Exhibit 10.1
2009 Qwest Management Bonus Plan
Summary
Purpose
Qwest Communications International Inc.’s
compensation philosophy is to pay for performance. The
purpose of this bonus plan is to tie a portion of each
participant’s compensation to corporate goals and individual
achievements.
Eligibility
Except as set forth below, all Qwest management
employees in non-sales-commissioned positions who are on the
payroll during 2009 and who remain on the payroll until the
“close date”, two weeks prior to the bonus pay
out date, are eligible to participate in the 2009 Qwest
Management Bonus Plan. If a 2009 bonus is paid, the bonus
payout is expected to occur during the first quarter of
2010.
Employees are ineligible for a bonus if their
employment terminates, either voluntarily or involuntarily, prior
to the bonus program close date; if they are hired after
September 30, 2009; if they are on other incentive plans
(e.g., sales compensation plans); if they are rated
“Unacceptable” by their supervisor or, in the
discretion of the supervisor, their performance and/or behavior
does not warrant a payout. In addition, occupational employees,
interns, contract employees and temporary employees are ineligible
for a bonus.
Bonus Target Percentages
The target percentage used to calculate the
bonus is expressed as a percentage of base salary. The target
percentage varies based on an employee’s job responsibility
and impact on the business.
Bonus Calculation
The bonus payment is based on three measures:
Corporate Performance, Business Unit Performance, and Individual
Performance and will be scored between 0% -150% for each of the
performance measures described below.
1)
Corporate Performance (60% for
all employees)
Corporate Performance is determined
by the weighted average of the following:
Revenue (total company)
(20%)
EBITDA (total company)
(30%)
Cash Flow (total company)
(30%)
Imperatives (total company)
(20%)
2)
Business Unit Performance (40%
for all employees)
a.
Revenue Generating
Bu
