Document:

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                                                                   EXHIBIT 10.55

                                    SPSS INC.
                          EMPLOYEE STOCK PURCHASE PLAN

1.       Purpose.

         The SPSS Inc. Employee Stock Purchase Plan (hereinafter the "Plan") is
intended as an incentive to, and to encourage stock ownership by, all Eligible
Employees (as defined in Section 3 below) of SPSS Inc. ("SPSS" or the
"Company"), and its participating subsidiaries (as defined in Section 17) so
that they may share in the growth of SPSS by acquiring or increasing their
proprietary interests in SPSS. The Plan is designed to encourage Eligible
Employees to remain in the employ of the Company. It is intended that Options
(as defined in Section 5(b)(i) below) issued pursuant to this Plan will
constitute Options issued pursuant to a "qualified employee stock purchase plan"
within the meaning of Section 423 of the Internal Revenue Code of 1986, as
amended (the "Code").

2.       Administration of the Plan.

         The Plan will be administered by the Compensation Committee of the
Board of Directors (the "Board") of SPSS (the "Compensation Committee"). Any
action which may be taken by the Compensation Committee hereunder may be taken
instead by the full Board and, in such event, the word "Compensation Committee"
wherever used herein shall be deemed to mean the full Board.

         The interpretation and construction by the Compensation Committee of
any provisions of the Plan or of any Option granted hereunder shall be final,
unless otherwise determined by the Board. The Compensation Committee may from
time to time adopt such rules and regulations for carrying out the Plan as it
deems necessary and appropriate, provided that any such rules and regulations
shall be applied on a uniform basis to all Eligible Employees. No member of the
Board or the Compensation Committee shall be liable for any action or
determination made in good faith with respect to the Plan or any Option granted
hereunder. In the event the Board fails to appoint or refrains from appointing a
Compensation Committee, the Board shall have all power and authority to
administer the Plan. In such event, the word "Compensation Committee" wherever
used herein shall be deemed to mean the Board.

3.       Eligible Employees.

         (a) Subject to the exclusions set forth in Section 3(b) below, all
employees of SPSS or any of its participating subsidiaries who are employees on
the first day of a Contribution Period (as defined in Section 5(a) below) (each,
an "Eligible Employee") shall be eligible to receive Options under this Plan to
purchase shares of the Company's common stock, $0.01 par value per share (the
"Common Stock"), and all Eligible Employees shall have the same rights and
privileges hereunder. Members of the Board who are not employees of SPSS shall
not be eligible to receive Options under this Plan.

         (b) Notwithstanding the foregoing, an employee will not qualify as an
Eligible Employee with regard to a particular Contribution Period if:

               (i) the employee's customary employment is twenty (20) hours or
less per week or is for not more than five (5) months in any calendar year;

               (ii) upon receipt of an Option, the employee would own Common
Stock constituting five percent (5%) or more of the total combined voting power
or value of all classes of equity securities of SPSS, its parent or its
subsidiary corporations, as the term "subsidiary corporation"

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is defined in Section 424 of the Code. For purposes of determining stock
ownership under this paragraph, the rules of Section 424(d) of the Code shall
apply, and Common Stock which the employee may purchase under outstanding
Options shall be treated as Common Stock owned by the employee; or

               (iii) upon receipt of an Option, the Option would permit the
employee's right to purchase Common Stock under this Plan, and under any other
Section 423(b) employee stock purchase plans of SPSS, its parent or any
subsidiary corporations, to accrue at a rate which exceeds $25,000 of fair
market value of such stock (determined at the time such Option is granted) for
each calendar year in which such Option is outstanding at any time. The purpose
of the limitation in the preceding sentence is to comply with Section 423(b)(8)
of the Code.

4.       Common Stock Subject to the Plan.

         The Common Stock subject to the Options under the Plan shall be shares
of the Company's authorized but unissued Common Stock, or shares of such Common
Stock reacquired by SPSS, including shares purchased in the open market. The
aggregate number of shares which may be purchased pursuant to the Plan is
500,000, subject to adjustment as provided in Section 12. In the event any
Option granted under the Plan shall expire or terminate for any reason without
having been exercised in full or shall cease for any reason to be exercisable in
whole or in part, the unpurchased shares subject thereto shall again be
available under the Plan.

5.       Contribution Periods, Payroll Deductions and Options.

         (a) Contribution Periods and Payroll Deductions. The contribution
periods during which payroll deductions will be accumulated under the Plan will
be the six-month periods extending from January 1 through June 30 and July 1
through December 31 of each year, respectively (each a "Contribution Period").
Payroll deductions made from bonus and commission payments will be deemed
accumulated under the Plan during the Contribution Period during which such
payments are made. All other payroll deductions will be deemed accumulated under
the Plan during the Contribution Period during which the regular payroll period
to which it relates ends.

         (b) Option Grants.

               (i) Two times each year, on the first Business Day (as defined
below) of each Contribution Period (the "Option Grant Date"), SPSS will grant to
each Eligible Employee who has chosen to participate in the Plan (each, a
"Participant") an option (the "Option") to purchase on the last day of such
Contribution Period, at the Option Purchase Price (defined in Section 5(b)(ii)
below), a maximum of Four Thousand (4,000) shares of Common Stock (the "Purchase
Limit"), on condition that such Participant continues to qualify as an Eligible
Employee throughout such Contribution Period. Each Participant shall be entitled
to exercise an Option granted hereunder only to the extent of the Participant's
accumulated payroll deductions on the last day of such Contribution Period. In
the event that the Participant's accumulated payroll deductions on the last day
of the Contribution Period would enable the Participant to purchase more than
4,000 shares of Common Stock except for the Purchase Limit, the excess of the
amount of the accumulated payroll deductions over the aggregate purchase price
of the 4,000 shares of Common Stock shall be promptly refunded to the
Participant by SPSS, without interest. The Purchase Limit shall be subject to
adjustment as provided in Section 12. The term "Business Day" means a day on
which there is trading on the Nasdaq National Market.

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               (ii) The option purchase price for each Contribution Period
shall be the lesser of (i) 85% of the Fair Market Value (as defined in Section
5(b)(iii) below) of the Common Stock on the Option Grant Date, or (ii) 85% of
the Fair Market Value of the Common Stock on the last Business Day of the
Contribution Period, in either event, rounded up to avoid fractions of a dollar
other than 1/4, 1/2 and 3/4 (the "Option Purchase Price"). The Option Purchase
Price per share shall be subject to adjustment as provided in Section 12.

               (iii) For purposes of this Plan, the term "Fair Market Value"
on any date means (i) the last reported sale price (on that date) of the Common
Stock on the Nasdaq National Market; or (ii) the average of the closing bid and
asked prices last quoted (on that date) by an established quotation service for
over-the-counter securities, if the Common Stock is not reported on the Nasdaq
National Market. If the Common Stock is not publicly traded at the time an
option is granted under this Plan, "Fair Market Value" shall mean the fair
market value of the Common Stock as determined by the Compensation Committee
after taking into consideration all factors which it deems appropriate,
including, without limitation, recent sale and offer prices of the Common Stock
in private transactions negotiated at arm's length.

6.       Exercise of Options.

         Each Participant who continues to qualify as an Eligible Employee on
the last Business Day of a Contribution Period shall be deemed to have
automatically exercised such Participant's Option on such date and shall be
deemed to have purchased from SPSS such number of full shares of Common Stock
reserved for the purpose of the Plan as such Participant's accumulated payroll
deductions on such date will pay for at the Option Purchase Price, subject to
the Purchase Limit. If a Participant does not qualify as an Eligible Employee on
the last Business Day of a Contribution Period, such Participant shall not be
entitled to exercise its Option. Only full shares of Common Stock may be
purchased under the Plan. Unused payroll deductions remaining in a Participant's
account at the end of a Contribution Period shall be refunded to the Participant
by SPSS, without interest, as soon as reasonably possible after the end of the
Contribution Period.

7.       Authorization for Entering the Plan.

         An Eligible Employee may enter the Plan by filling out, signing and
delivering to SPSS a payroll deduction authorization form at least fifteen (15)
days prior to the commencement of each Contribution Period in which the Eligible
Employee would like to participate. Each payroll deduction authorization form
shall (a) state the percentage to be deducted regularly from the Eligible
Employee's pay in accordance with Section 8 below and (b) authorize the purchase
of Common Stock for the Eligible Employee for such Contribution Period in
accordance with the terms of the Plan.

         SPSS will accumulate and hold for the Eligible Employee's account the
amounts deducted from such Eligible Employee's pay. No interest will be paid on
these amounts.

         SPSS employees who commence employment with SPSS after the Option Grant
Date for a particular Contribution Period shall not be eligible to participate,
and thereby receive an Option, until the next Contribution Period.

8.       Maximum Amount.

         An Eligible Employee may authorize payroll deductions in an amount
(expressed as a percentage) equal to not less than one percent (1%) but not more
than fifteen percent (15%) of the

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Eligible Employee's total compensation, including base pay or salary and any
bonuses or commissions. Such payroll deduction must be expressed in whole-number
increments. Payroll deductions may not include a fraction of a percent, and any
authorized payroll deduction expressed as a fraction of a percent shall be
rounded down to a percentage equal to the next whole number.

9.       Change in Payroll Deductions.

         Deductions may not be increased or decreased during a Contribution
Period. However, a Participant may withdraw in full from the Plan as provided in
Section 10.

10.      Withdrawal from the Plan.

         A Participant may withdraw from the Plan, in whole but not in part, at
any time prior to the last Business Day of a Contribution Period by delivering a
withdrawal notice to SPSS at least fifteen (15) days prior to the termination of
the Contribution Period. This withdrawal notice shall authorize the cessation of
payroll deductions in accordance with the Plan. The foregoing right to withdraw
from the Plan shall be exercisable at will by the Participant.

         Upon receipt of this withdrawal notice, SPSS will promptly refund the
entire balance of the former Participant's deductions not previously used to
purchase stock under the Plan.

         To re-enter the Plan, an Eligible Employee who has previously withdrawn
must file a new payroll deduction authorization form in accordance with the
terms of Section 7 above. An Eligible Employee's re-entry into the Plan cannot,
however, become effective before the commencement of the next Contribution
Period following such Eligible Employee's withdrawal.

11.      Issuance of Stock.

         As soon as practical after each Contribution Period, SPSS shall
instruct its transfer agent to deliver to each Participant a certificate
representing that number of shares of Common Stock purchased by the Participant
during such Contribution Period. Common Stock purchased under the Plan will be
issued only in the name of the Participant.

12.      Adjustments.

         Upon the happening of any of the following described events, a
Participant's rights under Options granted under the Plan shall be adjusted as
hereinafter provided:

         (a) In the event shares of Common Stock shall be subdivided or combined
into a greater or smaller number of shares or if, upon a reorganization,
split-up, liquidation, recapitalization or the like of SPSS, the shares of
Common Stock shall be exchanged for other securities of SPSS, each Participant
shall be entitled, subject to the conditions herein stated, to purchase such
number of shares of Common Stock or amount of other securities of SPSS as were
exchangeable for the number of shares of Common Stock which such Participant
would have been entitled to purchase except for such action, and appropriate
adjustments shall be made in the Option Purchase Price per share to reflect such
subdivision, combination or exchange; and

         (b) In the event SPSS shall issue any of its shares of Common Stock as
a stock dividend upon or with respect to the shares of stock of the class which
shall at the time be subject to Option hereunder, each Participant upon
exercising such an Option shall be entitled to receive (for the Option

                                       9
<PAGE>

Purchase Price paid upon such exercise) the shares of Common Stock as to which
such Participant is exercising its Option and, in addition thereto (at no
additional cost), such number of shares of the class or classes in which such
stock dividend or dividends were declared or paid, and such amount of cash in
lieu of fractional shares, as is equal to the number of shares thereof and the
amount of cash in lieu of fractional shares, respectively, which such
Participant would have received if it had been the holder of the shares of
Common Stock as to which it is exercising its Option at all times between the
date of the granting of such Option and the date of its exercise.

         Upon the happening of any of the events specified in paragraph (a) or
(b) above, the class and aggregate number of shares set forth in Section 4
hereof which are subject to Options which have been or may be granted under the
Plan and the Purchase Limit set forth in Section 5 shall also be appropriately
adjusted to reflect the events specified in paragraph (a) or (b) above.
Notwithstanding the foregoing, any adjustments made pursuant to paragraph (a) or
(b) shall be made only to the extent that the Compensation Committee, based on
advice of counsel for SPSS, determines that such adjustments will not constitute
a change requiring stockholder approval under Section 423(b)(2) of the Code.

         If SPSS is to be consolidated with or acquired by another entity in a
merger, a sale of all or substantially all of the Company's assets or otherwise
(an "Acquisition"), the Compensation Committee shall, with respect to Options
then outstanding under this Plan, either (i) make appropriate provision for the
continuation of such Options by arranging for the substitution on an equitable
basis for the shares then subject to such Options the consideration payable with
respect to the outstanding shares of Common Stock in connection with the
Acquisition or (ii) terminate all outstanding Options in exchange for a cash
payment equal to the excess of the fair market value of the shares subject to
the Options (determined as of the date of the Acquisition) over the Option
Purchase Price thereof (determined with reference only to the first Business Day
of the applicable Contribution Period).

         The Compensation Committee or Board shall determine the adjustments to
be made under this Section 12, and its determination shall be conclusive.

13.      No Transfer or Assignment of Rights.

         An Eligible Employee's rights under the Plan are such Employee's alone
and may not be transferred or assigned to, or availed of by, any other person
other than by will or the laws of descent and distribution. Any Option granted
under the Plan to a Participant may be exercised, during the employee's
lifetime, only by the Participant.

14.      Termination of Rights.

         An Eligible Employee's rights under the Plan will terminate when such
Employee ceases to be an Eligible Employee because of retirement, voluntary or
involuntary termination, resignation, lay-off, discharge, death, change of
status or for any other reason, except that if an Eligible Employee is on a
leave of absence from work during the last four (4) weeks of any Contribution
Period, such Eligible Employee shall be deemed to be a Participant in the Plan
on the last day of that Contribution Period. A withdrawal notice will be
considered as having been received from the Eligible Employee on the day such
Eligible Employee's employment ceases, and all payroll deductions not used to
purchase Common Stock will be refunded without interest.

<PAGE>

         If an Eligible Employee's payroll deductions are interrupted by any
legal process, a withdrawal notice will be considered as having been received
from the employee on the day the interruption occurs.

15.      Termination and Amendments to the Plan.

         Unless terminated sooner as provided below, the Plan shall terminate on
April 28, 2015. The Plan may be terminated at any time by the Board but such
termination shall not affect Options then outstanding under the Plan. The Plan
will terminate in any case when all or substantially all of the unissued shares
of Common Stock reserved for the purposes of the Plan have been purchased. If at
any time shares of Common Stock reserved for the purpose of the Plan remain
available for purchase but not in sufficient number to satisfy all then unfilled
purchase requirements, the available shares of Common Stock shall be apportioned
among Participants in proportion to their Options and the Plan shall terminate.
Upon such termination or any other termination of the Plan, all payroll
deductions not used to purchase Common Stock will be refunded without interest.
The Compensation Committee or the Board may from time to time adopt amendments
to the Plan provided that, without the approval of the SPSS stockholders, no
amendment may (i) increase the number of shares of Common Stock that may be
issued under the Plan, (ii) materially modify the requirements for eligibility
to participate in the Plan, (iii) affect any right or obligation with respect to
any grant previously made, unless required by law, or (iv) cause Rule 16b-3
under the Securities Exchange Act of 1934 to become inapplicable to the Plan.

16.      Limits on Sale of Stock Purchased Under the Plan.

         The Plan is intended to provide shares of Common Stock for investment
and not for resale. SPSS does not, however, intend to restrict or influence any
employee in the conduct of his/her own affairs. An SPSS employee may, therefore,
sell Common Stock purchased under the Plan at any time the SPSS employee
chooses, subject to compliance with any applicable Federal or state securities
laws; provided, however, that because of certain Federal tax requirements, each
employee agrees by entering the Plan, to give SPSS prompt notice of the
disposition of any such stock within two years after the date of grant of the
applicable Option showing the number of such shares disposed of. THE PARTICIPANT
ASSUMES THE RISK OF ANY MARKET FLUCTUATIONS IN THE PRICE OF THE STOCK.

17.      Participating Subsidiaries.

         The term "participating subsidiary" shall mean any subsidiary of SPSS,
as that term is defined in Section 424(f) of the Code and applying the
attribution rules of Section 424(d) of the Code, which is designated from time
to time by the Board to participate in the Plan. The Board shall have the power
to make such designation before or after the Plan is approved by the
stockholders.

18.      Optionees Not Stockholders.

         Neither the granting of an Option to a Participant nor the deductions
from such Participant's pay shall cause such Participant to qualify as a
stockholder of the shares of Common Stock covered by an Option until such shares
have been actually purchased by the Participant.

<PAGE>

19.      Application of Funds.

         The proceeds received by SPSS from the sale of Common Stock pursuant to
Options granted under the Plan will be used for general corporate purposes.

20.      Governmental Regulations.

         The Company's obligation to sell and deliver shares of Common Stock
under this Plan is subject to the approval of any governmental authority
required in connection with the authorization, issuance or sale of such shares,
including the Securities and Exchange Commission (the "SEC") and the Internal
Revenue Service.

21.      Approval of Shareholders; Effectiveness.

         The Plan was adopted by the Board on April 28, 2005 and shall become
effective on June 15, 2005 (the "Effective Date") provided no Options granted
under the Plan shall be exercised, and no shares of Common Stock shall be issued
hereunder, until (i) the Plan shall have been approved by the stockholders of
SPSS and (ii) SPSS shall have complied with all applicable requirements of the
Securities Act of 1933 Act (including the registration of the shares of Common
Stock issuable under the Plan on a Form S-8 registration statement filed with
the SEC), all applicable listing requirements of the Nasdaq National Market and
all other applicable requirements established by law or regulation. In the event
such stockholder approval is not obtained, or such compliance is not effected,
within twelve (12) months after the date on which the Plan is adopted by the
Board, the Plan shall terminate and have no further force or effect, and all
sums collected from Participants during the initial purchase period hereunder
shall be refunded.exv10w17

 

Exhibit 10.17

2005 Cricket Non-Sales Bonus Plan

 

SECTION 1 – ESTABLISHMENT AND OBJECTIVE

		
	1.1 	Establishment of Plan

Cricket Communications, Inc., together with its parent and their wholly owned subsidiaries are
hereafter referred to as the “Company”. The Company hereby establishes a Cricket Team Bonus Plan
(the “Plan”), for qualified employees of the Company (as defined in section 3 below).

		
	1.2 	Objective of the Plan

The objective of the Plan is to attract, motivate and retain employees who can, through their
collective and individual efforts; help the Company achieve its 2005 business goals. The Plan is
intended to share the success of the Company with eligible employees to the extent that the
Company’s performance and an employee’s individual performance warrant, and to provide compensation
for eligible employees which is competitive in a manner consistent with the Company’s philosophy of
paying for performance.

SECTION 2 – DEFINITIONS

Active Employee is defined as any employee who is performing the regular duties of his/her
assigned work on a full-time or part-time basis

Annual Base Salary Rate

Full-time employees

(i) In the case of a salaried employee, his/her Annual Base Salary rate, or (ii) in the case of a
full time non-exempt employee his/her hourly rate of pay multiplied by 2080 hours, in each case,
prorated to reflect any salary/hourly rate changes received during the plan year.

Part time employees

The hourly rate of pay multiplied by the number of hours projected to be worked in one year,
prorated to reflect any salary/hourly rate changes received during the plan year.

Bonus Target Percentage is established for each eligible participant based on the
participant’s grade in the compensation structure, and is described as a percentage of an
employee’s Annual Base Salary Rate.

Performance Metric Results are the results of the Company, Region, or Market for a
particular plan year. The Performance Metric Results are measured against the year to date budget
for the current Plan year/quarter, which are set forth in the Attachments to the Plan. Goals are
set by the Chief Executive Officer and approved by the Board of Directors and/or Compensation
Committee of Leap Wireless International, Inc.

Page 1 of 9

 

2005 Leap Non-Sales Bonus Plan

 

Target Bonus is the employee’s Annual Base Salary Rate multiplied by the Bonus Target
Percentage for the employee’s position.

SECTION 3 – ELIGIBILITY

		
	3.1 	Eligibility

All regular employees working twenty (20) hours per week or more shall be eligible to be covered by
the Plan. Employees working less than thirty-five (35) hours but at least twenty (20) hours per
week will be eligible for 50% of the target bonus. Employees working thirty-five (35) hours or
more per week will be eligible for 100% of the target bonus. A participant who joins the Company
or otherwise becomes eligible to participate in the Plan during the year will have any bonus award
under this Plan prorated from the date of first eligibility in which he/she becomes a participant.

Except as provided in Section 4.2, an employee must be an active employee of the Company or one of
its wholly owned subsidiaries on the day the bonus payment is made to receive a payment under the
plan.

Employees on Performance Improvement Plans and/or a Leave of Absence will be ineligible to
participate in the bonus plan for the period of time while on the Performance Improvement Plan
and/or Leave of Absence. Payments will be reduced/prorated for periods on a Performance
Improvement Plan and/or Leave of Absence.

Employees who change positions during the plan year will receive payments prorated for the time and
applicable bonus targets for each position.

No participant in the Cricket Communications Sales Bonus Plan may participate in this Plan, except
to the extent that the participant participates in two plans as a result of a change in position
during a Plan year.

SECTION 4
– PAYMENT OF BONUSES

		
	4.1 	Calculation of Bonuses

Bonus awards for each quarter can range from 0% to 100% of the participant’s Target Bonus (prorated
for the period covered) and the bonus award for the entire year can range from 0% to 200% of a
participant’s Target Bonus. Bonus Awards to be paid pursuant to the Plan will be calculated based
on three main components: Annual Base Salary, Bonus Target Percentage, and Performance Metric
Results:

	 	•  	Bonus payments for employees at or below the VP level will occur on a quarterly basis on
the third payroll following the end of the quarter. Bonus payments for employees at or
above the SVP level will occur on a semi-annual basis, on the third payroll following the
end of the second and fourth quarter.

Page 2 of 9

 

2005 Leap Non-Sales Bonus Plan

 

	 	•  	The plan is a cumulative year-to-date (YTD) plan, which will pay eligible employees a
quarterly (or semi-annual) bonus award if the Company has achieved the stated business
and/or financial objectives. The bonus awards will be calculated based on YTD Company,
Region, Area or Market performance, as applicable, less any previously paid quarterly
bonuses.
	 
	 	•  	Bonus awards for the first three quarters will be capped at 100% of the Target Bonus
(prorated for the period covered). The fourth quarter award will be capped at 200% of the
Target Bonus.
	 
	 	•  	Minimum performance against each of the performance metrics is required for any bonus
award to be paid out. The payout levels associated with various levels of performance can
be found in the Attachments to the Plan.
	 
	 	•  	Any employee who changes positions or locations during the plan year which would result
in a bonus calculation which is prorated for the positions or locations, shall have the
metrics associated with any prior positions “frozen” for the quarter to date in which the
change occurred. Those metrics would not be updated to reflect any metric changes
subsequent to the quarter the employee left the position or location.

The Performance Metric Results on which each Participant’s bonus award is based are set forth in
the Attachments to the Plan and are determined by the Chief Executive Officer. If the combined
minimum performance metrics do not meet or exceed the minimum threshold for any bonus calculation
period, under no circumstances will employees be required to repay previously paid bonus awards,
except to correct an error as described by section 4.3.

For Directors and Above: Bonuses for participants who are in a Director level or above position
will be determined based on two components: 75% Performance Metric results and 25% based on the
achievement of the participant’s individual objectives. Objectives should be established early in
the performance year and measured by two levels of supervision.

The bonus associated with the achievement of the participant’s individual objectives will be
payable as part of each quarter’s bonus award and can range from 0% to 100% for the first 3
quarters, and up to 200% for the full year, based on the scale found in the Attachments to the
plan. (i.e., prorated for the period covered, the individual component may be calculated at 0% to
25% of the Target Bonus for each quarter and from 0% to 50% of the Target Bonus for the full plan
year)

		
	4.2 	Payment of Bonuses

The employee’s bonus, as calculated under subsection 4.1, shall be earned by and paid to the
employee only if he/she is an active employee on the payroll on the date the bonus payment
is made. If an employee is on a Leave of Absence on the day the payment is made, the employee will
be paid a prorated bonus upon his or her return from the Leave of Absence. If an employee dies or
becomes disabled during the plan year, he/she or his/her estate, personal representative or
beneficiary shall be paid a prorated bonus which represents the days of active employment during
the plan year.

The Company will withhold, or require the withholding from any payment, any federal, state, or
local taxes required by law to be withheld with respect to such payment.

Page 3 of 9

 

2005 Leap Non-Sales Bonus Plan

 

No payments will occur from this plan if the minimum performance against measures has not been
achieved. Performance measures will be established each year by the Chief Executive Officer with
approval by the Board of Directors and/or Compensation Committee of Leap Wireless International.

Page 4 of 9

 

2005 Leap Non-Sales Bonus Plan

 

		
	4.3 	Correction of Errors

The Company reserves the right to recalculate and correct any bonus awards that were made based on
any clerical or administrative errors. This includes, but is not limited to, changes to
performance metrics, dates in position, dates on PIPs or LOA’s, changes in bonus targets or
salaries, etc. Any bonus award that was overpaid in error must be repaid by the employee within 30
days of notification of the error.

		
	4.4 	401(k) Plan

An employee’s bonus is not considered eligible compensation for purposes of employee contributions
or employer matching contributions to the employees’ 401(k) Plan.

SECTION 5 – GENERAL PROVISIONS

		
	5.1 	Administration 

The Chief Executive Officer, Sr. Vice President Human Resources, and the Director, Compensation and
Benefits responsible for compensation systems (the “Committee”) shall administer this Plan for the
Company. The Committee shall have the authority to delegate responsibility for performance of
administrative functions necessary for administration of the plan.

The interpretation of any provisions of the Plan by the Chief Executive Officer shall be final
unless otherwise determined by the Board of Directors and/or the Compensation Committee of the
Company. The Chief Executive Officer is authorized to interpret the Plan, to prescribe, amend and
rescind rules and regulations relating to it, and to make all other determinations necessary for
its administration. The Plan is intended to be reviewed and approved by the Chief Executive
Officer not less often than semi-annually and may be amended or terminated at any time in the Chief
Executive Officer’s sole discretion.

The Chief Executive Officer shall have the authority to establish performance criteria and
calculate bonus award amounts.

Bonuses for all participants must be reviewed and approved by the Chief Executive Officer. As
unpredictable windfalls and shortfalls can result in rewarding or penalizing a participant for
developments unrelated to his or her own efforts, the Chief Executive Officer reserves the right to
make adjustments when, in the Chief Executive Officer’s opinion, inequities may result. It also
remains the Chief Executive Officer’s prerogative, in the Chief Executive Officer’s sole
discretion, to refrain from paying bonuses to participants who may attain the payment criteria
specified in this Plan but who have otherwise failed to perform satisfactorily or manage in a
correct and efficient manner in accordance with the known or published policies and procedures of
the Company. In addition, the Chief Executive Officer may adjust bonuses otherwise payable under
the plan to the extent he or she determines that the financial results or position of the Company
make it prudent, in the Chief Executive Officer’s sole discretion, to make such adjustments.

Page 5 of 9

 

2005 Leap Non-Sales Bonus Plan

 

		
	5.2 	Employment Rights

The establishment of this Plan shall not confer legal rights upon any employee for the continuation
of employment, nor shall it interfere with the rights of the Company to discharge any person and/or
treat him/her without regard to the effect that such treatment might have upon him/her under this
Plan. All employees covered by this Plan remain “at will” employees, unless otherwise expressly
agreed in writing in a separate contract.

		
	5.3 	Applicable Laws

The Plan shall be governed by and construed according to the laws of the State of California.

Page 6 of 9

 

2005 Leap Non-Sales Bonus Plan

 

ATTACHMENTS TO THE PLAN

     Attachment I – Calculation of Bonus Payment to Business Unit Level Performance by
Participant

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	Tied to	 	 	 	 	 	 	 	 	 	 	 	Tied to	 	 	 	 
	 	Employee	 	 	Functional Area or	 	 	Level	 	 	Total	 	 	Tied to	 	 	Tied to	 	 	Tied to	 	 	Indiv	 	 	Total	 
	 	Group	 	 	Position	 	 	 	 	 	Company	 	 	Region	 	 	Area	 	 	Market	 	 	Results	 	 	Bonus	 
	 
	 	Corporate Employees
	 	 	< Director	 	 	100%	 	 	 	 	 	 	 	 	 	 	 	 	 	 	100%	 
	 	Corporate Employees
	 	 	Director +	 	 	75%	 	 	 	 	 	 	 	 	 	 	 	25%	 	 	100%	 
	 
	 	Regional Employees
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 
	 	 	Field IT	 	 	< Director	 	 	50%	 	 	50%	 	 	 	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Field HR	 	 	< Director	 	 	50%	 	 	50%	 	 	 	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Field Finance	 	 	< Director	 	 	50%	 	 	50%	 	 	 	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Tech Ops-Region	 	 	< Director	 	 	50%	 	 	50%	 	 	 	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Tech Ops-Market	 	 	< Director	 	 	50%	 	 	50%	 	 	 	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Reg’l G&A	 	 	< Director	 	 	50%	 	 	50%	 	 	 	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Reg’l Marketing Mgrs	 	 	< Director	 	 	50%	 	 	50%	 	 	 	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Reg’l COM’s	 	 	< Director	 	 	50%	 	 	50%	 	 	 	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Field HR	 	 	Director +	 	 	37.5%	 	 	37.5%	 	 	 	 	 	 	 	 	25%	 	 	100%	 
	 	 
	 	 	Field Finance	 	 	Director +	 	 	37.5%	 	 	37.5%	 	 	 	 	 	 	 	 	25%	 	 	100%	 
	 	 
	 	 	Tech Ops (All)	 	 	Director +	 	 	37.5%	 	 	37.5%	 	 	 	 	 	 	 	 	25%	 	 	100%	 
	 	 
	 	 	Reg’l Sales Directors	 	 	Director +	 	 	37.5%	 	 	37.5%	 	 	 	 	 	 	 	 	25%	 	 	100%	 
	 
	 	Area Employees
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 
	 	 	AGM	 	 	Director +	 	 	37.5%	 	 	 	 	 	37.5%	 	 	 	 	 	25%	 	 	100%	 
	 	 
	 	 	Area COM’s	 	 	< Director	 	 	50%	 	 	 	 	 	50%	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Admin Assist to AGM	 	 	< Director	 	 	50%	 	 	 	 	 	50%	 	 	 	 	 	 	 	 	100%	 
	 	 
	 	 	Receptionist	 	 	< Director	 	 	50%	 	 	 	 	 	50%	 	 	 	 	 	 	 	 	100%	 
	 
	 	Market Employees
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 
	 	 	Market GM’s	 	 	Director +	 	 	37.5%	 	 	 	 	 	 	 	 	37.5%	 	 	25%	 	 	100%	 
	 	 
	 	 	Market Mgrs	 	 	< Director	 	 	50%	 	 	 	 	 	 	 	 	50%	 	 	 	 	 	100%	 
	 	 
	 	 	Market COM’s	 	 	< Director	 	 	50%	 	 	 	 	 	 	 	 	50%	 	 	 	 	 	100%	 
	 	 
	 	 	Marketing Mgrs	 	 	< Director	 	 	50%	 	 	 	 	 	 	 	 	50%	 	 	 	 	 	100%	 
	 	 
	 	 	Admin Assistants	 	 	< Director	 	 	50%	 	 	 	 	 	 	 	 	50%	 	 	 	 	 	100%	 
	 	 
	 	 	Customer Svc Assist	 	 	< Director	 	 	50%	 	 	 	 	 	 	 	 	50%	 	 	 	 	 	100%	 
	 	 
	 	 	Analyst Project	 	 	< Director	 	 	50%	 	 	 	 	 	 	 	 	50%	 	 	 	 	 	100%	 
	 

* Market refers to the specific Market where an employee works.

** Area refers to the combined Markets assigned to an Area General Manager.

*** Participants, positions listed are for example purposes only, not intended to include all non-sales positions.

Page 7 of 9

 

2005 Leap Non-Sales Bonus Plan

 

Attachment II – Weighting & Definition of Performance Metrics

	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	Metric	 	 	Measurement	 	 	Weighting	 	 	Definition	 
	 	EBITDA

	 	 	YTD v. Plan
	 	 	50%	 	 	Earnings before Interest, Tax,
Depreciation and Amortization,
adjusted to exclude the effects
of: reorganization items; other
income (expense); gains on sale
of wireless licenses; impairment
of intangible or long-lived
assets and related charges; and
stock-based compensation awards.
This measure is generally used to
approximate the cash generated by
operations (before capital
expenditures).	 
	 	Net Adds

	 	 	YTD v. Plan
	 	 	50%	 	 	Net growth in the customer base;
equals gross additions minus
First Bill Non Pays (FBNP) minus
net deactivations	 
	 	Total

	 	 	 	 	 	100%	 	 	 	 
	 

Attachment III
– Payout Scale for Individual Performance Component at Various Levels of Attainment

	 	 	 	 	 	 
	 	Quarter End Rating
	 	 	% Payout	 
	 	Top Performer
	 	 	200%	 
	 	Outstanding Performer
	 	 	150%	 
	 	Successful Performer
	 	 	100%	 
	 	Needs Improvement
	 	 	0	 
	 

* Please note that any payments for Q1, Q2 or Q3 are capped at 100% payout. The amounts noted for
payout above 100% are available only at the end of the fourth quarter, up to the maximum of 200%.

Page 8 of 9

 

2005 Leap Non-Sales Bonus Plan

 

Attachment IV
– Payout Scale for Performance Metrics at Various Levels of Attainment

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	EBITDA (50%)
	Total Company	Region	Area	Market
	 	YTD	 	 	 	 	 	YTD	 	 	 	 	 	YTD	 	 	 	 	 	YTD	 	 	 	 
	 	Achievement	 	 	% Payout	 	 	Achievement	 	 	% Payout	 	 	Achievement	 	 	% Payout	 	 	Achievement	 	 	% Payout	 
	 	Level % *	 	 	**	 	 	Level % *	 	 	**	 	 	Level % *	 	 	**	 	 	Level % *	 	 	**	 
	 	<92.45%
	 	 	0%
	 	 	<90.57%
	 	 	0%
	 	 	<84.91%
	 	 	0%
	 	 	<80.19%
	 	 	0%	 
	 	92.45%
	 	 	50%
	 	 	90.57%
	 	 	50%
	 	 	84.91%
	 	 	50%
	 	 	80.19%
	 	 	50%	 
	 	96.23%
	 	 	100%
	 	 	96.23%
	 	 	100%
	 	 	96.23%
	 	 	100%
	 	 	96.23%
	 	 	100%	 
	 	100.00%
	 	 	125%
	 	 	100.00%
	 	 	125%
	 	 	100.00%
	 	 	125%
	 	 	100.00%
	 	 	125%	 
	 	111.32%
	 	 	200%
	 	 	113.21%
	 	 	200%
	 	 	118.87%
	 	 	200%
	 	 	123.58%
	 	 	200%	 
	 

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	Net Adds (50%)
	Total Company	Region	Area	Market
	 	YTD	 	 	 	 	 	YTD	 	 	 	 	 	YTD	 	 	 	 	 	YTD	 	 	 	 
	 	Achievement	 	 	% Payout	 	 	Achievement	 	 	% Payout	 	 	Achievement	 	 	% Payout	 	 	Achievement	 	 	% Payout	 
	 	Level % *	 	 	**	 	 	Level % *	 	 	**	 	 	Level % *	 	 	**	 	 	Level % *	 	 	**	 
	 	<70.00%
	 	 	0%
	 	 	<70.00%
	 	 	0%
	 	 	<66.88%
	 	 	0%
	 	 	<63.75%
	 	 	0%	 
	 	70.00%
	 	 	50%
	 	 	70.00%
	 	 	50%
	 	 	66.88%
	 	 	50%
	 	 	63.75%
	 	 	50%	 
	 	82.50%
	 	 	100%
	 	 	82.50%
	 	 	100%
	 	 	82.50%
	 	 	100%
	 	 	82.50%
	 	 	100%	 
	 	100.00%
	 	 	125%
	 	 	100.00%
	 	 	125%
	 	 	100.00%
	 	 	125%
	 	 	100.00%
	 	 	125%	 
	 	150.00%
	 	 	200%
	 	 	150.00%
	 	 	200%
	 	 	153.13%
	 	 	200%
	 	 	156.25%
	 	 	200%	 
	 

* Please note that any payments for Q1, Q2 or Q3 are capped at 100% payout. The amounts noted
for payout above 100% are available only at the end of the fourth quarter, up to the maximum of
200%.

** The above payout levels contain only specific points of achievement and % payouts. Amounts
achieved between the specific points noted and the corresponding bonus award multipliers will be
determined by a calculation based on the known points and payout factors.

Page 9 of 9

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