Exhibit 10.22
SUMMARY DESCRIPTION OF CYMER 2003 INCENTIVE BONUS PROGRAM
Participants’ Bonus Potential: Management, supervisors and individual contributors at specified grade levels
are eligible to participate in the program.
All potential bonuses under the program are based on the participant’s actual base salary. The bonus potential
expressed as a percentage of base salary is as follows:
Bonus Standards and Components: The program provides for potential quarterly and year-end bonus
payments to participants based upon the following two standards:
• Annual financial performance of Cymer.
• Achievement by program participants of quarterly objectives (“quarterly component”)
The components of each participant’s potential bonus under the program are as follows:
CEO and Members of CEO Staff
• 33.33% of the potential bonus is based on achievement of annual operating plan (“AOP”) operating
income target (as a percentage of revenue).
• 33.33% of the potential bonus is based on achievement of AOP revenue target.
• 33.34% of the potential bonus is based on achievement of individual objectives, averaged over four
quarters.
All Other Participants
• 25% of the potential bonus is based on achievement of AOP operating income target (as a percentage of
revenue).
• 25% of the potential bonus is based on achievement of AOP revenue target.
• 50% of the potential bonus is based on achievement of individual objectives, averaged over four
quarters.
In the case of the two annual financial components of the program, bonuses are paid only if Cymer achieves more
than 80% of the revenue and operating income targets. For these two components, the bonus amounts are
determined on a proportional basis. For example, if Cymer were to achieve 80% of a performance target, no
bonus for that comp