BROCADE SENIOR LEADERSHIP PLAN
Revised: November 17, 2006
The Brocade Senior Leadership Plan is designed to link incentive compensation with Company performance.
PERFORMANCE PERIOD AND PAYOUT PERIOD
Performance against Company and individual objectives is measured annually (according to the Company’s fiscal
year) (Plan Period), but will be reviewed semi-annually. Payout of earned cash bonuses, if any, occurs on an
Regular full-time and part-time Vice President (VP) level employees are eligible to participate in the Senior
Leadership Plan Program. To the extent a VP is eligible to and participates in the Company’s Sales Incentive
Plan, then that VP shall not be eligible to participate in this Senior Leadership Plan.
Participants must be regular (full-time or part-time) employees at the end of the fiscal year to be eligible to receive
a Senior Leadership Plan Payout.
As each Plan Period begins, participants must complete a CEO or VP Performance Contract. Performance
contracts should be tied to company and departmental goals as outlined by the board of directors (i.e., company
priorities and initiatives). All goals must be tied to overall company objectives and have defined measurements.
Before Performance Contracts for Executive VPs are final, they are to be reviewed and approved by Finance,
Human Resources, and the Chief Executive Officer (CEO). Performance Contracts for Functional VPs are
reviewed and approved by the applicable Executive VP. The CEO’s Performance Contract shall be reviewed by
the Chair or a designated member of the Compensation Committee or the Compensation Committee.
At the end of each Plan Period, actual performance against the plan’s financial metric goals is determined by
Finance and provided to the plan participants. Performance against goals is then assessed by the Participant and
then reviewed and assessed by the VP’s manager, in order to determine each participant’s bonus payou