Document:

Exhibit

Exhibit 10.52

NOBLE CORPORATION
2017 Short-Term Incentive Plan (“STIP”)
Plan Overview, Terms and Conditions

Plan Purpose
The success of Noble Corporation (“Noble”) and its subsidiaries (collectively, the “Company”) is a result of the efforts of all key employees.  In order to focus each employee’s efforts on optimizing the Company’s overall operational and financial results, the Company maintains this Short Term Incentive Plan (the “Plan”) to reward employees for successful achievement of specific goals.

An effective incentive plan should both align employee interests with those of shareholders and motivate and influence employee behavior.  Key positions within the Company have the ability to make a positive contribution to key factors that increase shareholder value.  These factors can be quantified and measured through achievement of various financial and operational targets. The objectives of using such targets in the formulation of the specific Company goals are to link an employee’s annual incentive award more closely to the metrics that lead to the creation of shareholder wealth and to promote a culture of high performance and an environment of teamwork.

Eligibility and Participation
Full-time shore-based employees and select offshore employees are eligible for consideration of a bonus under the Plan, based upon performance, subject to the approval of the Compensation Committee (the “Committee”) of the Board of Directors (the “Board”) of Noble.  Each such employee will be considered either a “Corporate” employee or an “Operations” employee for purposes of determining the employee’s Adjusted Target Bonus, as described later.

To be eligible to receive a bonus payment with respect to a Plan year, an employee must be actively employed by the Company on the last day of such Plan year and must continue to be employed through the date on which bonus payments for such Plan year are made.  An employee shall not be eligible to receive any bonus payment if the employee’s employment with the Company terminates for any reason, either voluntarily or involuntarily (except as noted below), before that date on which bonus payments for a Plan year are made.  The Plan year is also the calendar year unless otherwise specified.

However, in the event of death, disability or retirement, the employee or estate of the former employee may receive a prorated payment from the Plan, at the discretion of the Committee and the Chief Executive Officer (the “CEO”).  For purposes of the Plan, “disability” means any termination of employment with the Company or an affiliate of the Company because of a long- term or total disability, as determined by the Company’s disability insurance programs. “Retirement” means a termination of employment with the Company on a voluntary basis by a person if, immediately prior to such termination of employment, the sum of the age and the number of years of continuous service of such person with the Company is equal to or greater than 60.

Plan Funding

The Award Pool for 2017 will primarily be a function of the Company’s performance on key metrics to include:
		
	•
	Company EBITDA versus budget (weighted 65%)

		
	•
	Company Safety results (weighted 25%)

		
	•
	Environmental Compliance Plan (weighted 10%)

See Exhibit 1 for details on the Company’s performance measures. Generally, each goal is structured to include a Threshold, Target and Maximum level of achievement. The Threshold is the minimum level of achievement.  If Performance is below Threshold for a goal, it will yield no pool funding associated with that goal.

The Award Pool available will be determined first by multiplying the sum of the target bonuses for all eligible employees at the end of the year (“Aggregate Target Bonuses”) by the Company’s weighted performance as measured by the results of the key metrics.  See Exhibit 2 for an example illustrating the calculation of the Award Pool.

The Award Pool will be allocated as described in the next sections.

Individual Target Bonus
The target bonus for an employee is an amount equal to the employee’s salary at the end of the Plan year multiplied by the assigned target bonus percentage. Target bonuses range from 4% to 110% of salary. The assigned targets are based on competitive market data and internal equity considerations and are reviewed each year. Note that, for purposes of calculating the Aggregate Target Bonuses, a target bonus percentage of up to 6% will be used for those employees covered under the Plan that do not have a formal target bonus percentage.
Financial and Operating Goals
Goals for the following categories will be approved by the Committee for each Plan year. Financial and Operating results will be based on the goals and weights as shown below, and are different for Corporate and Operations employees:

	
			
	Financial and Operating Goal Weighting Schedule

	Goal
	Corporate
	Operations

	Company EBITDA
	65%
	--

	Region Cash Operating Margin
	--
	65%

	Company Safety
	25%
	12.5%

	Region Safety
	--
	12.5%

	Environmental Compliance Plan
	10%
	10%

The performance scales for 2017 for these metrics are provided in Exhibit 1.
In administering the Plan and reviewing the calculation of the Financial and Operating goals, the Committee may take into consideration the effect of any unusual, non-recurring or extraordinary item or event that impacts the Company or any member of the Driller Peer Group during the year, including, but not limited to, acquisitions, divestitures or impairments. Furthermore, the Committee may make adjustments to the calculation of any of the Financial and Operating goals so that any such unusual, non-recurring or extraordinary item or event does not distort or adversely affect the calculation of the Financial and Operating goals.

Determination of Individual Awards

Each target bonus will be adjusted by the overall Corporate and/or Operations Financial and Operating results depending on the employee (see Exhibit 1). This will be the Adjusted Target Bonus.   For example, if an individual’s bonus target is $10,000, and the performance multiple for Financial and Operating goals is 1.20, the Adjusted Target Bonus would be $12,000. The cumulative total of awards for all employees will be the “Aggregate Calculated Pool”.  

Amounts may be adjusted for employees hired or promoted during the Plan year considering length of service or time in position, and may also be adjusted upward or downward by up to 20% to reflect merit, individual and team performance and/or additional selected criteria, including regulatory compliance, subject to the approval of the Committee and CEO. In extreme circumstances, the Adjusted Target Bonus can be adjusted downward by as much as 100% for any reason, including, but not limited to, Company or region performance, individual employee performance, employee conduct, separation of employment, etc., subject to the approval of the Committee and CEO.  

Note that if on a cumulative basis the sum of the awards in the Aggregate Calculated Pool is greater than the Award Pool, bonuses will be adjusted on a pro-rata basis to remain within the constraints of the Award Pool. 

Review and Approval

The Board will approve the Company’s budget for the year in terms of EBITDA and Cash Operating Margin for each region, relative safety achievement, and environmental compliance goals (and associated payouts for each) no later than March 31st of the year.
If, after the establishment of goals for a Plan year, the budget changes substantially due to subsequent events, such as the acquisition, spin-off or sale of assets, any unusual or non- recurring item or any unforeseen event that impacts the Company, a region or the industry as a whole, then the Committee may make adjustments to the respective goals in order that the affected participants may not be adversely impacted by such an event or item.  Any such revised goals shall be applicable to the Plan year from and after the time of their approval.
After the end of each Plan year, the Committee, in its best business judgment, will make the final determination on the size of the Award Pool for such Plan year.  All bonus calculations, allocations and recommendations are subject to review and approval by the Committee.
Separately, managers having responsibility for recommending the allocation of bonuses to eligible employees shall submit their recommended bonus for each employee to the Executive Vice President and the CEO for review and approval.  Notwithstanding anything otherwise contained in this Plan, the Committee and the CEO (and any delegated designee of the CEO) shall have the authority to adjust individual bonus amounts as deemed to be appropriate for any reason, including, but not limited to, Company or region performance, individual employee performance, employee conduct, separation of employment, etc.
At-Will Employment
Nothing in the Plan guarantees or constitutes a contract for any specific term of employment or otherwise limits the Company’s or an employee’s right to terminate the employment relationship for any reason at any time.EX-10.27

 Exhibit 10.27 

IGNYTA, INC. 
 NON-EMPLOYEE DIRECTOR COMPENSATION PROGRAM 
 Effective as of March 9, 2017 

Non-employee members of the board of directors (the “Board”) of Ignyta, Inc.
(the “Company”) shall be eligible to receive cash and equity compensation as set forth in this Non-Employee Director Compensation Program (this “Program”). The
cash and equity compensation described in this Program shall be paid or be made, as applicable, automatically and without further action of the Board, to each member of the Board who is not an employee of the Company or any parent or subsidiary of
the Company (each, a “Non-Employee Director”) who is entitled to receive such cash or equity compensation, unless such Non-Employee Director
declines the receipt of such cash or equity compensation by written notice to the Company. This Program shall remain in effect until it is revised or rescinded by further action of the Board. This Program may be amended, modified or terminated by
the Board at any time in its sole discretion. The terms and conditions of this Program shall supersede any prior cash and/or equity compensation arrangements for service as a member of the Board between the Company and any of its Non-Employee Directors. No Non-Employee Director shall have any rights hereunder, except with respect to stock options granted pursuant to the Program. 

1.    Cash Compensation. 

(a)    Annual Retainers. Each Non-Employee Director shall be eligible to
receive an annual retainer of $40,000 for service on the Board. 
 (b)    Additional Annual Retainers. In
addition, each Non-Employee Director shall receive the following additional annual retainers, as applicable: 

(i)    Lead Independent Director. A Non-Employee Director serving as the
lead independent director of the Board shall receive an additional annual retainer of $20,000 for such service. 

(ii)    Audit Committee. A Non-Employee Director serving as Chairperson of
the Audit Committee shall receive an additional annual retainer of $15,000 for such service. A Non-Employee Director serving as a member of the Audit Committee (other than the Chairperson) shall receive an
additional annual retainer of $7,500 for such service. 
 (iii)    Compensation Committee. A Non-Employee Director serving as Chairperson of the Compensation Committee shall receive an additional annual retainer of $10,000 for such service. A Non-Employee Director
serving as a member of the Compensation Committee (other than the Chairperson) shall receive an additional annual retainer of $5,000 for such service. 

(iv)     Nominating and Corporate Governance Committee. A Non-Employee
Director serving as Chairperson of the Nominating and Corporate Governance Committee shall receive an additional annual retainer of $7,500 for such service. A Non-Employee Director serving as a member of the
Nominating and Corporate Governance Committee (other than the Chairperson) shall receive an additional annual retainer of $3,500 for such service. 

(c)    Payment of Retainers. The annual retainers described in Sections 1(a) and 1(b) shall be earned on a
quarterly basis based on a calendar quarter and shall be paid by the Company in arrears not later than the fifteenth day following the end of each calendar quarter. In the event a Non- 

 
Employee Director does not serve as a Non-Employee Director, or in the applicable positions described in Section 1(b), for an entire calendar quarter, the
retainer paid to such Non-Employee Director shall be prorated for the portion of such calendar quarter actually served as a Non-Employee Director, or in such position,
as applicable. 
 2.    Equity Compensation. Non-Employee Directors shall
be granted the equity awards described below. The awards described below shall be granted under and shall be subject to the terms and provisions of the Company’s 2014 Incentive Award Plan, as amended, or any other applicable Company equity
incentive plan then-maintained by the Company (the “Equity Plan”) and shall be granted subject to the execution and delivery of award agreements, including attached exhibits, in substantially the forms previously approved by
the Board. All applicable terms of the Equity Plan apply to this Program as if fully set forth herein, and all grants of stock options hereby are subject in all respects to the terms of the Equity Plan and the applicable award agreement. For the
avoidance of doubt, the share numbers in this Section 2 shall be subject to adjustment as provided in the Equity Plan. 

(a)    Initial Awards. Each Non-Employee Director who is initially elected
or appointed to the Board shall receive an option to purchase 40,000 shares of the Company’s common stock on the date of such initial election or appointment. The awards described in this Section 2(a) shall be referred to as “Initial
Awards.” No Non-Employee Director shall be granted more than one Initial Award. 

(b)    Subsequent Awards. A Non-Employee Director who (i) is serving
on the Board as of the date of each annual meeting of the Company’s stockholders and (ii) will continue to serve as a Non-Employee Director immediately following such meeting, shall be automatically
granted an option to purchase 20,000 shares of the Company’s common stock on the date of such annual meeting. The awards described in this Section 2(b) shall be referred to as “Subsequent Awards.” For the avoidance of
doubt, a Non-Employee Director elected for the first time to the Board at an annual meeting of the Company’s stockholders shall only receive an Initial Award in connection with such election, and shall
not receive any Subsequent Award on the date of such meeting as well. In addition, if a Non-Employee Director’s initial election or appointment does not occur at an annual meeting of the Company’s
stockholders, the number of shares subject to the first Subsequent Award received following such initial election or appointment shall be equal to the product of (i) 20,000 multiplied by (ii) a fraction, the numerator of which equals the number
of calendar months in which service is provided from the date of such election or appointment through the first anniversary of the most recent annual meeting of the Company’s stockholders and the denominator of which equals twelve. 

(c)    Termination of Employment of Employee Directors. Members of the Board who are employees of the Company or
any parent or subsidiary of the Company who subsequently terminate their employment with the Company and any parent or subsidiary of the Company and remain on the Board will not receive an Initial Award pursuant to Section 2(a) above, but to the
extent that they are otherwise entitled, will receive, after termination from employment with the Company and any parent or subsidiary of the Company, Subsequent Awards as described in Section 2(b) above. 

(d)    Terms of Awards Granted to Non-Employee Directors 

(i)    Purchase Price. The per share exercise price of each option granted to a
Non-Employee Director shall equal the Fair Market Value (as defined in the Equity Plan) of a share of common stock on the date the option is granted. 

(ii)    Vesting. Each Initial Award shall vest and become exercisable over three years, with one-third of the shares subject to the Initial Award vesting on the first anniversary of the 

 
date of grant and the remaining shares subject to the Initial Award vesting in twenty-four equal monthly installments over the two years thereafter, such that each Initial Award shall be 100%
vested on the third anniversary of the date of grant, subject to the Non-Employee Director continuing in service on the Board through each such vesting date. Each Subsequent Award shall vest and/or become
exercisable on the first to occur of (A) the first anniversary of the date of grant or (B) the next occurring annual meeting of the Company’s stockholders, subject to the Non-Employee Director
continuing in service on the Board through such vesting date. Unless the Board otherwise determines, no portion of an Initial Award or Subsequent Award which is unvested and/or unexercisable at the time of a
Non-Employee Director’s termination of service on the Board shall become vested and/or exercisable thereafter. All of a Non-Employee Director’s Initial Awards
and Subsequent Awards shall vest in full immediately prior to the occurrence of a Change in Control (as defined in the Equity Plan), to the extent outstanding at such time. 

(iii)    Term. The term of each stock option granted to a Non-Employee
Director shall be ten (10) years from the date the option is granted. 
 3.    Compensation Limits.
Notwithstanding anything to the contrary in this Program, all compensation payable under this Program will be subject to any limits on the maximum amount of Non-Employee Director compensation set forth in the
Equity Plan, as in effect from time to time. 
 * * * * *

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