Attached files
| file | filename |
|---|---|
| EX-32 - EX-32 - Innoviva, Inc. | a2196645zex-32.htm |
| EX-23.1 - EX-23.1 - Innoviva, Inc. | a2196645zex-23_1.htm |
| EX-31.1 - EX-31.1 - Innoviva, Inc. | a2196645zex-31_1.htm |
| EX-10.47 - EX-10.47 - Innoviva, Inc. | a2196645zex-10_47.htm |
| EX-10.48 - EX-10.48 - Innoviva, Inc. | a2196645zex-10_48.htm |
| 10-K - 10-K - Innoviva, Inc. | a2196645z10-k.htm |
| EX-31.2 - EX-31.2 - Innoviva, Inc. | a2196645zex-31_2.htm |
Exhibit 10.22
Theravance, Inc.
Cash Bonus Program, amended effective as of February 10, 2010
Theravance’s Cash Bonus Program is based on performance measured against specific goals and objectives. The program is designed to provide incentives for employees to meet and exceed individual, department and corporate goals as well as encourage teamwork among the disciplines within the company and reward those who significantly impact corporate results. All employees are eligible to participate in the Cash Bonus Program.
Each year the Compensation Committee assesses the Company’s performance measured against the corporate goals. Depending on the Committee’s conclusion, a bonus pool is established and is allocated among the departments pro rata. Bonus percentage guidelines are then developed by Senior Management. In general, however, the maximum bonus amounts as a percentage of base salary are as follows:
|
Grades 1-5 |
|
5 |
% |
|
Grades 6-8 |
|
10 |
% |
|
Grade 9-10 |
|
15 |
% |
|
Grade 11 |
|
20 |
% |
|
Grade 12 |
|
25 |
% |
|
Vice President |
|
30 |
% |
|
Vice President (Senior Leadership Group) |
|
40 |
% |
|
Senior Vice President |
|
50 |
% |
|
Chief Executive Officer |
|
60 |
% |
Managers have the discretion of allocating bonuses based on the highest percentage designated and total available bonus pool. Any exceptions require CEO approval.