the book
values of the adjusted operating assets at the beginning of the Performance Period and the end of each fiscal quarter in the Performance Period. If significant assets are added or removed during a quarter, the book value at the end of such quarter
will be adjusted by prorating the new or removed assets based on the time operated during such quarter. 
  

	 	•	 	 Earnings Before Interest and Taxes (“EBIT”) Margin – Subtract gains and losses from sales of business lines from EBIT to arrive
at Adjusted EBIT. Subtract delivery fees from Net Sales to arrive at Adjusted Net Sales. Divide Adjusted EBIT by Adjusted Net Sales and multiply by 100 to get EBIT Margin expressed as a percentage. 

 

	 	•	 	 P2P Purchasing Process Performance Matrix – Total percentage of invoices paid through a purchase order (by dollars) divided by two, plus
the total percentage of purchase order invoices paid on the first pass through accounts payable (number of the 3-way match first time) divided by two. 

 Profits and losses considered to be extraordinary (e.g. the sale of a major operating facility) will not be included in the calculations. The Administrative Committee will make the decision whether an
asset is significant or profits and losses are extraordinary. 
 All calculations include the cost of incentive Awards except for
P2P Performance Matrix objective. All objectives are calculated on a consolidated basis for the Performance Period. 
  

	D.	Participant Eligibility Levels 

 PARTICIPANT ELIGIBILITY LEVEL A 
  

	 	•	 	 Non-exempt employees 

 PARTICIPANT ELIGIBILITY LEVEL B 
  

	 	•	 	 Exempt non-supervisory employees. 

 PARTICIPANT ELIGIBILITY LEVEL C 
  

	 	•	 	 Supervisory positions in Salary Grades 11 or below. 

  

	 	•	 	 Exempt Employees in Salary Grades 10 or above reporting directly to a Vice President. 

PARTICIPANT ELIGIBILITY LEVEL D 
  

	 	•	 	 Employees in Salary Grades 12 or above. 

  
 Page 2

 PARTICIPANT ELIGIBILITY LEVEL E 

 

	 	•	 	 Officers of TXI excluding the President/CEO 

 PARTICIPANT ELIGIBILITY LEVEL F 
  

	 	•	 	 President/CEO 

  

	E.	Objective Target Percent Calculation 

 The objective target percent calculation is determined using the chart below which includes the weight given to each objective, the threshold, target and maximum goals for each objective and the pay out
percents. The actual determination of payout percents for each objective met between the threshold and maximum will be prorated. 

Note: Actual thresholds, targets and maximums for each objective will be set after the budget for the fiscal year is approved.
The following is provided for illustrative purposes only. 
  

									
	 Weight
	  	 Objective
	  	 Threshold
	  	 Target
	  	 Maximum

	 60%
	  	Net Cash Flow	  	$35M	  	$75M	  	$120M
	 15%
	  	SG&A Expense	  	$64M	  	$60M	  	$51M
	 10%
	  	ROA	  	15%	  	18%	  	21%
	 10%
	  	EBIT Margin	  	15%	  	20%	  	25%
	 5%
	  	P2P Matrix	  	60%	  	70%	  	80%
	 	  	Plan Pay Out Percent	  	50%	  	100%	  	200%

 Example – For the Performance Period, Net Cash Flow was $60.7 million, SG&A Expense was
$57 million, ROA was 16.5%, P2P Matrix was 65% and EBIT Margin was 25%. Numbers have been rounded for illustrative purposes. 
  

											
	Objective	  	Weight	 	  	  	 Pay Out Percent
	  	  	  	Objective Target %
	 Net Cash Flow
	  	60%	 	X	  	87%	  	=	  	52.2%
	 SG&A Expense
	  	15%	 	X	  	133%	  	=	  	20.0%
	 ROA
	  	10%	 	X	  	75%	  	=	  	7.5%
	 EBIT Margin
	  	10%	 	X	  	200%(Maximum)	  	=	  	20.0%
	 P2P Matrix
	  	5%	 	X	  	75%	  	=	  	3.8%
	 Objective Target Percent
	 	 	  	 	  	 	  	103.5%

 In summary, 103.5% of the objective target was met. 

  
 Page 3

	F.	Base Award Percentage 

The “BASE AWARD PERCENTAGE” for this Annual Incentive Plan is the Objective Target Percent multiplied by 10%. 

In the example above in Section E, the Objective Target Percent of 103.5% multiplied by 10% would create a BASE AWARD PERCENTAGE of
10.35%. 
  

	G.	Award Calculation 

 A
Participant’s Award amount is determined as follows: 
  

	 	•	 	 A Participant’s eligibility level (defined in Section D) determines the AWARD MULTIPLIER shown below: 

 

			
	 Participant
Eligibility Level
	 	AWARD
MULTIPLIER
	A	 	1.0
	B	 	1.5
	C	 	2.0
	D	 	2.5
	E	 	3.0
	F	 	4.0

  

	 	•	 	 The TOTAL AWARD PERCENTAGE is calculated by multiplying the Participant’s BASE AWARD PERCENTAGE (defined in Section F) by his or her AWARD
MULTIPLIER 

  

	 	•	 	 The Award amount is the TOTAL AWARD PERCENTAGE multiplied by the Participant’s regular earnings (including overtime, but excluding earnings from
incentive payments and Awards) for the Performance Period. 

  

	H.	Other Incentive Plans 

Operations/Production Plans and Sales Plans are described in this document to provide the authority for management to develop individual
incentive plans that will provide eligible employees an opportunity to participate in an incentive plan. There are approximately 25 such plans in any Fiscal Year. The specific terms of such plans are contained in separate documents, but generally
have the following characteristics. 

  
 Page 4

 OPERATIONS/PRODUCTION PLANS 

Operations or production plans cover individual plant and operating areas whose performance can be more directly influenced by employees.
Participation in these plans can vary year-to-year and generally will include employees who are directly involved in the production process with the exception of Plant/Operation Managers. 

Production plan objectives are tailored to local needs and pay for improvement or above average performance. Plans may vary in goal
achievement, timing of awards (weekly, monthly, quarterly, or annually), objectives and award amounts. Base award amounts can vary from 5% to 15% although they are expected to average 5% over time. 

SALES PLANS 
 Sales plans cover business units where individual performance can be more directly influenced by employees. Participation in these plans can vary year-to-year and generally will include sales, marketing,
customer relations, and/or administrative support employees directly involved in the sales process. 
 Sales plan objectives are
tailored to business unit markets and pay for improvement or above average performance. Plans may vary in goal achievement, timing of awards (quarterly or annually), objectives and award amounts. Base award amounts can vary from 10% to 25% depending
on the participant level similar to the TXI Annual Incentive Plan. 

  
 Page 5

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00192-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00192-of-00352.parquet"}]]