Bonus Policy Sample Contracts

Summary of 2011 Amended and Restated Executive Compensation Bonus Policy (May 2nd, 2011)

On April 28, 2011, the Compensation Committee (the Committee) of the Board of Directors of comScore, Inc. (the Company), with input from its outside compensation consultant, approved certain amendments to the Companys 2011 Executive Compensation Bonus Policy. Based on these amendments, the Companys 2011 Executive Compensation Bonus Policy is amended and restated as follows:

TAYLOR DEVICES, INC. Management Bonus Policy (April 14th, 2011)

Under this Management Bonus Policy ("Policy"), the Compensation Committee (the "Committee") of the Board of Directors of Taylor Devices, Inc. (the "Company") may approve payment for performance based on an amount, calculated in the aggregate for all participants, of not more than 15% of the net income of the Company for the fiscal year then ended.

Summary of 2011 Executive Compensation Bonus Policy (March 15th, 2011)

On March 15, 2011, the Compensation Committee (the Committee) of the Board of Directors of comScore, Inc. (the Company), following a review of the Companys executive compensation program in conjunction with its outside compensation consultant, approved the following: (i) base salaries for 2011 to be effective as of March 1, 2011; (ii) short-term performance-based stock bonus target and maximum levels to be paid entirely with awards of restricted stock based on 2011 annual performance for named executive officers of the Company; and (iii) long-term performance-based stock bonus target and maximum levels to be paid entirely with awards of restricted stock based on 2011 annual performance for named executive officers of the Company:

Summary of 2009 Executive Compensation Bonus Policy (March 16th, 2009)

On March 10, 2009, the Compensation Committee of the Board of Directors of comScore, Inc. (the Company), following a review of the Companys executive compensation program in conjunction with its outside compensation consultant, approved a policy authorizing bonuses based on executive performance during the Companys 2009 fiscal year to be paid entirely with awards of restricted stock according to the following target bonus award levels for each of the Companys named executive officers below:

ATP Oil and Gas – Atp Oil & Gas Corporation All Employee Bonus Policy (March 13th, 2009)

PURPOSE: The purpose of the ATP All Employee Bonus Policy is to share the success achieved by the Company with its employees whose performance meets or exceeds expectations. If made, the Employee Bonus may be in addition to current compensation and an employees participation in any other benefits offered by ATP.

ATP Oil and Gas – Atp Oil & Gas Corporation Discretionary Bonus Policy (March 13th, 2009)

PURPOSE: The purpose of the ATP Discretionary Bonus Policy is to share the success achieved by the Company with its employees who demonstrate exemplary performance. If made, the Discretionary Bonus may be in addition to current compensation and an employees participation in any other benefits offered by ATP.

Toreador Resources Corporation – Toreador Resources Corporation 2008 Discretionary Employee Bonus Policy (May 12th, 2008)

This Toreador Resources Corporation Discretionary Employee Bonus Policy (this Policy) provides an additional incentive to certain employees of Toreador Resources Corporation (the Corporation) and its subsidiaries, based upon any combination of objective corporate, divisional, group, and/or local facility and/or individual performance measures, including, without limitation, reserve related, production related, G&A related, Sarbanes-Oxley related and Stock Price performance related objectives throughout each fiscal year.

2008 Executive Officer Bonus Policy (February 29th, 2008)

This 2008 Executive Officer Bonus Policy applies to the executive officers (Participants) of Zoran Corporation (Zoran) for fiscal 2008:

2007 Executive Officer Bonus Policy (February 29th, 2008)

This 2007 Executive Officer Bonus Policy applies to the executive officers (Participants) of Zoran Corporation (Zoran) for fiscal 2007:

HUMAN GENOME SCIENCES, INC. DISCRETIONARY BONUS POLICY (Effective November 26, 2007) (December 20th, 2007)

Purpose and Establishment. Human Genome Sciences, Inc. (the Corporation) establishes this Discretionary Bonus Policy (the Policy) to provide incentive compensation to eligible employees of the Corporation and its subsidiaries and affiliates who exceed expectations, consistently exhibit superior performance, and/or make unique individual contributions to the overall success of the Corporation. Awards of bonus payments under this policy will be made on a discretionary basis, subject to the approval of the Compensation Committee of the Board of Directors (the Compensation Committee) as set forth below.

SOURCEFORGE, INC. Fiscal Year 2008 Named Executive Officer Bonus Policy and Plan (September 11th, 2007)

The purpose of the Fiscal Year ("FY") 2008 Named Executive Officer Incentive Bonus Plan (the "Officer Plan") is to recognize the achievements of the senior management team of SourceForge, Inc. (the "Company") as compared to agreed financial objectives.

Va Software Corporation Fiscal Year 2007 Named Executive Officer Bonus Policy and Plan (September 7th, 2006)

The purpose of the Fiscal Year ("FY") 2007 Named Executive Officer Incentive Bonus Plan (the "Officer Plan") is to recognize the achievements of the senior management team of VA Software Corporation, and its subsidiaries (the "Company"), for achieving agreed financial objectives.

Exhibit a the Princeton Review Bonus Policy Calendar Year 2006 (May 10th, 2006)

This document outlines the bonus policy and structure for The Princeton Review, Inc. (the Company) G-0 Employees, and it shall be incorporated into, and be deemed a part of, the employees Executive Compensation Policy Statement,

Gmh Communities Trust – GMH Communities Trust 2005 Executive Officer Cash Bonus Policy (March 31st, 2005)

On March 28, 2004, the Compensation Committee of the Board of Trustees of GMH Communities Trust (the "Trust") approved the performance criteria that will be used to determine executive officer cash bonus awards for the year ending December 31, 2005. This approval by the Compensation Committee is consistent with the terms of the Trust's existing employment agreements with Gary M. Holloway, Sr., the Trust's chairman, president and chief executive officer, Bruce F. Robinson, president of the Trust's military housing division, and Joseph M. Coyle, president of the Trust's student housing division (collectively, the "Employment Agreements"). Under the terms of the Employment Agreements, the Compensation Committee is required to determine within 90 days after the end of each fiscal year, a bonus policy containing relevant goals for the current fiscal year based on individual performance goals for the executives and corporate performance goals set at threshold, target, superior and outperform