Annual Report — Form 10-K
Filing Table of Contents
Document/Exhibit Description Pages Size
1: 10-K Annual Report 15± 69K
2: EX-10.1 Material Contract 7± 29K
3: EX-10.2 Material Contract 3± 11K
4: EX-10.3 Material Contract 7± 29K
5: EX-11 Statement re: Computation of Earnings Per Share 2± 9K
6: EX-13 Annual or Quarterly Report to Security Holders 24± 111K
7: EX-21 Subsidiaries of the Registrant 1 5K
8: EX-23 Consent of Experts or Counsel 1 7K
9: EX-24 Power of Attorney 1 9K
10: EX-27 Financial Data Schedule (Pre-XBRL) 1 9K
EX-10.2 — Material Contract
EXHIBIT 10N
NATIONAL COMPUTER SYSTEMS
CORPORATE
MANAGEMENT INCENTIVE PLAN
1995
It is NCS' intent to compensate its senior management employees in a manner
which permits the Corporation to attract, retain, and motivate outstanding
people.
The NCS Corporate Management Incentive Plan (MIP) is designed to reward key
senior managers for achieving specific annual NCS financial goals and for
individual performance in accomplishing these goals. It aligns the interests of
NCS senior management with NCS business and financial plans.
PLAN ELIGIBILITY
Participation in the plan is determined by position. Eligible positions and
target bonus amounts are determined each year and may change from year to year.
Participants must be full-time NCS employees. Eligibility is limited and
includes those positions which significantly impact financial results.
The eligible positions and participants will be reviewed annually and approved
by the CEO.
Positions and participants in the plan will be selected from the following:
- CEO,
- Corporate staff officers,
- NCS Business presidents, senior vice presidents and, on a selected
basis, their direct management reports,
- Selected other vice presidents
Any position or participant exceptions, exclusions and inclusions, to the above
must be documented and approved by the CEO.
TARGET BONUS
Each approved position will be eligible for a specific target bonus award
percentage level. This target bonus opportunity will be a percentage of the May
31, 1995, annual base salary for the participant. The target bonus is tied
directly to the participant's unit financial performance and an overall
evaluation of each individual's performance. Potential earned payouts range from
0% at threshold minimum, to 100% at target bonus, to a pre-defined
overachievement percentage for each executive at maximum.
INCENTIVE COMPONENTS
Participants will have 70% of their potential target bonus based on financial
goals and objectives (20% Revenue and 50% Contribution or Net Income). The
remaining 30% of their potential target bonus will be based upon an overall
evaluation of the participant's performance during the fiscal year. This overall
evaluation will include performance against defined individual objectives and an
overall evaluation of performance relative to:
1) What you have done to improve shareholder value?
2) How you have improved customer satisfaction and NCS' ability to
serve the customer?
3) What you have done to improve the quality/predictability of your
business?
4) What you have done to develop your organization?
5) How have you demonstrated personal leadership and corporate-wide
perspectives/orientation?
6) How well did you deal with issues/problems?
No bonus award payouts will be made to participants for achievement of the 70%
financial performance if the individual's operating unit (NCS Business or
Division or Market Unit) does not accomplish its minimum profit contribution
objective(s). (i.e., a division participant requires that the division achieve
its minimum profit contribution threshold.)
OVERALL EVALUATION
Each participant will have 30% of their target bonus award based upon an overall
evaluation of the participant's performance. These will be completed for all MIP
participants.
DETERMINATION OF MIP AWARDS
Generally speaking, actual financial results will not include extraordinary
gains or losses. In any such matters, including acquisitions, the CEO will make
the appropriate approval decisions where needed.
PAYOUTS AND PRO-RATA
Earned award payouts will be made no later than April 15, following the end of
the plan fiscal year. Any participant must be a full-time employee and be
actively employed by NCS on the last day of the fiscal year to be eligible to
receive a payout. In coming into or out of an MIP eligible position,
participants will be given pro-rata earned award payouts based upon the length
of time in such position, however, participants must be in the plan at least six
(6) full months during the fiscal year to be eligible to receive any pro-rata
award. Pro-rata payouts will be subject to review and approval by the CEO.
DISABILITY, DEATH, OR SPECIAL CIRCUMSTANCES
In the case of disability, death or other special circumstances impacting a
participant in the plan, the CEO may approve pro-rata award payouts.
PLAN EXCEPTIONS AND ADMINISTRATION
Exceptions and/or modifications to the plan must be approved by the CEO. All
decisions made are final.
DISCLAIMER
Participation in this plan is not to be construed as an employment contract or
agreement by the participant.
Dates Referenced Herein
This ‘10-K’ Filing | | Date | | Other Filings |
---|
| | |
| | 5/31/95 | | None on these Dates |
Filed on: | | 4/27/95 |
For Period End: | | 1/31/95 |
| List all Filings |
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