Common use of Incentive Awards Clause in Contracts

Incentive Awards. The Executive shall be entitled to receive an annual cash incentive bonus for each calendar year during the Term of this Agreement consistent with a bonus policy adopted by the Board or the Compensation Committee for each calendar year (which bonus policy shall be adopted during the first 90 days of each calendar year) containing individual performance goals for participants and corporate performance goals set at Threshold, Target and Superior levels, and allocating each participant’s annual cash incentive bonus on a percentage basis between individual and corporate performance goals (the “Bonus Policy”). The Board or the Compensation Committee shall meet during the first 90 days of each calendar year (during the first 120 days for the 2006 calendar year) to determine the relevant goals for the current calendar year and to reach determination regarding bonus entitlement for the prior calendar year. For each calendar year, the annual incentive bonus shall be determined under the Bonus Policy in effect for such calendar year with reference to the Executive’s attainment of his individual performance goals and the Company’s attainment of the overall corporate goals, as follows: total annual incentive bonus = individual performance bonus + corporate performance bonus where: individual performance bonus = individual performance level achieved (Threshold, Target or Superior percentage) x individual goals allocation percentage (20%) x Base Salary corporate performance bonus = corporate performance level achieved (Threshold, Target or Superior percentage) x corporate goals allocation percentage (80%) x Base Salary The percentages established for the Executive for the performance bonus levels for 2006 shall be 40% for Threshold Level and 80% for Target Level and 120% for Superior Level. Except to the

Incentive Awards. The Provided that the Executive is employed by the Company as of December 31, 2004, the Executive shall be entitled to a fixed bonus for the 2004 calendar year in the amount of $100,000, subject to the review and concurrence of the Compensation Committee after the end of the 2004 calendar year. Starting in 2005, the Executive shall be entitled to receive an annual cash incentive bonus for each calendar year during the Term of this Agreement consistent with a bonus policy adopted by the Board or the Compensation Committee for each calendar year (which bonus policy shall be adopted during the first 90 days of each calendar year) containing individual performance goals for participants and corporate performance goals set at Threshold, Target Target, Superior and Superior Outperformance levels, and allocating each participant’s 's annual cash incentive bonus on a percentage basis between individual and corporate performance goals (the “"Bonus Policy”"). The Board or the Compensation Committee shall meet during the first 90 days of each calendar year (during the first 120 days for the 2006 calendar year) to determine the relevant goals for the current calendar year and to reach determination regarding bonus entitlement for the prior calendar year. For each calendar year, the annual incentive bonus shall be determined under the Bonus Policy in effect for such calendar year with reference to the Executive’s 's attainment of his individual performance goals and the Company’s 's attainment of the overall corporate goals, as follows: total annual incentive bonus = individual performance bonus + corporate performance bonus where: individual performance bonus = individual performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × individual goals allocation percentage (20%) x × Base Salary corporate performance bonus = corporate performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × corporate goals allocation percentage (80%) x × Base Salary The percentages established for the Executive for the performance bonus levels for 2006 shall be 40% for Threshold Level and 80% for Target Level and 120% for Superior Level. Except to theSalary

Incentive Awards. The Provided that the Executive is employed by the Company as of December 31, 2004, the Executive shall be entitled to a fixed bonus with respect to the 2004 calendar year in the amount of $150,000, subject to the review and concurrence of the Compensation Committee after the end of the 2004 calendar year. Starting in 2005, the Executive shall be entitled to receive an annual cash incentive bonus for each calendar year during the Term of this Agreement consistent with a bonus policy adopted by the Board or the Compensation Committee for each calendar year (which bonus policy shall be adopted during the first 90 days of each calendar year) containing individual performance goals for participants and corporate performance goals set at Threshold, Target Target, Superior and Superior Outperformance levels, and allocating each participant’s annual cash incentive bonus on a percentage basis between individual and corporate performance goals (the “Bonus Policy”). The Board or the Compensation Committee shall meet during the first 90 days of each calendar year (during the first 120 days for the 2006 calendar year) to determine the relevant goals for the current calendar year and to reach determination regarding bonus entitlement for the prior calendar year. For each calendar year, the annual incentive bonus shall be determined under the Bonus Policy in effect for such calendar year with reference to the Executive’s attainment of his individual performance goals and the Company’s attainment of the overall corporate goals, as follows: total annual incentive bonus = individual performance bonus + corporate performance bonus where: individual performance bonus = individual performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × individual goals allocation percentage (20%) x × Base Salary corporate performance bonus = corporate performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × corporate goals allocation percentage (80%) x × Base Salary The percentages established for the Executive for the performance bonus levels for 2006 shall be 40% for Threshold Level and 80% for Target Level and 120% for Superior Level. Except to theSalary

Incentive Awards. The Provided that the Executive is employed by the Company as of December 31, 2004, the Executive shall be entitled to a fixed bonus for the 2004 calendar year in the amount of $125,000, subject to the review and concurrence of the Compensation Committee after the end of the 2004 calendar year. Starting in 2005, the Executive shall be entitled to receive an annual cash incentive bonus for each calendar year during the Term of this Agreement consistent with a bonus policy adopted by the Board or the Compensation Committee for each calendar year (which bonus policy shall be adopted during the first 90 days of each calendar year) containing individual performance goals for participants and corporate performance goals set at Threshold, Target Target, Superior and Superior Outperformance levels, and allocating each participant’s annual cash incentive bonus on a percentage basis between individual and corporate performance goals (the “Bonus Policy”). The Board or the Compensation Committee shall meet during the first 90 days of each calendar year (during the first 120 days for the 2006 calendar year) to determine the relevant goals for the current calendar year and to reach determination regarding bonus entitlement for the prior calendar year. For each calendar year, the annual incentive bonus shall be determined under the Bonus Policy in effect for such calendar year with reference to the Executive’s attainment of his individual performance goals and the Company’s attainment of the overall corporate goals, as follows: total annual incentive bonus = individual performance bonus + corporate performance bonus where: individual performance bonus = individual performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × individual goals allocation percentage (20%) x × Base Salary corporate performance bonus = corporate performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × corporate goals allocation percentage (80%) x × Base Salary The percentages established for the Executive for the performance bonus levels for 2006 shall be 40% for Threshold Level and 80% for Target Level and 120% for Superior Level. Except to theSalary

Incentive Awards. The Provided that the Executive is employed by the Company as of December 31, 2004, the Executive shall be entitled to a fixed bonus for the 2004 calendar year in the amount of $100,000, subject to the review and concurrence of the Compensation Committee after the end of the 2004 calendar year. Starting in 2005, the Executive shall be entitled to receive an annual cash incentive bonus for each calendar year during the Term of this Agreement consistent with a bonus policy adopted by the Board or the Compensation Committee for each calendar year (which bonus policy shall be adopted during the first 90 days of each calendar year) containing individual performance goals for participants and corporate performance goals set at Threshold, Target Target, Superior and Superior Outperformance levels, and allocating each participant’s annual cash incentive bonus on a percentage basis between individual and corporate performance goals (the “Bonus Policy”). The Board or the Compensation Committee shall meet during the first 90 days of each calendar year (during the first 120 days for the 2006 calendar year) to determine the relevant goals for the current calendar year and to reach determination regarding bonus entitlement for the prior calendar year. For each calendar year, the annual incentive bonus shall be determined under the Bonus Policy in effect for such calendar year with reference to the Executive’s attainment of his individual performance goals and the Company’s attainment of the overall corporate goals, as follows: total annual incentive bonus = individual performance bonus + corporate performance bonus where: individual performance bonus = individual performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × individual goals allocation percentage (20%) x × Base Salary corporate performance bonus = corporate performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × corporate goals allocation percentage (80%) x × Base Salary The percentages established for the Executive for the performance bonus levels for 2006 shall be 40% for Threshold Level and 80% for Target Level and 120% for Superior Level. Except to theSalary

Incentive Awards. The Executive shall be entitled to receive an annual cash incentive bonus for each calendar year during the Term of this Agreement consistent with a bonus policy adopted by the Board or the Compensation Committee for each calendar year (which bonus policy shall be adopted during the first 120 days of the 2006 calendar year and during the first 90 days of each calendar yearyear thereafter) containing individual performance goals for participants and corporate performance goals set at Threshold, Target and Superior levels, and allocating each participant’s annual cash incentive bonus on a percentage basis between individual and corporate performance goals (the “Bonus Policy”). The Board or the Compensation Committee shall meet during the first 90 days of each calendar year (during the first 120 days for the 2006 calendar year) to determine the relevant goals for the current calendar year and to reach determination regarding bonus entitlement for the prior calendar year. For each calendar year, the annual incentive bonus shall be determined under the Bonus Policy in effect for such calendar year with reference to the Executive’s attainment of his individual performance goals and the Company’s attainment of the overall corporate goals, as follows: total annual incentive bonus = individual performance bonus + corporate performance bonus where: individual performance bonus = individual performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x individual goals allocation percentage (2040%) x Base Salary corporate performance bonus = corporate performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x corporate goals allocation percentage (8060%) x Base Salary The percentages established for the Executive for the performance bonus levels for 2006 shall be 40% for Threshold Level and 80% for Target Level and 120% for Superior Level. Except to theSalary

Incentive Awards. The Executive shall be entitled to receive an annual cash incentive bonus for each calendar year during the Term of this Agreement consistent with a bonus policy adopted by the Board or the Compensation Committee for each calendar year (which bonus policy shall be adopted during the first 90 days of each calendar year) containing individual performance goals for participants and corporate performance goals set at Threshold, Target and Superior levels, and allocating each participant’s annual cash incentive bonus on a percentage basis between individual and corporate performance goals (the “Bonus Policy”). The Board or the Compensation Committee shall meet during the first 90 days of each calendar year (during the first 120 days for the 2006 calendar year) to determine the relevant goals for the current calendar year and to reach determination regarding bonus entitlement for the prior calendar year. For each calendar year, the annual incentive bonus shall be determined under the Bonus Policy in effect for such calendar year with reference to the Executive’s attainment of his individual performance goals and the Company’s attainment of the overall corporate goals, as follows: total annual incentive bonus = individual performance bonus + corporate performance bonus where: individual performance bonus = individual performance level achieved (Threshold, Target or Superior percentage) x individual goals allocation percentage (2040%) x Base Salary corporate performance bonus = corporate performance level achieved (Threshold, Target or Superior percentage) x corporate goals allocation percentage (8060%) x Base Salary The percentages established for the Executive for the performance bonus levels for 2006 shall be 40% for Threshold Level and 80% for Target Level and 120% for Superior Level. Except to the

Incentive Awards. The Provided that the Executive is employed by the Company as of December 31, 2004, the Executive shall be entitled to a fixed bonus with respect to the 2004 calendar year in the amount of $150,000, subject to the review and concurrence of the Compensation Committee after the end of the 2004 calendar year. Starting in 2005, the Executive shall be entitled to receive an annual cash incentive bonus for each calendar year during the Term of this Agreement consistent with a bonus policy adopted by the Board or the Compensation Committee for each calendar year (which bonus policy shall be adopted during the first 90 days of each calendar year) containing individual performance goals for participants and corporate performance goals set at Threshold, Target Target, Superior and Superior Outperformance levels, and allocating each participant’s 's annual cash incentive bonus on a percentage basis between individual and corporate performance goals (the “"Bonus Policy”"). The Board or the Compensation Committee shall meet during the first 90 days of each calendar year (during the first 120 days for the 2006 calendar year) to determine the relevant goals for the current calendar year and to reach determination regarding bonus entitlement for the prior calendar year. For each calendar year, the annual incentive bonus shall be determined under the Bonus Policy in effect for such calendar year with reference to the Executive’s 's attainment of his individual performance goals and the Company’s 's attainment of the overall corporate goals, as follows: total annual incentive bonus = individual performance bonus + corporate performance bonus where: individual performance bonus = individual performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × individual goals allocation percentage (20%) x × Base Salary corporate performance bonus = corporate performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × corporate goals allocation percentage (80%) x × Base Salary The percentages established for the Executive for the performance bonus levels for 2006 shall be 40% for Threshold Level and 80% for Target Level and 120% for Superior Level. Except to theSalary

Incentive Awards. The Provided that the Executive is employed by the Company as of December 31, 2004, the Executive shall be entitled to a fixed bonus for the 2004 calendar year in the amount of $125,000, subject to the review and concurrence of the Compensation Committee after the end of the 2004 calendar year. Starting in 2005, the Executive shall be entitled to receive an annual cash incentive bonus for each calendar year during the Term of this Agreement consistent with a bonus policy adopted by the Board or the Compensation Committee for each calendar year (which bonus policy shall be adopted during the first 90 days of each calendar year) containing individual performance goals for participants and corporate performance goals set at Threshold, Target Target, Superior and Superior Outperformance levels, and allocating each participant’s 's annual cash incentive bonus on a percentage basis between individual and corporate performance goals (the “"Bonus Policy”"). The Board or the Compensation Committee shall meet during the first 90 days of each calendar year (during the first 120 days for the 2006 calendar year) to determine the relevant goals for the current calendar year and to reach determination regarding bonus entitlement for the prior calendar year. For each calendar year, the annual incentive bonus shall be determined under the Bonus Policy in effect for such calendar year with reference to the Executive’s 's attainment of his individual performance goals and the Company’s 's attainment of the overall corporate goals, as follows: total annual incentive bonus = individual performance bonus + corporate performance bonus where: individual performance bonus = individual performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × individual goals allocation percentage (20%) x × Base Salary corporate performance bonus = corporate performance level achieved (Threshold, Target Target, Superior or Superior Outperformance percentage) x × corporate goals allocation percentage (80%) x × Base Salary The percentages established for the Executive for the performance bonus levels for 2006 shall be 40% for Threshold Level and 80% for Target Level and 120% for Superior Level. Except to theSalary