Attached files
| file | filename |
|---|---|
| 10-K - ONVIA, INC. 2009 FORM 10-K - ONVIA INC | onvia200910-k.htm |
| EX-32.2 - SECTION 906 CERT - CAMERON WAY - ONVIA INC | way906cert.htm |
| EX-31.2 - SECTION 302 CERT - CAMERON WAY - ONVIA INC | way302cert.htm |
| EX-23.1 - CONSENT OF INDEPENDENT REGISTERED PUBLIC ACCTG FIRM - ONVIA INC | consent2009.htm |
| EX-31.1 - SECTION 302 CERT - MIKE PICKETT - ONVIA INC | pickett302cert.htm |
| EX-32.1 - SECTION 906 CERT - MIKE PICKETT - ONVIA INC | pickett906cert.htm |
| EX-10.11 - SEPARATION AGREEMENT - MIKE TANNOURJI - ONVIA INC | miketseparation.htm |
| EX-10.12 - 2010 VARIABLE COMP PLAN - IRV ALPERT - ONVIA INC | alpert2010incentive.htm |
| EX-10.13 - 2010 VARIABLE COMP PLAN - MICHAEL BALSAM - ONVIA INC | balsam2010incentive.htm |
Exhibit 10.10
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Onvia, Inc.
2010 Management Incentive Plan
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Participants
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Chief Financial Officer
Chief Information Officer
Chief Strategy Officer
General Counsel & Corporate Secretary
Senior VP Products, Technology & Information
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Objectives
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· Achieve corporate performance that most reflect stockholder interests
· Drive and reward unified performance across executive team
· Focus on building trend for long-term, profitable growth
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Key Achievement Metrics
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Achievement of Board defined goals around Bookings and Net Income.
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Bonus Target
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· Chief Financial Officer 33% of Base Salary
· Chief Information Officer 33% of Base Salary
· Chief Strategy Officer 18% of Base Salary
· General Counsel & Corporate Secretary 22% of Base Salary
· Senior VP Products, Technology & Information 33% of Base Salary
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Overachievement
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If the Company’s performance against Bookings and Net Income exceeds the Target goals established by the Board, the Board has established accelerators to modify the participants’ award levels.
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Terms of Funding and Payment
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· If the Company’s performance against Bookings or Net Income falls below the floor established by the Board, the bonus pool shall not be funded.
· 50% of a participant’s share of the bonus pool will be based on the Company’s performance against Bookings and Net Income and 50% will be based on the participant’s individual goals.
· 67% of a participant’s bonus payout will be in cash, the remaining 33% will be in the form of restricted stock units, subject to a vesting period of one year.
· Bonus pool to be funded and targets paid upon certification by the Compensation Committee of metrics achieved by the Company.
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