Document:

exv10w9

Exhibit 10.9

Western Alliance Bancorp

Alta Alliance Bank

Annual Bonus Plan 2009

Objective: The purpose of this Annual Bonus Plan is to provide incentives and rewards for
superior performance in order to attract and retain highly qualified team members and to maximize
financial performance so that Western Alliance Bancorp (WAL) will meet and exceed its goals.

Eligibility: Selected team members who are employed by WAL as of January 1st of the Plan
Year. Bonuses for team members hired after January 1st but on or before September
30th of a Plan Year will be prorated. Team members hired after September 30th
may be eligible the following Plan Year.

Effective Date: January 1, 2009. This Plan supersedes all others before it.

Frequency of Awards: Awards will be paid annually within 90 days after the end of the Plan Year.
Participants must be employed at the payment date to receive any bonus compensation under this
Plan.

Plan Administrator: WAL’s Incentive Compensation Committee will administer the Plan. This Committee
is made up of WAL’s Chief Executive Officer, Chief Financial Officer, and Chief Administrative
Officer.

How the Plan Works: Subject to the terms of the Plan, bonus calculations will be based on the
following factors: 1) WAL’s EPS growth, 2) NET EARNINGS growth of individual bank,
 3) Organic Deposit growth, and 4) QUALITY control (Regulatory exams, Internal Audits, Credit
Quality). The focus on growing and increasing deposits will allow the Bank to continue making
loans.

A Target bonus percentage expressed as a percent of Base Salary will be established for each
Participant. A payout at the maximum level requires outstanding performance for the year in all
components of the Plan.

Base Salary is defined as the Participant’s actual salary earned for the year which includes pay
for regular hours worked plus paid holiday, sick, and vacation hours; earnings received while on a
Leave of Absence are not included in this calculation.

	A.	 	WAL’s EPS Performance is weighted 10% at the Bank level

This portion of the Plan measures the Corporations performance in EPS.

Adjustments maybe made to this calculation to account for miscellaneous gains or losses. For
example, restructuring charges will be excluded and allocations will be normalized. The
Incentive Compensation Committee may approve other adjustments.

	 	1.	 	As soon as possible after the end of the Plan Year, the Finance Division will
calculate WAL’s EPS.
	 
	 	2.	 	EPS will be calculated including acquisitions.

January 1, 2009 (as approved by the WAL Compensation Committee January 19, 2009)

 

 

WAL

Annual Bonus Plan

	 	3.	 	The WAL EPS portion of the bonus will be calculated based on hitting the following EPS
targets listed below:
	 
	 	 	 	Same targets for all affiliates

	 	 	 
	Growth in	 	Percent of Target
	WAL EPS	 	Bonus Paid
	Performance	 	(WAL Portion)
	Less than $.20

	 	No Bonus paid
	Between $.20 to $.25

	 	50% to 75%
	Between $.25 to $.30

	 	75% to 100%
	Between $.30 to $.40

	 	100% to 125%
	Between $.40 to $.60

	 	125% to 150%

	 	B.	 	Net Income Performance is weighted 25%
	 
	 	 	 	This portion of the Plan measures the affiliate’s performance in Net Income. Net Income is
defined as the Bank’s income after taxes:
	 
	 	 	 	(Net Interest Income + Non-interest Income) – (Non-interest Expense – Taxes) = Net Income
	 
	 	 	 	Adjustments will be made to this calculation to account for miscellaneous gains or losses.
The Incentive Compensation Committee may approve other adjustments.

	 	1.	 	As soon as possible after the end of the Plan Year, the Finance Division will
calculate the Bank’s Net Income.
	 
	 	2.	 	The following chart will determine level of payout for Net Income.

	 	 	 
	Growth in	 	Percent of Target
	Bank Net Income Performance	 	Bonus Paid
	AAB	 	(Bank Portion)
	Less than $500M

	 	No Bonus paid
	Between $500M to $550M

	 	50% to 75%
	Between $550M to $750M

	 	75% to 100%
	Between $750M to $850M

	 	100% to 125%
	Between $850M to $1.0MM

	 	125% to 150%

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WAL

Annual Bonus Plan

	 	C.	 	Organic Deposit Growth Performance is weighted 35%
	 
	 	 	 	This portion of the bonus will be calculated based on Bank performance in Organic Deposit
Growth.
	 
	 	 	 	Senior Management will agree on final budget projections that will be translated into
financial performance goals.
	 
	 	 	 	Organic Deposit Growth

	 	1.	 	In setting the Budget for each Bank, Organic Deposit Growth Goals will be
established.
	 
	 	2.	 	As soon as possible after the end of the Plan Year, the Finance Department will
measure the Actual Organic Deposit Growth results for the Bank. Adjustments may be made
to these calculations to account for staff transfers, windfalls, etc.
	 
	 	3.	 	Following are the definitions/calculations on which this portion of the bonus
will be based:

	 	a.	 	A calculation will be made for the Bank Growth in Organic Deposits (35%
of target).
	 
	 	b.	 	Calculation: The percent of Target bonus paid for Organic Deposit
Growth will be calculated based on the following schedule:
	 
	 	c.	 	Deposits will be calculated on organic growth and will not include
increases in deposits acquired by acquisition.

Organic Deposit Growth 35% of target

	 	 	 
	Bank Performance	 	Percent of Target
	Organic Deposit Growth	 	Paid
	AAB	 	(Organic Deposit Growth)
	Less than $20MM

	 	No Bonus paid
	Between $20MM to 28MM

	 	50% to 75%
	Between $28MM to $36MM

	 	75% to 100%
	Between $36MM to $46MM

	 	100% to 125%
	Between $46MM to $60MM

	 	125% to 150%

	 	4.	 	In order to receive more than 100% of the Organic Deposit growth portion of the bonus:

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WAL

Annual Bonus Plan

	 	a.	 	Bank must achieve a growth of at least $36MM+ in Organic Deposit Growth
to pay more than 100% for the goal being measured, and
	 
	 	b.	 	Participant must meet individual goals in this respective area.

	 	D.	 	Quality Control is weighted 30%

	 	1.	 	Quality control refers to the effectiveness of the Corporation’s regulatory
examinations, internal audits and credit quality.
	 
	 	2.	 	Quality Control will be measured in the following three areas:

	 	a.	 	All Regulatory Examines (10%) must be level 2 or better
(pass/fail)
	 
	 	b.	 	Internal Audits (10%) must be at least passing (pass/fail)
	 
	 	c.	 	Credit Quality (10%) will be measured in the following two areas

	 	i.	 	Non-performing assets (5%) less than 1% of
average total loans (pass/fail)
	 
	 	ii.	 	Net charge-offs (5%) less than .65% of
average total loans (pass/fail)

	 	3.	 	The maximum pay out on this quality control is 100%

	E.	 	Other Calculation Provisions

	 	1.	 	Participants must meet individual deposit growth production goals, if assigned, or
their total bonus may be reduced or eliminated.
	 
	 	2.	 	Except as otherwise specifically approved and directed by the
WAL Compensation Committee, and subject to all legal requirements, the aggregate total of the bonuses paid to Participants in each Bank cannot exceed
12.5% of the Net Income for that Bank. If it does, the payments will be pro-rated and
re-calculated as a percent of the actual Net Income of the Bank; however, all participants
below the level of AVP will be eligible for target (actual bank performance) pay outs prior
to proration. The balance remaining after payment to participants below the level of AVP
will then be prorated according to the remaining pool and distributed to AVP and above.
	 
	 	3.	 	A participants bonus may be reduced or eliminated if in the discretion of Management,
i) the department’s loan review and/or audits are rated below satisfactory and/or not
adhering to safety, soundness, and approved operational procedures, ii) any participant,
their branch or department earns a rating of less than “Satisfactory,” iii) the
department’s credit underwriting and/or portfolio management practices are rated below
“Satisfactory” and/or not adhering to safety and soundness, or iv) the participant, their
branch or department has not contributed adequately to the financial results attributed to
them.
	 
	 	4.	 	With the approval of the Incentive Compensation Committee, a participant’s bonus may be
increased over his/her assigned Target bonus percentage in order to recognize extraordinary
performance. The Division Executive will provide written documentation to the Incentive
Compensation Committee to support the recommendation.

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Annual Bonus Plan

F. Other Administrative Provisions:

	 	1.	 	This is a discretionary bonus plan and, in order to receive payment of any bonus under this Plan, the participant must be employed by the Bank at the time payment
is made, which will be no later than March 15th.
	 
	 	2.	 	Designation as a Participant in the Plan does not create a contract of employment for any
specified time, nor shall such act to alter or amend the Bank’s “at-will” policy of
employment.
	 
	 	3.	 	If any Participant’s performance is rated as falling below job expectations or as less
than satisfactory at any time during the Plan Year, or if the Participant is subject to any
written disciplinary action, the bonus payment will be reduced or eliminated.
	 
	 	4.	 	Participants who transfer during the year will participate in the Plan applicable to
the department they are in at year-end. If extenuating circumstances arise, exceptions to
this policy will be considered on a case by case basis.
	 
	 	5.	 	A change in officer title occurring during the year will not change the target bonus
percentage.
	 
	 	6.	 	Awards will be paid through the normal payroll process to participants. All awards will
be subject to applicable taxes. Awards do not constitute commissions or additional wages,
and Participants have no vested interests in the benefits of the Plan, except as expressly
provided for herein.
	 
	 	7.	 	Awards under this Plan will be used in calculating covered earnings for benefit
purposes for the 401(k) and Life Insurance Plans but not for Long Term Disability
Insurance.
	 
	 	8.	 	Timely and accurate completion of all business plans, reports, budgets and other
planning exercises is required for payment under the Plan.
	 
	 	9.	 	Acknowledgment from the HR Department that offices and officers have conformed to bank
policy in timeliness of annual reviews, controllable turnover, and all other areas of HR
administration is required for payment under this Plan.
	 
	 	10.	 	Performance measurements and statistics will be based on calculations completed by the
Finance Division of WAL. Any questions about the results or the bonus calculations must be
submitted to the Plan Administrator within 30 days after the calculations have been
completed and published, after which time no inquiries will be considered.
	 
	 	11.	 	Management retains the right in its sole discretion to adjust bonuses to reflect
“windfall” changes (i.e., transfer of unusually large accounts or loans between offices,
etc.).
	 
	 	12.	 	This Plan is governed and interpreted by the Plan Administrator, whose decisions shall
be final. This is a discretionary program and the Plan Administrator or the Board of
Directors of WAL reserves the right to terminate or alter this bonus program at any time.

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Annual Bonus Plan

	 	13.	 	Participants are eligible to participate in only one annual bonus plan (could also be
paid out quarterly), and Management has the discretion to assign any team member to the
particular plan it deems appropriate.
	 
	 	14.	 	The intent of Bank Management is to fairly reward team members for adding value to the
Bank. If any adjustments need to be made to allow this Plan to accomplish its purpose, the
Incentive Compensation Committee in its sole discretion can make those adjustments.

Sample Calculation:

	1.	 	WAL EPS Performance is weighted 10% at the Bank level

	 	 	 	 	 
	EPS Performance	 	WAL EPS
	Year-end WAL EPS
	 	$	.30	 
	 
	 	 	 	 
	% of EPS Target Bonus Paid
	 	 	100	%

See table on page 2

	2.	 	Net Income Growth Performance is weighted 25% at the Bank level

	 	 	 	 	 
	Net Income	 	AAB
	Year-end Net Income Growth
	 	$	750M	 
	 
	 	 	 	 
	% of Net Income Target Bonus Paid
	 	 	100	%

See table on p. 2

	4.	 	Organic Deposit Growth Performance is weighted 35% at the Bank level

	 	 	 	 	 
	Growth	 	AAB
	Organic Deposit Growth
	 	$46MM
	 
	 	 	 	 
	% of Organic Deposit Growth Target Paid
	 	 	125	%

See table page 3

	5.	 	Quality Control factors are weighted 30% at the Bank

	 	•	 	Regulatory Examines (10%) (level 2 or better achieved)
	 
	 	•	 	Internal Audits (10%) (passing grade on all internal audits)
	 
	 	•	 	Credit Quality

	 	o	 	Non-performing assets(5%) less than 1% of average total loans
	 
	 	o	 	Net charge-offs less than .65% of average total loans

     Passed at the 100% level for example purposes

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WAL

Annual Bonus Plan

WAL Annual Bonus Payment

Participant has a base salary of $60,000

Target Bonus of 8%

Target Bonus — $4,800.00

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	EPS	 	 	NI	 	 	Organic Deposit	 	 	Quality Control	 
	$	4,800	 	 	$	4,800	 	 	$	4,800	 	 	$	4,800.	 
	X	10	%	 	X	25	%	 	X	35	%	 	X	30	%
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$	480	 	 	$	1,200	 	 	$	1,680	 	 	$	1,440	 
	X	100	%	 	X	100	%	 	X	125	%	 	X	100	%
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	$	480	 	 	$	1,200	 	 	$	2,100	 	 	$	1,440	 

TOTAL PAYOUT IS $480.00+1,200.00+2,100.00+1,440.00 = $5,220.00

Page 7exv10w2

Exhibit 10.2

May 20, 2009

Mr. John Green

4101 Fordham Road, NW

Washington, DC 20016

Dear John:

This offer letter sets forth the terms of your employment in connection with your transition from
Chief Financial Officer to Executive Vice President, Human Capital, which took effect as of April
20, 2009. We are confident that you will continue to play a key role in comScore’s continued
success while helping us remain a leader in the provision of innovative and valuable marketing
solutions.

You will continue working from comScore’s offices located in Reston, VA.

Effective as of May 15, 2009, your base salary will be $10,000 Semi-Monthly (equivalent to an
annual salary of $240,000.00), payable in accordance with comScore’s standard payroll practice and
subject to applicable payroll deductions and withholdings. Consistent with other senior comScore
management, this amount will be reduced by 7.5% effective on May 15, 2009, and will continue
indefinitely until the Compensation Committee of the Board of Directors (the “Committee”) provides
otherwise. The Committee expects to make a one-time stock grant of 1,645 shares to help set-off
the reduction in base salary (the “One-Time Restricted Stock Award”). The grant shall vest in
equal yearly installments over four (4) years, beginning on May 18, 2010. In the event your
employment with comScore ends before your One-Time Restricted Stock Award Transition Restricted
Stock Award is fully vested, you will forfeit the unvested portion as of the date of your
separation. The One-Time Restricted Stock Award will be governed by the comScore, Inc. 2007 Equity
Incentive Plan (the “2007 Plan”) and related award agreement.

In connection with the execution of this offer letter, you and comScore are entering into
amendments to certain of your outstanding stock option and restricted stock awards. In addition,
Committee has approved the award of 10,000 restricted shares of comScore’s common stock (the
“Transition Restricted Stock Award”). The Transition Restricted Stock Award shall vest in equal
yearly installments over four (4) years, beginning on May 18, 2010. In the event your employment
with comScore ends before your Transition Restricted Stock Award is fully vested, you will forfeit
the unvested portion as of the date of your separation. The Transition Restricted Stock Award will
be governed by the 2007 Plan and related award agreement.

In addition, subject to approval by the Committee, during the Committee meeting at which the
approval of discretionary performance-based equity incentive awards for calendar year 2009 is
scheduled to take place, you will be eligible for an award of restricted shares of comScore’s

 

 

Mr. John Green

May 20, 2009

Page | 2

common stock (the “Performance Restricted Stock Award”) with the value of up to 75% of the actual
earned salary you earned during 2009 in the position of Executive Vice President, Human Capital,
after giving effect to the 7.5% reduction. The Performance Restricted Stock Award shall vest in
equal yearly installments over three (3) years, with the initial 25% tranche vesting on the date
your equity incentive award is approved by the Committee. In the event your employment with
comScore ends before your Performance Restricted Stock Award is fully vested, you will forfeit the
unvested portion as of the date of your separation. The Performance Restricted Stock Award will be
subject to the applicable comScore bonus plan, the 2007 Plan, and related award agreement.

During your employment, you will continue to be eligible to participate in comScore’s standard
benefits such as medical insurance, life insurance, sick leave, 401k and paid time off consistent
with any eligibility requirements and standard company policy. comScore’s current vacation policy
provides three (3) weeks paid vacation per year, earned on an accrual basis. The accompanying
benefits brochure provides additional benefits information. Detailed benefits information is
provided in the comScore Employee Guide and in Summary Plan Descriptions, which we previously have
provided to you.

As a comScore employee, you will be expected to abide by comScore’s rules and policies and by
signing this offer letter you reaffirm that you previously have read and will continue to abide by
the comScore Employee Guide. In addition, you will continue to be bound by and comply with the
Employment, Invention Assignment and Non-Disclosure Agreement that you executed in connection with
your initial employment with comScore, which, among other things, prohibits unauthorized use or
disclosure of comScore’s proprietary information. Please keep in mind that your employment will
continue to be at-will, which simply means that either you or comScore may terminate the
relationship at any time for any reason, with or without cause.

By signing below, you acknowledge that you have apprised comScore of any and all contractual
obligations that you may have that would prevent you from working at comScore, or limit your
activities with comScore, including but not limited to any non-competition obligations to past
employers.

The terms described in this letter will be the terms of your employment and supersede any other
agreements or promises made to you by anyone from comScore regarding these terms, including any
offer letter you may have entered into as Chief Financial Officer, except that your previous awards
of stock options and restricted will continue to be governed by their terms, as they may have been
amended by the amendments you are entering concurrently with this offer letter. This letter can
only be modified by a written agreement signed by you and an authorized official of comScore.

Please return a signed copy of this letter to me as soon as possible.

We are
very excited about your continuing role with comScore. We hope that you will continue to
help us in making comScore all it can be, to the lasting credit and economic benefit of us all.

 

 

Mr. John
Green 
May 20, 2009

Page | 3

Best Regards,

/s/ Christiana L. Lin

Christiana L. Lin

ACKNOWLEDGEMENT:

In response to this offer of employment please sign one only.

	 	 	 
	/s/ John
M. Green

	 	I accept the offer of employment.
	 

	 	 

	 	 	 
	 
 

	 	I do not accept the offer of employment.

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