SEC Contract Filing

Filing Date: 2024-02-23

Document Content:
<DOCUMENT>
<TYPE>EX-10.9
<SEQUENCE>2
<FILENAME>a109-amendedandrestatede.htm
<DESCRIPTION>EX-10.9
<TEXT>
<HTML>
<HEAD><!-- Document generated by Workiva Inc -->
<TITLE>a109-amendedandrestatede</TITLE>
</HEAD>
<BODY bgcolor="white">
<DIV align="center">
<DIV style="margin-left:1em;width:1055;"><!-- a109-amendedandrestatede001.jpg -->
<DIV style="padding-top:2em;">
<IMG src="a109-amendedandrestatede001.jpg" title="slide1" width="1055" height="1365">
<DIV><FONT size="1" style="font-size:1pt;color:white">P. 1 | 4 EMPLOYEE INCENTIVE PLAN (Amended and Restated as of January 25, 2022) I. PURPOSE This Employee Incentive Plan (this &#8220;Plan&#8221;) is designed to support FormFactor, Inc. (the &#8220;Company&#8221;) in being competitive within the industry to attract and retain key talent and to provide an incentive, in addition to other compensation, to those employees of the Company who have the opportunity to influence achievement of important corporate objectives and Company growth. In addition, this Plan is to closely align the interests of participating employees (the &#8220;Participants&#8221;) with Company and stockholder interests and is intended as a primary purpose to encourage and induce continued employment of eligible employees with the Company. Participants in this Plan may include the Company&#8217;s executives, senior vice presidents, vice presidents, senior directors, directors, managers and other full-time employees not on the Sales Incentive Plan as determined by the chief executive officer, chief financial officer and senior human resources executive. II. BONUS AWARDS Bonus awards under this Plan are payable as wages, less any applicable withholdings. Actual bonus awards are based on achievement of the corporate objective(s) and business unit objective(s). The chief executive officer, chief financial officer, and senior human resources executive shall determine the period during which the corporate objective(s) and business unit objective(s) are to be measured (the &#8220;Measurement Period&#8221;). Typically, this will be a quarterly Measurement Period aligned with the Company&#8217;s fiscal quarters with quarterly payment periods. However, the measurement or payment periods may be an annual period, a six- month period, a quarterly period or any such other period approved in advance by the chief executive officer, chief financial officer, and senior human resources executive. Specific target bonus percentages, expressed as a percentage of Eligible Compensation (as defined below), will be determined by (i) the chief executive officer for all Participants other than the chief executive officer and the executive Participants directly reporting to the chief executive officer or (ii) the Compensation Committee of the Board of Directors (the &#8220;Committee&#8221;) for the chief executive officer and the executive Participants directly reporting to the chief executive officer. Actual bonus awards for the chief executive officer and executive Participants directly reporting to the chief executive officer will be determined by the Committee. Target bonus percentages may be different for each Participant. Each Participant&#8217;s bonus will be based upon a &#8220;Bonus Target&#8221; which is the product of their Eligible Compensation during the measurement period (&#8220;EE$&#8221;) multiplied by the Participant&#8217;s target bonus percentage (&#8220;Bonus %&#8221;). The authorized communication of a Participant&#8217;s Bonus % to the Participant is a condition precedent to the employee&#8217;s eligibility to receive a bonus award under the Plan. For Participants within the business unit organizations (e.g., Probes BU, Systems BU and Emerging Growth BU), fifty percent of the Bonus Target will then be multiplied by the corporate objective(s) achievement percentage (&#8220;Corporate %&#8221;) and fifty percent of the Bonus Target will then be multiplied by the business unit achievement percentage (&#8220;Business Unit %&#8221;) to achieve the Participant&#8217;s final bonus amount (&#8220;Final Bonus&#8221;). EE$ * Bonus % = Bonus Target Bonus Target * 50% * Corporate % = Corporate Portion </FONT></DIV>
<P><HR noshade><P>
<DIV style="page-break-before:always;">&nbsp;</DIV>
</DIV>
<!-- a109-amendedandrestatede002.jpg -->
<DIV style="padding-top:2em;">
<IMG src="a109-amendedandrestatede002.jpg" title="slide2" width="1055" height="1365">
<DIV><FONT size="1" style="font-size:1pt;color:white">P. 2 | 4 Bonus Target * 50% * Business Unit % = Business Unit Portion Corporate Portion + Business Unit Portion = Final Bonus For Participants within the corporate functions (e.g., marketing, human resources, sales, service, information technology, finance and accounting) who do not participate in the Sales Incentive Plan, one hundred percent of the Bonus Target will be multiplied by the Corporate % to determine the Participant&#8217;s Final Bonus. EE$ * Bonus % = Bonus Target Bonus Target * 100% * Corporate % = Final Bonus III. OBJECTIVES The objective(s) for any given Measurement Period of this Plan, including any threshold, target, and maximum levels for each objective(s), shall be determined by the chief executive officer, chief financial officer and senior human resources executive and approved by the Committee. There may be one or more objectives and these objectives may include various financial, operational and other measures of corporate and business unit performance, all as defined by the chief executive officer, chief financial officer and senior human resources executive and approved by the Committee. Different objectives and measures may be used for different participating employee groups. The communication by the chief executive officer setting forth the corporate or business unit objectives applicable to each Measurement Period is a condition precedent to any bonus award being payable under this Plan in respect of such Measurement Period. For Measurement Periods where multiple objecti