Exhibit 10.1
Mahalo Bonus Plan
Document
Overview:
The objective of the Mahalo bonus
plan (“the Plan”) is to motivate and reward performing
employees for their contributions to salesforce.com’s (the
“Company”) success by aligning the goals of each
employee with those of the Company.
Effective Date:
This amended and restated Plan is
effective February 1, 2009. This Plan replaces or supersedes
all previous Mahalo bonus plan documents, plan descriptions, and
Mahalo bonus practices under which employees were previously
eligible.
Bonus Period:
Eligible employees potentially may
earn bonuses under the Plan for periods that coincide with the
Company’s fiscal calendar from February 1
st to January 31 st (“Bonus Period”) and bonuses will be
paid at times at the sole discretion of the Company. Previous
timing of bonus payments for a Bonus Period does not dictate timing
of future bonus payments for future Bonus Periods, if
any.
Eligibility:
An employee is eligible to
participate in the Mahalo bonus Plan if the employee meets all of
the criteria listed below:
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Is an active, regular, full-time,
or part-time employee
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Is on the Company’s payroll
on the date of the bonus payment(s).
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Is performing at a “Meets
Expectation” or higher.
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Is not on a commission,
departmental bonus, or Management by Objective plan, unless
otherwise approved by the Senior Vice President, Employee
Services.
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Plan Components
The Mahalo Bonus Plan is comprised
of two components: company performance and individual performance
objectives.
Company
Performance
Company Performance is based on the
Company’s achievement of its primary objectives, which
include but are not limited to bookings, operating income and
revenue growth, as such achievements will be determined by the
Company in its sole discretion.
Individual Performance
Objectives
At the beginning of each fiscal
year, each eligible employee, along with his/her manager, will
establish key Individual Performance Objectives. Individual
Performance Objectives can be any combination of individual
objectives, developmental areas, and career development. They may
include project completion, operational targets, financial targets,
or any other quantifiable goal relating to the Company’s
V2MOM and the employee’s individual performance. The eligible
employee along with his/her manager will periodically review the
objectives to evaluate, update, and/or validate them.
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Funding of the Mahalo Bonus Pool
The Company shall create a Mahalo
Bonus Pool (“Pool”) that is funded based on the
Company’s achievements of its performance objectives during
the fiscal year. A minimal level of achievement must be obtained by
the Company to fund the Pool. The level of performance necessary to
fund the Pool will be determined by the Company in its sole
discretion. Once the Company achieves its minimum performance, the
Pool will continue to be funded as the Company’s performance
increases until the Company’s maximum goals are
achieved.
The funding of the Pool is subject
to approval by the Chief Financial Officer and the Chief Executive
Officer. With respect to eligible employees who are executive
officers of the Company, the funding of the Pool is subject to
approval of the Compensation Committee of the Board of
Directors.
Target Bonus
The target bonus payable to any
eligible employee is a percentage of Eligible Earnings, based upon
salary grade. Eligible Earnings shall include base salary, retro
pay, PTO, floaters, holiday pay and overtime. To determine the
dollar amount of an employee’s target bonus, multiply the
employee’s Eligible Earnings by the target bonus percentage.
The target bonus for each eligible employee will be determined by
management except that with respect to eligible employees who are
executive officers of the Company, his or her target bonus will be
determined by the Compensation Committee.
Awarding Bonuses
When, and if, the Bonus Pool funds,
designated managers will recommend a Bonus Award for an eligible
employee based on the employee’s Target Bonus, achievement of
Individual Performance Objectives, the allocated Bonus Pool for the
Bonus Period and any other matters at their sole disc
