Attached files
| file | filename |
|---|---|
| EX-10.1 - EX-10.1 - QUIDEL CORP /DE/ | a58179exv10w1.htm |
| 8-K - FORM 8-K - QUIDEL CORP /DE/ | a58179e8vk.htm |
Exhibit 99.1
2011 Leadership Incentive Compensation Plan (Cash)
Eligible Employees: All managers, directors, vice presidents and senior executives of the
Company are eligible for participation in the Company’s 2011 Leadership Incentive Compensation Plan
(Cash).
Applicable Period: The 2011 Leadership Incentive Compensation Plan (Cash) applies to
performance during the Company’s fiscal year ending December 31, 2011.
Components of the Plan and Criteria to Fund: The 2011 Leadership Incentive Compensation
Plan (Cash) consists of the following four components (1) revenue performance on core products, (2)
revenue performance on new products, (3) earnings-per-share, and (4) defined corporate or
individual impact goals. Each component of the 2011 Leadership Incentive Compensation Plan (Cash)
includes targets at minimum, plan/target, and maximum payout. The minimum targets serve as the
threshold upon which the incentive pool will begin to fund for that component. Achievement of the
components at plan/target will earn the target cash incentive opportunity. Payouts will be
calculated along a linear continuum from minimum to plan/target and from plan/target to maximum
with the maximum target serving as the point at which the management team will earn the highest
possible cash incentive opportunity.
The minimum target must be met in order for a portion of the bonus to be paid relative to any one
of the four components. Each component will be measured separately. Bonus payouts to corporate
officers (Senior Vice Presidents and above) will be based seventy (70%) percent on achievement of
revenue performance and earnings-per-share goals and thirty (30%) percent on corporate impact
goals. Bonus payouts to Vice Presidents and below will be based seventy (70%) percent on
achievement of revenue performance and earnings-per-share goals and thirty (30%) percent on
individual impact goals.
The following table below represents the target bonus and maximum bonus for each of the Company’s
Vice Presidents and above and as a percent of such employee’s annual base salary.
| Executive Officer | Target | Maximum | ||||||
President and CEO |
80 | % | 120 | % | ||||
Senior Vice Presidents |
40 | % | 60 | % | ||||
Vice Presidents |
30 | % | 45 | % | ||||