Attached files
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8-K - PERMA FIX ENVIRONMENTAL SERVICES INC | v176149_8k.htm |
EX-10.1 - PERMA FIX ENVIRONMENTAL SERVICES INC | v176149_ex10-1.htm |
VICE
PRESIDENT, CHIEF FINANCIAL OFFICER
Effective:
January 1, 2010
Vice
President CFO 2010 Incentive Plan
3/3/2010
VICE
PRESIDENT, CHIEF FINANCIAL OFFICER
PURPOSE: To
define the compensation plan for the Vice President, Chief Financial
Officer.
SCOPE: Perma-Fix
Environmental Services, Inc.
POLICY: The
Vice President, Chief Financial Officer Compensation Plan is designed to retain,
motivate and reward the incumbent to support and achieve the business, operating
and financial objectives of Perma-Fix Environmental Services, Inc (the
“Company”).
BASE
SALARY: The Base Salary indicated below is paid in equal periodic
installments per the regularly scheduled payroll.
PERFORMANCE INCENTIVE COMPENSATION:
Performance Incentive Compensation is available based on the Company’s financial
results noted in Schedule A. Effective date of plan is January
1, 2010 and incentive will be for entire year. Performance incentive
compensation will be paid on or about 90 days after year-end, or sooner, based
on final 10K financial statement.
SEPARATION: Upon
voluntary or involuntary separation from the Company the employee will be paid
the base salary due to the last day of employment. If employment is
separated prior to the annual incentive compensation payment period as noted
above, no incentive compensation is due to the incumbent.
ACKNOWLEDGEMENT: Payment
of Performance Incentive Compensation of any type will be forfeited, unless the
Human Resources Department has received a signed acknowledgement of receipt of
the Compensation Plan prior to the applicable payment date.
INTERPRETATIONS: The
Compensation Committee of the Board of Directors retains the right to modify,
change or terminate the Compensation Plan at any time and for any
reason. It also reserves the right to determine the final
interpretation of any provision contained in the Compensation Plan and it
reserves the right to modify or change the Net Income or other applicable
targets as defined herein in the event of the sale or disposition of any of the
assets of the Company. While the plan is intended to represent all
situations and circumstances some issues may not easily be
addressed. The Compensation Committee will endeavor to review all
standard and non-standard issues related to the Compensation Plan and will
provide quick interpretations that are in the best interest of the Company, its
shareholders and the incumbent.
Vice
President CFO 2010 Incentive Plan
3/3/2010
VICE
PRESIDENT, CHIEF FINANCIAL OFFICER
Base Pay and Performance
Incentive Compensation Targets
The
compensation for the below named individual as follows:
Annualized
Base Pay:
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$ | 208,000 | ||
Performance
Incentive Compensation Target (at 100% of Plan):
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52,000 | |||
Total
Annual Target Compensation (at 100% of Plan):
|
$ | 260,000 |
The
Performance Incentive Compensation Target is based on the Schedule A
below.
Target
Objectives
Performance
Target Thresholds
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||||||||||||||||||||||||||||||||
Weights
|
100%+
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98-99%
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96-97%
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94-95%
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92-93%
|
90-91%
|
88-89%
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|||||||||||||||||||||||||
Administrative
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15 | % | 7,800 | 9,360 | 9,751 | 10,531 | 11,700 | 12,480 | 13,650 | |||||||||||||||||||||||
Performance
Target Thresholds
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||||||||||||||||||||||||||||||||
Weights
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85-100%
|
101-120%
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121-130%
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131-140%
|
141-150%
|
151-160%
|
161%+
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|||||||||||||||||||||||||
Net
Income
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25 | % | 13,000 | 15,600 | 16,900 | 18,200 | 19,500 | 20,800 | 22,750 | |||||||||||||||||||||||
Accounting
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10 | % | 5,200 | 6,240 | 6,760 | 7,280 | 7,800 | 8,320 | 9,100 | |||||||||||||||||||||||
Accounts
Receivable
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10 | % | 5,200 | 6,240 | 6,760 | 7,280 | 7,800 | 8,320 | 9,100 | |||||||||||||||||||||||
SOX
Compliance
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10 | % | 5,200 | 6,240 | 6,760 | 7,280 | 7,800 | 8,320 | 9,100 | |||||||||||||||||||||||
Centralization
& IT Objectives
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30 | % | 15,600 | 18,720 | 20,280 | 21,840 | 23,400 | 24,960 | 27,300 | |||||||||||||||||||||||
Unbilled
Receivables
|
*
If criteria (Item #5) for reducing unbilled AR are not met bonus will be
reduced by 15%
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|||||||||||||||||||||||||||||||
52,000 | 62,400 | 67,211 | 72,411 | 78,000 | 83,200 | 91,000 |
1)
|
Administrative
Expense is defined as the total consolidated administrative expenses
applicable as publicly reported in the Company’s financial
statements. Administrative expenses will be inclusive of all
subsidiaries, and will exclude Marketing Expenses and Interest Expense.
The Board reserves the right to make adjustments to administrative
expenses so as not to penalize the employee for material unforeseen events
outside of the employees responsibility and it reserves the right to
modify or change the Administrative Expense Targets as defined herein in
the event of the sale or disposition of any of the assets of the Company
or in the event of an acquisition. The Board further reserves
the right to adjust Administrative Expenses to reflect charges resulting
from the vesting of incentive stock
options.
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2)
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Net
Income is defined as the total consolidated pre-tax net income applicable
to Common Stock as publicly reported in the Company’s financial
statements. The net income will include all subsidiaries,
corporate charges, dividends and discounted operations. The
percentage achieved is determined by comparing the actual net income to
the Board approved budgeted net income. The Board reserves the
right to make adjustments to net income so as not to penalize the employee
for actions in the current year which will contribute to net income in
future years and it reserves the right to modify or change the Net Income
Targets as defined herein in the event of the sale or disposition of any
of the assets of the Company or in the event of an
acquisition. The Board further reserves the right to adjust net
income to reflect charges resulting from the vesting of incentive
stock options.
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Vice
President CFO 2010 Incentive Plan
3/3/2010
3)
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Accounting
objective should focus on meeting filing deadlines such as 10K, 10Q, 8K
and press releases with complete and accurate
information.
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SEC Filings
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Performance Target
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|||
10K
– filed timely or
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3 | % | ||
10K
– extension
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1.5 | % | ||
1st
quarter 10Q – filed timely or
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2 | % | ||
1st
quarter 10Q – extension
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1 | % | ||
2nd
quarter 10Q – filed timely or
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2 | % | ||
2nd
quarter 10Q – extension
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1 | % | ||
3rd
quarter 10Q – filed timely or
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2 | % | ||
3rd
quarter 10Q - extension
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1 | % | ||
All
8K’s Filed
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1 | % | ||
Total
Achievable
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10 | % |
4)
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Accounts
Receivable objective should focus on achieving certain AR
targets.
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Accounts Receivable
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Performance Target
|
|||
25%
or less of AR > than 60 days
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5.0 | % | ||
30%
or less of AR > than 60 days
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2.5 | % | ||
9%
or less of AR > than 120 days
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5.0 | % | ||
10%
or less of AR > than 120 days
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2.5 | % | ||
Total
Achievable
|
10.0 | % |
Accounts
Receivable will be defined as outstanding accounts receivable, per companies AR
sub-ledger, collectable within the control of the financial and operational
staff.
Adjustments
for this figure will include but not be limited to:
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1.
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Accounts
fully reserved when calculating Bad Debt
Allowance;
|
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2.
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Accounts
that are in litigation; and
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3.
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Accounts
not receivable due to a legitimate operational delay. Note this
will only be excluded if invoicing was appropriate despite the operational
delay.
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5)
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The
SOX Incentive target is based maintaining good internal controls and
minimizing material weaknesses similar to “Permit and License” violations
on CEO Plan.
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SOX
Deficiencies
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Performance Target
|
|||
0
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10 | % | ||
1
|
9 | % | ||
2
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8 | % | ||
3
|
5 | % | ||
4
|
2 | % | ||
>
4
|
0 | % |
Vice
President CFO 2010 Incentive Plan
3/3/2010
6)
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Centralization
Objective - Completion of the following milestones related to the planned
centralization of the accounting function to the Corporate office.
Completion of each objective earns 3% with a maximum target achievable of
30%.
|
Accounting Centralization Objectives
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Performance
Target
|
|||
·
Complete Rollout of Solomon Accounting Purchase Order System at
Facilities
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3.0 | % | ||
· Final
Phase of AP transition integrating PO system and centralized AP
system.
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3.0 | % | ||
· Rollout
Image-link to remaining facilities (paperless filing of accounting
back-up)
|
3.0 | % | ||
· Install
Multi-Company Software at Corporate Office
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3.0 | % | ||
·
Centralize all remaining JE’s at Corporate office (mostly revenue
related)
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3.0 | % | ||
·
Improved forecasting model from facilities including new software
if cost effective.
|
3.0 | % | ||
· Payroll
Processing Improvements – Improved time management systems if cost
effective.
|
3.0 | % | ||
· Cost
accounting initiatives to support Field Services initiative and DCAA audit
requirements.
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3.0 | % | ||
·
Complete and make operational PFNW waste tracking
system.
|
3.0 | % | ||
· Plan
for implementation of new waste tracking system at other nuclear
facilities and industrial facilities if cost effective.
|
3.0 | % | ||
· System
integration plan for the Southeast
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3.0 | % | ||
·
Tele-Com Consolidation
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3.0 | % |
7)
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Unbilled
trade receivables is the amount of unbilled reported per 10Q or 10K
combining both the long term and current portion of
unbilled. Unbilled
trade receivable balances older than 12/31/07 should be reduced by $2.5
million from $3,380,000 as of 12/31/09 to $880,000 by
12/31/10.
|
Performance Incentive
Compensation Payment
Effective
date of plan is January 1, 2010 and incentive will be for entire year.
Performance incentive compensation will be paid on or about 90 days after
year-end, or sooner, based on final 10K financial statement.
ACKNOWLEDGMENT:
I
acknowledge receipt of the aforementioned Vice President, Chief Financial
Officer 2010 - Compensation Plan. I have read and understand and
accept employment under the terms and conditions set forth therein.
/s/Ben
Naccarato
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3/2/2010
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||
/s/Ben
Naccarato
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Date
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||
/s/Mark
Zwecker
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3/2/2010
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||
/s/
Board of Director
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Date
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Vice
President CFO 2010 Incentive Plan
3/3/2010