GREEN SPRING HEALTH SERVICES
Summary Provisions for the Annual
Short Term Incentive
I. PLAN OBJECTIVES
The primary objective of the Green Spring annual incentive program is to foster our overall compensation
philosophy of paying for performance. The Plan helps prioritize and focus employees' efforts on the
accomplishment of various goals established through the annual planning and budget process. This is achieved by
linking a significant element of variable cash compensation to the accomplishment of these specified goals.
While base salaries are targeted to be merely at 50% of market, at targeted performance levels, the Plan
provides incentive compensative opportunities which, in combination with base salary, will yield total annual
compensation that is very competitive.
II. ELIGIBILITY CRITERIA
All regular non-clinical employees, except commissioned sales, Maryland clinical and temporary employees.
While employees will be immediately eligible upon employment, it will be up to management to determine whether
employees hired after October 1 have contributed enough to merit an annual incentive.
In order to receive an incentive award, an employee must be employed by the company at the time of pay out.
The one exception to this is an employee who is separated from employment due to the elimination of his/her
position and had worked at least nine months during the calendar year for which incentives are being paid.
III. PERFORMANCE GOALS
Incentive award payouts will be tied to the accomplishment of goals and objectives. These goals will be
established and communicated to employees at the beginning of each year. Each goal should be weighted
according to its relative importance and priority, and the degree to which the employee can influence its
accomplishment. Each goal will have performance standards tied to target (100%) and maximum (150%) award
Funds for the pay-out of incentives shall be accrued for each unit based upon financial performance. The national