Exhibit 10 (h)
Leadership Team Compensation Plan -
Fiscal Year 2002
o The objective of the Leadership Team compensation plan is to implement a pay plan th
provide compensation that is both equitable and competitive, and which will:
o Align the leader's interests with shareholder/investor's interest.
o Motivate leaders to achieve the highest level of performance.
o Retain key leaders by linking leadership team compensation to company perfor
o Attract the best leaders through competitive, growth-oriented plans.
o Enable sharing of growth & success between associates, leaders and sharehold
ELIGIBILITY OF PARTICPANTS
o For purposes of the Leadership Team Compensation Plan, eligible associates will inc
Business Unit leaders, Sales leaders, Business Development leaders, Industry Applic
Accounting leaders, Organizational Development leaders, Legal leaders and Corporate
COMPONENTS AND PLAN STRUCTURE
o The components of the Leadership Team Compensation Plan are as follows:
o Base salary (not at risk)
o Base salary (at risk)
o Long-term incentive (stock options)
o Retention/Recruiting Bonus (Special Situations Only)
o Exhibit 1 of this document reflects the above components for the 5 levels of the Le
addition, it reflects the Business Development / Sales Leadership Plan.
o Each level of the plan has the following:
o Base salary based on comparable market salary for the equivalent position.
o Plan structure reflects percentages for each plan component to total compen