Exhibit 10.1
OMNICELL QUARTERLY EXECUTIVE
BONUS PLAN
(FY 2009 — Effective beginning
Q2 2009)
OBJECTIVES:
1) Drive earnings predictability and
revenue growth
2) Drive execution of operating plan
and strategic objectives
3) Motivate and inspire employees to
contribute at peak performance
ELIGIBILITY
: Certain employees at the Director
level and above (including Section 16 executive officers) who
are employed full-time by Omnicell during an eligibility period
(fiscal quarter) are eligible for the Executive Bonus Plan. If an
individual is hired after the fifteenth day of the second month of
the relevant quarter, or is no longer employed by Omnicell as of
the last day of the relevant quarter, the employee is not eligible
to participate in the Executive Bonus Plan for that
quarter.
INCENTIVE
THRESHOLD : Before any Incentive Targets are paid, the
Corporate Target must be achieved; however, achieving the Corporate
Target itself does not have any bonus value associated with
it.
INCENTIVE
TARGET : The
Incentive Target is stated as a percentage of quarterly base
salary. 100% of the total Incentive Target is based on
achievement of the quarterly Individual Targets. It is
anticipated that the Incentive Target levels will range from 25% to
100% of quarterly salary depending on the seniority level of the
participant.
PAYMENT
SCHEDULE : The
Incentive Target is paid on a quarterly basis typically in the
first payroll period after the compensation committee of the Board
of Directors (the “Committee”) has determined that the
Corporate Target for a particular quarter was reached.
BONUS
COMPONENTS
Corporate Target:
the Corporate Target is driven by
the achievement of corporate profitability, revenue growth goals
and, at the discretion and determination of the Committee, other
thresh
