Hunter Acquisition Corp.
Orion Marine Group
Executive Incentive Plan (“EIP”)
III. Incentive Determination
IV. Award Allocation
a) has not resigned,
b) has not indicated an intention to resign,
c) has not been notified that their employment has been terminated,
d) is not on a performance improvement program.
V. Timing and Payout Form
VI. Termination of Employment
9. Any EIP awards are forfeited in cases of termination.
To provide incentive to Orion’s Senior Management Team to grow the overall business of Orion
in a profitable manner.
To financially reward executives for achievement of overall Company goals, as well as individual
Eligibility for the EIP includes the CEO, President & COO, CFO and Regional Executive Vice
The EIP incentive pool will be based on Orion’s performance and will be based upon Orion’s
Formula Component — 75% of the incentive determination for EIP participants will be based on
the achievement of the consolidated Net Cash Flow target (the “Target”). This component is
only available if Company meets or exceeds 80% of Target.
Discretionary Component – 25% of the incentive determination for EIP participants will based on
annually agreed to individual objectives. This component is only available if Company meets or
exceeds 80% of Target.
Earned awards are payable only if an EIP participant is an employee in good standing. Good
standing means that, at the time of payout, an employee:
Incentive awards will be calculated and are payable as soon as practical following the close of the
fiscal year. Awards will be paid as ordinary income and will be subject to payroll