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Exhibit
10.41
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Akamai Technologies, Inc.
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Form of 2008 Executive Bonus Plan |
Confidential Materials
omitted and filed separately with the
Securities and Exchange
Commission. Asterisk denote omissions.
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| Name: |
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Performance Period: FY 2008 |
| Title: |
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This 2008 Executive Bonus
Plan sets forth your annual compensation for 2008 based on the
achievement of certain corporate and individual performance
objectives. In order to receive your annual cash incentive bonus,
you must be an employee and a member of the Office of the CEO
throughout all of 2008 and the corporate and individual objectives
must be met, as described more thoroughly below. The Compensation
Committee will resolve all questions arising in the administration,
interpretation and application of this plan, and the Compensation
Committee’s determination will be final and binding on all
concerned. Where permitted by applicable law, the Compensation
Committee reserves the right to modify, at its discretion and at
any time, the terms of this plan, including, but not limited to,
the performance objectives, targets, and payouts.
Annual Compensation Levels at
Target Performance
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Base salary:
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$ |
____________ |
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Annual cash incentive bonus at
target:
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$ |
____________ |
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Total Cash Compensation at
target:
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$ |
____________ |
Performance
Objectives/Targets
Your 2008 cash incentive
bonus is comprised of two components: corporate financial
performance during Fiscal Year 2008 (80%) (the
“Financial Component”) and individual 2008 performance
goals 1
(20%) (the “MBO
Component”).
The method for calculating
corporate financial performance used to determine the Financial
Component is described in the attached Schedule 1 . In the
event of any question as to whether the components of the Financial
Component have been satisfied, the Compensation Committee shall
make such determination. The amounts payable to you under the
Financial Component are as follows:
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Akamai Performance
Against
Actual % of Targets from
Schedule 1 2
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Amount Payable to You
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97% of Target:
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50% of
Financial Component ($____________) |
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100% of Target:
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100% of
Financial Component ($____________) |
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103% or greater of Target:
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200% of
Financial Component ($____________) |
Unless otherwise determined by the
Compensation Committee, the Financial Components will not be paid
if Akamai fails to achieve at least 97% of Targets.
The amount payable under the
MBO Component ranges from 0% to 100% of that target ($0 up to $
) based on the determination of whether individual objectives have
been met by you. The Chief Executive Officer shall make such
determination and shall report such determination to the
Compensation Committee. The Compensation Committee shall retain the
right, exercisable in its discretion, to overrule the determination
of the Chief Executive Officer and make an independent and binding
determination as to whether you have achieved your individual
objectives. Subject to the foregoing, the Chief Executive
Officer’s determination will be final and binding on all
concerned. 2 Performance above the maximum may result in higher reward at
the sole discretion of the Compensation
Committee.
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1
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As established by the Chief Executive Officer or, in the
case of the CEO, the Compensation Committee.
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2
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See Schedule 1 for pro-ration formulas applicable to
intermediate percentages not specified below.
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3
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In the case of the Chief Executive Officer, the Board of
Directors shall make the determination as to whether his individual
performance objectives have been met. The determination of the
Board of Directors will be final and binding on all
concerned.
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Akamai Technologies, Inc.
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Form of 2008 Executive Bonus Plan |
The payment of any annual incentive
bonus will be made within thirty (30) days following the
filing of Akamai’s SEC 10-K filing for FY 2008.
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