Juno 2015 Annual Report Download - page 21
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Table of Contents
$ 176,130,000 1 0.0% 0.0% 0.0% 0.0%
$ 187,139,000 2 10.0% 7.0% 5.5% 5.0%
$ 198,147,000 3 20.0% 14.0% 11.0% 10.0%
$ 209,155,000 4 30.0% 21.0% 16.5% 15.0%
$ 226,768,000 6 46.0% 32.2% 25.3% 23.0%
$ 233,373,000 7 52.0% 36.4% 28.6% 26.0%
$ 239,978,000 8 58.0% 40.6% 31.9% 29.0%
$ 246,583,000 9 64.0% 44.8% 35.2% 32.0%
$ 23,941,000 1 0.0% 0.0% 0.0% 0.0%
$ 26,920,000 2 8.8% 6.1% 4.8% 4.4%
$ 29,899,000 3 17.5% 12.3% 9.6% 8.8%
$ 32,914,000 4 26.3% 18.4% 14.4% 13.1%
$ 37,688,000 6 40.3% 28.2% 22.1% 20.1%
$ 39,482,000 7 45.5% 31.9% 25.0% 22.8%
$ 41,277,000 8 50.8% 35.5% 27.9% 25.4%
$ 43,072,000 9 56.0% 39.2% 30.8% 28.0%
25.0% 17.5% 13.8% 12.5%
Participants were generally required to continue in our employ through the bonus payment date (which occurred in February 2016) in order to earn
their bonuses, with a pro-rated payout to be provided to any participant whose employment terminated before that date by reason of death or disability or, at
the election of the Compensation Committee, to any participant who was on a leave of absence during part of the performance period. Bonus payouts were
also pro-rated if the participant commenced employment with us, or otherwise became eligible to participate in the plan during 2015, for the period of time
the individual was employed with us during 2015. There was a maximum limit of $3.5 million payable to a participant under the 2015 Bonus Plan.
The revenue and adjusted operating income results achieved for 2015 under the 2015 Bonus Plan by the combined businesses are set forth below:
Combined $ 206.5 93.8% $ 37.3 103.9%
The following table sets forth the cash bonuses based on actual performance goal attainment that were paid to each of the named executive officers
who were participants under the 2015 Bonus Plan and who qualified to earn a bonus thereunder. These bonuses were determined solely in accordance with
the performance metric formulas set forth in the 2015 Bonus Plan (including the individual performance goals), and there were no discretionary bonuses paid
to the participants for 2015. All participants referenced in the table below, who actually received a bonus under the 2015 Bonus Plan, achieved the full
(target) individual performance goal component for purposes of calculating their actual 2015 bonus.
Francis Lobo $ 700,000 $ —
Edward Zinser $ 245,000 $ 224,510
Mark Harrington $ 176,000 $ 67,200
Kesa Tsuda $ 125,000 $ —
(1) Mr. Lobo departed the Company in November 2015 and did not receive a bonus under the 2015 Bonus Plan. Ms. Tsuda departed the
Company in November 2015 and did not receive a bonus under the 2015
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