Exhibit 10.1
Mahalo Bonus Plan
Document
Overview:
The objective of the Mahalo bonus
plan (“the Plan”) is to motivate and reward performing
employees for their contributions to salesforce.com’s (the
“Company”) success by aligning the goals of each
employee with those of the Company.
Effective Date:
This amended and restated Plan is
effective February 1, 2009. This Plan replaces or supersedes
all previous Mahalo bonus plan documents, plan descriptions, and
Mahalo bonus practices under which employees were previously
eligible.
Bonus Period:
Eligible employees potentially may
earn bonuses under the Plan for periods that coincide with the
Company’s fiscal calendar from February 1
st to January 31 st (“Bonus Period”) and bonuses will be
paid at times at the sole discretion of the Company. Previous
timing of bonus payments for a Bonus Period does not dictate timing
of future bonus payments for future Bonus Periods, if
any.
Eligibility:
An employee is eligible to
participate in the Mahalo bonus Plan if the employee meets all of
the criteria listed below:
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Is an active, regular, full-time,
or part-time employee
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Is on the Company’s payroll
on the date of the bonus payment(s).
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Is performing at a “Meets
Expectation” or higher.
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Is not on a commission,
departmental bonus, or Management by Objective plan, unless
otherwise approved by the Senior Vice President, Employee
Services.
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Plan Components
The Mahalo Bonus Plan is comprised
of two components: company performance and individual performance
objectives.
Company
Performance
Company Performance is based on the
Company’s achievement of its primary objectives, which
include but are not limited to bookings, operating income and
revenue growth, as such achievements will be determined by the
Company in its sole discretion.
Individual Performance
Objectives
At the beginning of each fiscal
year, each eligible employee, along with his/her manager, will
establish key Individual Performance Objectives. Individual
Performance Objectives can be any combination of individual
objectives, developmental areas, and career development. They may
include project completion, operational targets, financial targets,
or any other quantifiable goal relating to the Company’s
V2MOM and the employee’s individual performance. The eligible
employee along with his/her manager will periodically review the
objectives to evaluate, update, and/or validate them.
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Funding of the Mahalo Bonus Pool
The Company shall create a Mahalo
Bonus Pool (“Pool”) that is funded based on the
Company’s achievements of it