Document:

2010 Management Incentive Plan (MIP)

 Exhibit 10.1 

Confidential Materials omitted and filed separately with the 

Securities and Exchange Commission. Asterisks denote omissions. 

 

 

 2010 Management Incentive Plan 

(MIP) 

Vice Presidents & Above 

Effective: January 1, 2010 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 

TABLE OF CONTENTS 
  

					
	 1.
	  	Purpose	  	3
	 2.
	  	Effective Date	  	3
	 3.
	  	Eligibility	  	3
	 4.
	  	Target	  	3
	 5.
	  	Accelerator	  	5
	 6.
	  	Measurement	  	6
	 7.
	  	Plan Components	  	6
	 8.
	  	Gates and Eligibility Requirements	  	7
	 9.
	  	Administration	  	8
	 Appendix A
	  	10
	 Appendix B
	  	13
	 Appendix C
	  	14

  

 - 2 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

	1.	Purpose 

 The
objective of the 2010 Management Incentive Plan for Vice Presidents and above (“Plan”) is to recognize and reward the achievement of company-wide growth and profitability objectives that are essential to the success of Stream Global
Services (“Stream”). 
  

	2.	Effective Date 

The effective date for implementation of the Plan shall be January 1, 2010. 

 

	3.	Eligibility 

Employees whose roles and responsibilities at the vice president level and above are deemed by executive management to be critical to
operations and/or who have direct responsibility for achieving the financial results of the Company are eligible for participation in the Plan. (Each such designated person is called a “Participant” in this Plan.) Target payouts, plan
components and component weightings are defined by the position, as further set forth below. 
 Stream will issue all
Participants a notice of their eligibility and their individual components by providing a document in the form of Appendix C to each eligible Participant. Other eligibility requirements are listed in Section 8 below, and an individual may only
become a Participant upon complying with those requirements. 
  

	4.	Target 

Participants will be assigned a target for the Plan, expressed as a percentage of base salary. The Target will vary according to the
Participant’s position. This percentage (the “Target”) represents the potential financial award eligible to be earned at 100% achievement of goals for all Plan components at year-end. Actual earnings will be based on Company
performance and achievement of the annual executive budget in which the Participant is assigned. Ninety five percent of the vice president level Participant’s total annual target will be based on Company performance and the remaining 5% will be
based on meeting the approved annual budget for the assigned functional executive. Participants who report directly to the Chairman and Chief Executive Officer will have 90% of their total annual target based on Company performance and the remaining
10% will be based on meeting the approved annual budget for their function. 
 Following the end of the calendar year, the Plan
Earnings that are due to each participant will be calculated in accordance with this Plan and paid in accordance with the Company’s normal payroll practices. 

 

 - 3 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

 In addition to the components set forth above, Plan payments will be adjusted in
accordance with Table 1 below based on achievement against a Global Adjusted EBITDA figure (described in Section 7 below) of $90,000,000 in United States Currency and after inclusion of expense of all MIP bonuses: 

TABLE 1 

Global Adjusted EBITDA Achievement 
  

					
	 Percentage of Global

Adjusted EBITDA target

achieved*
	  	 Actual Global Adjusted EBITDA

achieved (after management

bonuses) ($000s)
	  	 Percentage of earned Plan

actually paid following

EBITDA achievement

	89%	  	$80,000 - $81,899	  	50%
	91%	  	$81,900 - $82,799	  	55%
	92%	  	$82,800 - $83,699	  	60%
	93%	  	$83,700 - $84,599	  	65%
	94%	  	$84,600 - $85,499	  	70%
	95%	  	$85,500 - $86,399	  	75%
	96%	  	$86,400 - $87,299	  	80%
	97%	  	$87,300 - $88,199	  	85%
	98%	  	$88,200 - $89,099	  	90%
	99%	  	$89,100 - $89,999	  	95%
	100% - 105%	  	$90,000 - $95,399	  	100%

  

	*	These percentages represent milestones, so that to achieve payment at a particular level specified above, the Global Adjusted EBITDA must be at
least at that level. 

  

 - 4 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

	5.	Accelerator 

 The
Plan includes an overachievement accelerator allowing the participant to earn up to 200% of their global participant percentage if the Company exceeds its Global Adjusted EBITDA target. The accelerator only applies to the annual Global Adjusted
EBITDA portion of the participant’s MIP Target and not to any quarterly payments. Plan payments will be adjusted in accordance with Table 2 below based on overachievement against a Global Adjusted EBITDA figure (described in Section 7
below) starting at $95,400,000: 
 TABLE 2 

Global Adjusted EBITDA Achievement Accelerator 
  

					
	 Percentage of Global

Adjusted EBITDA accelerator

target achieved*
	  	 Actual Global Adjusted EBITDA
achieved (after management
bonuses)
($000s)
	  	 Accelerator

	>106%	  	$95,400 - $97,199	  	110%
	108%	  	$97,200 - $98,999	  	120%
	110%	  	$99,000 - $101,699	  	130%
	113%	  	$101,700 - $103,499	  	140%
	115%	  	$103,500 - $106,199	  	150%
	118%	  	$106,200 - $107,999	  	160%
	120%	  	$108,000 - $110,699	  	170%
	123%	  	$110,700 - $113,399	  	180%
	126%	  	$113,400 - $114,999	  	190%
	128%	  	$115,000 or above	  	200%

 Global Adjusted
EBITDA/Earnings Chart 

 

 

  

 - 5 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

	6.	Measurement 

 Each
Participant’s achievement against the Target Payout shall be assessed at the end of the 2010 calendar year based upon achievement of the financial targets applicable to the Participant’s responsibilities. Calculation will be subject to the
completion of the Stream Global Services 2010 external audit. 
 For each Participant, the applicable financial metrics and the
percentage of the targets allocated to each is set forth in Appendix C. All metrics measured other than Global Adjusted EBITDA shall be measured in local currency equivalent based upon the budgeted exchange rate as included in the 2010 Budget.

  

	7.	The Plan Components 

The Management Incentive Plan payout will be measured based upon achievement against certain of the following metrics, dependent upon the
Participant’s role in the Company, as set forth in Appendix C: Global Adjusted EBITDA, Regional Adjusted EBITDA and Country/Group Gross Margin Percent. These components are further described below. 

 

	 	A.	GLOBAL ADJUSTED EBITDA: 

Earnings before interest, income taxes, depreciation and amortization, non-cash minority interest income or expense, adjusted for any
acquisitions or divestitures, one time charges such as non-cash foreign currency gains and losses, transaction related costs or amortization of intangibles related to a transaction, non-cash market lease amortization, restructuring charges for items
such as site closures costs, or employee severance related to a transaction, stock compensation charges (including charges recorded under FAS 123R or other similar provisions related to stock compensation charges), write-downs in assets or
intangibles, professional fees and other costs related to acquisitions under FAS 141R, divestitures or financings or other restructuring or transaction related charges. In addition, the Board of Directors and/or Compensation Committee shall have the
right to include other non-recurring items in the determination of Adjusted EBITDA for MIP purposes at their sole discretion (hereafter referred to “Adjusted EBITDA”). The reported Global Adjusted EBITDA is measured against the approved
2010 Stream budget as detailed in Appendix A. 
  

	 	B.	REGION/GROUP ADJUSTED EBITDA 

This component is defined and measured in accordance with U.S. generally accepted accounting practices and the recorded Regional Adjusted
EBITDA measured in local currency equivalents at the budgeted rate and is measured against the approved 2010 Stream budget as detailed in Appendix A. All targets in this section shall be binary (achieved or not achieved) and shall not be subject to
pro-ration or accelerator treatment. 
  

 - 6 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

	 	C.	COUNTRY/GROUP GROSS MARGIN PERCENT 

This component is defined and measured in accordance with U.S. generally accepted accounting practices and the recorded Country/Group
Gross Margin measured in local currency equivalents at the budgeted rate and is measured against the approved 2010 Stream budget as detailed in Appendix A. All targets in this section shall be binary (achieved or not achieved) and shall not be
subject to pro-ration or accelerator treatment. 
  

	8.	Gates and Eligibility Requirements 

  

	 	A.	The 2010 Plan has required financial gates that must be met for any payments to be made under the Plan. The gates are as follows: 

 

	 	i.	Participants will be subject to a Global Adjusted EBITDA gate after inclusion of MIP bonuses. In order for a Participant to be eligible for any Plan payment, the
company must meet its Global Adjusted EBITDA target. In the event that the Company does not meet at least 89% of its Global Adjusted EBITDA target, there will be no Plan payment for any Participants. 

 

	 	ii.	Note also, that in accordance with Table 1 in Section 4 above, in the event that annual Global Adjusted EBITDA is less than $80,000,000 after inclusion of MIP
bonuses (89% of the target Global Adjusted EBITDA), no Plan payments will be made on either the Global or Regional/Country targets. 

  

	 	B.	Participants considered eligible to participate in the Plan, must be in benefit eligible positions. Any exceptions to this must be approved by the Executive Vice
President of Human Resources and the CEO. 

  

	 	C.	To be eligible for any Plan payment, the Participant must be an active employee of Stream on the date actual Plan payments are made. 

 

	 	D.	New employees, or current employees newly promoted to Plan eligibility, will participate on a pro-rated basis depending on the number of full months they are employed
as an eligible Plan Participant beginning the first of the month following hire or promotion date. 

  

	 	E.	Employees hired or promoted for the first time into bonus eligible positions after October 1, 2010 will not be eligible to participate in any component of the 2010
Plan. 

  

	 	F.	Retroactive pay adjustments will not be applied. Payments will be at the base salary in effect at December 31, 2010 for annual payment. 

 

	 	G.	Payment on any particular occasion of any bonus amount in accordance with this Plan shall not create the presumption that any further bonus amount will be paid to the
Participant thereafter under this Plan or otherwise. 

  

	 	H.	 Employees who transfer out of an eligible position during the year into a non-eligible

  

 - 7 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

	 	
position in the Company but who are still employed as of the payment date, will be considered for a pro rata award based on the number of full months in the eligible position and earnings accrued
during those months as a ratio to the full year. 

  

	 	I.	Employees who transfer from one position to another during the year will be considered for a pro rata award based on the number of full months in each position.

  

	 	J.	Participants who live and work in a non-United States location will have their Plan payout calculations performed at corporate headquarters (i.e., comparisons against
metrics will be local currency denominated) and payouts will be issued in their local currency, unless a specific international assignment or other employment agreement specifically provides otherwise. 

 

	 	K.	All payouts will be after applicable withholding taxes for the respective tax jurisdiction. 

 

	9.	Administration 

  

	 	A.	The adoption of this Plan shall not be deemed to give any employee the right to be retained in the employ of Stream or to interfere with the right of the Company to
dismiss any employee at any time, for any reason not prohibited by law nor shall it be deemed to give the Company the right to require any employee to remain in its employ. 

 

	 	B.	Payments under this Plan are not part of the Participant’s base salary, severance or other benefits. 

 

	 	C.	The financial targets assigned and recognized as goals on any of the performance factors may be removed, revised or otherwise modified by the Chief Executive Officer of
the Company or the Compensation Committee of the Board of Directors at any time for any reason. 

  

	 	D.	A Participant’s right to receive payment of an award under the Plan shall be no greater than the right of an unsecured general creditor of the Company. All awards
under the Plan shall be paid from the general funds of the Company, and no special or separate fund shall be established and no segregation of assets shall be made to assure payment of such awards. 

 

	 	E.	The Company reserves the right to amend, terminate and modify this plan at any time in its sole discretion with or without notice. Each Participant, by signing a
Certificate of Acknowledgment, specifically acknowledges this right. Management’s interpretation of the plan is final and in the sole and absolute discretion of Management. The Company reserves the right to make final and binding decisions
regarding the amount of incentive, if any, to be paid to any Participant. 

  

	 	F.	No Participant or third party acting on behalf of or through a Participant shall have any power or right to transfer, assign, anticipate, hypothecate, mortgage,
commute, modify or otherwise encumber in advance any amounts that may be payable hereunder, nor shall any of said amounts be subject to seizure for payment of debt, judgments, alimony or separate maintenance owed by a Participant, or be transferable
by operation of law in the event of a bankruptcy, or otherwise. 

  

 - 8 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

	 	G.	This Plan is administered by, and all decisions regarding any payments hereunder shall be made by Stream, its Management and the Compensation Committee of the Board of
Directors. 

  

	 	H.	All matters of Plan interpretation should be directed to the Executive Vice President, Human Resources or their designee. If any term or condition of this plan is found
to be in non-conformance with a given state, federal or other law, that term or condition will be non-enforceable but will not negate other terms and conditions of the plan. 

 

	 	I.	The Plan shall be governed by and construed in accordance with the laws of the Commonwealth of Massachusetts, USA, without regard to its conflict of laws principles.

  

 - 9 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

 Appendix A 

2010 MIP Financial Targets 
  

											
	 METRIC
	  	 Q1
	  	 Q2
	  	 Q3
	  	 Q4
	  	 TOTAL 2010

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 - 10 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

 Appendix A 

2010 MIP Financial Targets 
  

											
	 METRIC
	  	Q1	  	Q2	  	Q3	  	Q4	  	TOTAL 2010
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 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

 Appendix A 

2010 MIP Financial Targets 
  

											
	 METRIC
	  	 Q1
	  	 Q2
	  	 Q3
	  	 Q4
	  	 TOTAL 2010

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 - 12 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

 Appendix B 

2010 MIP Payout Example 
  

									
	Participant Name:	 	 [**]
	  		  		  	
					
	Job Title:	 	 [**]
	  		  		  	
					
	Manager Name:	 	 [**]
	  		  		  	
					
	Department:	 	 [**]
	  		  		  	
					
	Eligibility Date:	 	 [**]
	  	Participant Level:	  	[**]	  	
					
	Region:	 	 [**]
	  	Base Salary:	  	[**]	  	
					
	Country:	 	 [**]
	  	2010 MIP Target:	  	[**]	  	
					
	Site Location:	 	 [**]
	  	 2010 MIP Total

Target Amount:
	  	[**]	  	

  

													
	 Measurement
	  	% of
Bonus
Target	 	Annual
Bonus
Target	  	Achievement
Target	  	Actual
Achievement	  	1Achievement
Payout %	  	Year-end
Payout
Amount
	 Global Adjusted EBITDA
	  	45%	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]
	 Regional Adjusted EBITDA
	  	50%	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]
	 Functional Budget
	  	5%	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]
	 Total
	  	100%	 		  		  		  		  	[**]

  

	1.	[**]. 

  

 - 13 - 

 2010 Stream Global Services Management Incentive Plan 

Vice Presidents and Above 
  

 Appendix C 

Plan Participant Information Form 
  

									
	Participant Name:	 		  		  		  	
					
	Job Title:	 		  		  		  	
					
	Manager Name:	 		  		  		  	
					
	Department:	 		  		  		  	
					
	Eligibility Date:	 		  	Participant Level:	  		  	
					
	Region:	 		  	Base Salary:	  		  	
					
	Country:	 		  	 2010 MIP

Target %:
	  		  	
					
	Site Location:	 		  	 Annual Target

Amount (100%):
	  		  	

 Your Plan payment is based upon achievement of the following financial objectives: 

 

												
	 	  	Financial Measurement	 
	  
  
  

Level of Responsibility
	 	 Participant Responsibility
	  	Global
Adjusted
EBITDA	 	 	Region
Adjusted
EBITDA	 	 	Country/
Group/Site

Gross Margin %	 
	 	 Executive & Global Participants
	  	100	% 	 	0	% 	 	0	% 
	 	 Region Participants
	  	50	% 	 	50	% 	 	0	% 
	 	 Country/Group/Site Participants
	  	50	% 	 	25	% 	 	25	% 

  

	 	•	 	 VPs target distribution will be 45% Global Adjusted EBITDA, 25% Region, 25% Country/Group, and 5% Achievement of Functional Budget.

  

	 	•	 	 Target distribution for direct reports to the CEO will be 90% Global Adjusted EBITDA and 10% Achievement of Functional Budget

  

	 	•	 	 Chairman & Chief Executive Officer’s target will be based 100% on company performance and will not have any portion of his target tied
to attainment of any functional or departmental budget. 

  

 - 14 -2010 Executive Sales Incentive Plan (SIP)

 Exhibit 10.2 

Confidential Materials omitted and filed separately with the 

Securities and Exchange Commission. Asterisks denote omissions. 

 

 

 2010 EXECUTIVE SALES COMMISSION PLAN, AS AMENDED 

 

	1.	Purpose and Components 

The purpose of this Executive Sales Commission Plan is to align the Executive Vice President, Global Sales and Marketing to the revenue
and gross margin targets of Stream Global Services, Inc. and its consolidated subsidiaries (the “Company”). The Plan is based 75% on the Company’s revenues and 25% on the Company’s gross margin percentages. 

 

	2.	Eligibility 

 The
Executive Vice President, Global Sales and Marketing is currently the only eligible participant in this Plan, but the Company may add other participants to the Plan in its sole discretion. 

 

	3.	Calculation and Payment of Commissions 

  

	 	A.	The Plan participant’s target commission is 40% of annual base salary for the year ending December 31, 2010. If the Company over-achieves its goals, then the
participant may earn accelerator amounts above 40% of annual base salary, as described below. 

  

	 	B.	The Company will pay commissions, if earned, on a quarterly basis and will true-up the commissions at the end of the year to reflect full-year revenue and gross
margins. The Company will issue commission payments to the participant on the corresponding pay cycle (approximately 45 days) after the completion of the quarter, and all payouts are subject to applicable tax, payroll and other withholding required
by applicable law. The participant must be employed by the Company at the time of the payout to receive payment. 

  

	 	C.	Commissions will be calculated as set forth on the attached Exhibit A, based on the quarterly and annual revenues and gross margin percentages set forth on the
attached Exhibit A (hereinafter “Targeted Revenues” and “Targeted GM”). Actual revenues and gross margins subject to commissions under this Plan will not include any amounts from any acquisition, joint venture or business
combination that the Company may purchase, acquire or otherwise enter into. The participant will earn no commission based on the Company’s revenue or gross margin, respectively, for a quarter or for the year unless the Company achieves at least
96% of the Targeted Revenue to earn the revenue based commission and/or at least 97.5% of Targeted GM to earn the gross margin based commission for that quarter or year. 

 

	 	D.	If the Company achieves more than 100% of the Targeted Revenue for the year and at least 100% of the Targeted GM percentage for the year, each as set forth in Exhibit
A, then the participant is eligible for accelerators as follows: 

  

	 	•	 	 If the Company’s actual revenue for the year ending December 31, 2010 is $[**] to [**], then the participant will be eligible to receive an
additional $50,000 of commission for the year. 

  

 1 

	 	•	 	 If the Company’s actual revenue for the year ending December 31, 2010 is $[**] to [**], then the participant will be eligible to receive an
additional $100,000 of commission for the year. 

  

	 	•	 	 If the Company’s actual revenue for the year ending December 31, 2010 is $[**] to [**], then the participant will be eligible to receive an
additional $200,000 of commission for the year. 

  

	 	•	 	 If the Company’s actual revenue for the year ending December 31, 2010 is $[**] to [**], then the participant will be eligible to receive an
additional $300,000 of commission for the year. 

  

	 	•	 	 If the Company’s actual revenue for the year ending December 31, 2010 is $[**] or greater, then the participant will be eligible to receive
an additional $400,000 of commission for the year. 

  

	 	E.	Final calculation of revenue and gross margin amounts will be subject to the completion of the Company’s 2010 external audit by its outside auditor.

  

	4.	Administration 

  

	 	A.	The adoption of this Plan shall not be deemed to give any employee the right to be retained in the Company’s employ or to interfere with the right of the Company
to dismiss any employee at any time, for any reason not prohibited by law, nor shall it be deemed to give the Company the right to require any employee to remain in its employ. 

 

	 	B.	Payments under this Plan are sales commissions and are not part of the participant’s base salary, severance or other benefits. 

 

	 	C.	The financial targets assigned and recognized as goals on any of the performance factors may be removed, revised or otherwise modified by the Chief Executive Officer of
the Company or the Compensation Committee of the Board of Directors at any time for any reason. 

  

	 	D.	A Participant’s right to receive payment of an award under the Plan shall be no greater than the right of an unsecured general creditor of the Company. All awards
under the Plan shall be paid from the general funds of the Company, and no special or separate fund shall be established and no segregation of assets shall be made to assure payment of such awards. 

 

	 	E.	The Company reserves the right to amend, terminate and modify this plan at any time in its sole discretion with or without notice. The Company reserves the right to
make final and binding decisions regarding the amount of commissions, if any, to be paid to any Participant. 

  

	 	F.	No Participant or third party acting on behalf of or through a Participant shall have any power or right to transfer, assign, anticipate, hypothecate, mortgage,
commute, modify or otherwise encumber in advance any amounts that may be payable hereunder, nor shall any of said amounts be subject to seizure for payment of debt, judgments, alimony or separate maintenance owed by a Participant, or be transferable
by operation of law in the event of a bankruptcy, or otherwise. 

  

 2 

	 	G.	This Plan is administered by, and all decisions regarding any payments hereunder shall be made by the Company, its management and the Compensation Committee of the
Board of Directors. 

  

	 	H.	All matters of Plan interpretation should be directed to the Senior Vice President, Human Resources, the Chief Legal and Administrative Officer or their designees. If
any term or condition of this plan is found to be in non-conformance with a given state, federal or other law, that term or condition will be non-enforceable but will not negate other terms and conditions of the plan. 

 

	 	I.	The Plan shall be governed by and construed in accordance with the laws of the Commonwealth of Massachusetts, United States of America. 

 

 3 

 2010 Executive Sales Commission Plan 

Certificate of Acknowledgement 

I certify that I have received and read the 2010 Executive Sales Commission Plan, including the attached Exhibit A, and agree to be bound thereby.
In consideration of my commission eligibility under the Plan, I agree to comply with the Stream policies and internal regulations that apply to me, including but not limited to the Code of Business Conduct and Ethics, the Insider Trading Policy, and
any other agreement that I have signed with the Company, including but not limited to any employment contract or confidentiality, non-solicit or non-competition agreement, as applicable. 

 

							
	  
	 		  	  
	  	
	Participant Signature	 		  	Date	  	

  

							
	 Robert Dechant
	 		  		  	
	Printed Name	 		  		  	

 ACKNOWLEDGED BY STREAM GLOBAL SERVICES, INC.: 

 

							
	  
	 		  	  
	  	
	R. Scott Murray, Chief Executive Officer	 		  	Date	  	

 [Approved by the Compensation Committee on February 13, 2010 and May 4, 2010. Unsigned by Mr. Dechant as of the date
of filing.] 
  

 4 

 Stream Global Services Inc. 

2010 Executive SIP 
  

											
	 	  	2010 Budget
	 	  	Q1	  	Q2	  	Q3	  	Q4	  	Total Year
						
	 Revenue (000s)
	  	[**]	  	[**]	  	[**]	  	[**]	  	[**]
						
	 Gross Margin (000s)
	  	[**]	  	[**]	  	[**]	  	[**]	  	[**]
						
	 Gross Margin (%)
	  	[**]	  	[**]	  	[**]	  	[**]	  	[**]

  

																				
	 	  	 	 	 	 	  	 	  	 	  	 	  	 	  	Percentage
Achievement	 	 	Commission
Per Quarter
	 Revenue Curve (75% of Plan):
	  			 		  		  		  		  		  			 		
		  	96.00	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	20	% 	 	$	4,875
		  	96.25	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	30	% 	 	$	7,313
		  	96.50	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	40	% 	 	$	9,750
		  	97.00	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	50	% 	 	$	12,188
		  	98.00	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	60	% 	 	$	14,625
		  	98.50	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	70	% 	 	$	17,063
		  	98.75	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	80	% 	 	$	19,500
		  	99.00	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	90	% 	 	$	21,938
		  	99.50	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	95	% 	 	$	23,156
		  	100.00	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	100	% 	 	$	24,375
									
	 Gross Margin Curve (25% of Plan):
	  			 		  		  		  		  		  			 		
		  	97.50	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	20	% 	 	$	1,625
		  	98.00	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	50	% 	 	$	4,063
		  	98.50	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	60	% 	 	$	4,875
		  	99.00	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	75	% 	 	$	6,094
		  	99.50	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	85	% 	 	$	6,906
		  	100.00	% 	 	[**]	  	[**]	  	[**]	  	[**]	  	[**]	  	100	% 	 	$	8,125

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00173-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00173-of-00352.parquet"}]]