EXHIBIT 10.1
EXECUTIVE BONUS PLAN
The following is a description of the EMCORE Corporation (“EMCORE”) Fiscal 2008 Executive Bonus Plan
(the “Fiscal 2008 Executive Bonus Plan”). This constitutes a written description of a compensatory plan when no
formal document contains the compensation information.
On March 31, 2008, the Board of Directors of EMCORE adopted the Fiscal 2008 Executive Bonus Plan. The
purpose of the Fiscal 2008 Executive Bonus Plan is to establish and implement a consistent, market-driven,
performance-based approach to compensation that is compatible with EMCORE’s compensation policy and
supports EMCORE’s strategic business plan and goals.
Under the Fiscal 2008 Executive Bonus Plan, a bonus target for each executive is created, representing a
percentage of that executive’s base salary. The following targets have been set based for the indicated officers:
Executive Chairman and Chief Executive Officer: 80% of base salary
Chief Financial Officer: 50% of base salary
General Counsel/Chief Legal Officer and Chief Technical Officer: 35% of base salary
The portion of the individual officers’ targets to be paid is based on both corporate and individual
performance. Corporate performance is evaluated based on the company’s attainment of revenue and EBITDA
goals, as set forth in EMCORE’s Fiscal 2008 Budget (the “Fiscal 2008 Budget”), both of which goals are
weighted equally. A threshold level of 75% of revenue goals and 70% of EBITDA goals is set. Achievement of
100% of revenue and EBITDA goals correlates to payment of 100% of the bonus targets, and attainment of
lesser percentages of the revenue and EBITDA goals correlates to payment of lesser percentages of the bonus
targets. Attainment of 110% of the revenue and EBITDA goals will result in eligibility for 120% of the bonus
targets.
The individual performance component acts as a multiplier and can accelerate or decelerate the target bonus
percentage based upon individual performance as determined b