OneSpan 公司。
2024年管理層激勵計劃（MIP）
(2024年8月14日修訂)
1.目的
OneSpan公司（連同其附屬公司，以下簡稱"公司"）2024管理激勵計劃（"2024 MIP"）的目的是與我們的領導人員和其他關鍵人員分享公司的成功。權益代理”或“OneSpan」2024 管理激勵計劃（"2024 MIP"」的目的是與我們的領導人員和其他關鍵人員分享公司的成功。
2024年的MIP包含兩個元件（“2024 MIP 元件”):
•」H1 元件」，以 2024 年 1 月 1 日開始至 2024 年 6 月 30 日（包括）截至 2024 年 6 月 30 日（包括）的期間的公司績效因素（如下文第 3 和第 4 條定義）為基礎。H1 2024”).
•」全年組件」，基於 2024 年全年的公司績效因素（涵蓋 2024 年 1 月 1 日開始至 2024 年 12 月 31 日（包括）結束的期間）（該期間，」二零二四年財年」，並與 2024 年上半年一起，」二零二四年國際貨幣期間”).
2.參與
參加2024年MIP，除非已得到公司人力資源副總裁和首席執行官的書面批准，否則必須是onespan的全職員工。參與2024年MIP的員工將收到公司人力資源團隊的書面通知。
您必須在2024年4月1日前入職，方有資格參與 H1 元件，並於2024年10月1日前入職，方有資格參與完整年度元件。除非在您的任用函或就業協議中另有規定，如有任何，您在2024年MIP元件下獲得的任何獎金（如下定義）將根據您的入職日期進行按比例分配，如以下示例所示：
•如果您的入職日期為2024年3月15日，您有資格參加H1元件和Full Year元件，但根據您的入職日期，您在2024 MIP元件中獲得的任何獎金將按比例計算。
•如果您的入職日期為2024年5月15日，您只有資格參與全年方案，而您在全年方案下獲得的任何獎金將根據您的入職日期進行比例分配。
3.概觀
2024年MIP的參與者有資格根據公司在指定績效指標方面的表現，獲得最多兩個獨立的現金獎金（每個人）。與執行長聘用有關的期權），根據公司在指定績效指標方面的成就，有資格獲得最多兩個單獨的現金獎金。公司績效因素”).
•對於H1組件，公司績效因素將涉及2024年上半年的公司表現。
•對於全年部分，公司業績因素將涉及2024財政年度的公司表現。
除了公司績效因素外，您每個2024 MIP元件的潛在獎金取決於您的符合標靶獎金金額，可以表示為
無論是固定的一定金額還是您基本薪資的百分比。如果您不知道您的符合條件的目標獎金金額，請聯繫您的經理或人力資源部。請注意，符合條件的目標獎金金額通常以年度方式表示（作為全年金額），因此每個2024 MIP組件的符合條件的目標獎金金額（每個這樣的目標金額，一個"MIP目標”）應該為您全年目標獎金金額的 股東大會的議程項目需符合出席人數達到法定底線的標準。除本章程另有規定外，出席會議的一個或多個擁有公司已支付的表決股本的過半數股東（計算在基礎上，包括A系列多數派、B系列多數派、C系列多數派、D系列多數派、E系列多數派和已發行的普通股的過半數持有人）或其代理到場，則構成法定底線，否則將不得進行任何商業活動。如果公司僅有一名股東，則不需要出席股東代表人或代理人的支持，只要該名單一股東亲自臨席或通過代理，則可以構成法定底線。 百分比。例如1:
•如果您的目標獎金金額等於您年度實賺薪水的10%，則2024年每個MIP元件的MIP目標將等於您年度實賺薪水的5%。
•如果您的目標獎金金額是固定的$15,000，則2024 MIP元件的每個MIP目標為$7,500。
4.公司表現因素
您的潛在獎金金額是根據公司在一個或多個指定目標上的達成情況計算的。公司績效因素和相應目標是由管理發展和薪酬委員會（“董事會”）確定的。2024年MIP的目標和相應的支付水平將另行通知給您。對於2024年MIP期間的各種目標的不同達標程度將對應於不同的獎金支付水平。董事会薪酬委员会董事会薪酬委员会采纳了薪酬追回政策，作为公司董事会的一部分，"政策"为其所采纳。董事會2024 MIP的目標和相應的支付水平將另行通知給您。對於2024年MIP期間的各種目標的不同達標程度將對應於不同的獎金支付水平。
H1 元件
對於2024 MIP的H1部分，所有參與者的兩個公司績效因素是營業收入和通過電子郵件收到副總裁全球人力資源或首席執行官具體通知的人員除外，其H1 2024 MIP參與將適用不同公司績效因素。“營業收入”是指公司公開報告的收入，調整後的息稅前利潤和攤銷前利潤被定義為指公司的息稅前利潤和攤銷前利潤（即扣除股本報酬成本、解雇費用和資本化軟體成本）。請注意，2024 MIP用於調整後的息稅前利潤的定義與我們公開報告的盈利和SEC申報中使用的調整後的息稅前利潤的定義不同。營業收入因素佔50%，調整後的息稅前利潤因素佔50%。
對於H1組件，成就水平對應於如下所述的獎金支付水平。
•營業收入公司必須達到至少100%的營業收入目標，營業收入因素才能納入獎金支付計算。達到100%的成就水平將對應100%的目標支付水平，而達到104.3%或更高的成就水平將對應最大支付水平125%。
•調整後的稅前利潤減除折舊及攤銷後的費用公司必須達到調整後的EBITDA目標的至少100％，才能使調整後的EBITDA因子有助於獎金支付計算。100％的達標水平將對應於100％的目標支付水平，而112.2％或更高的達成水平將對應於最高支付水平的125％。
對於落在目標與最大營業收入和調整後息稅折舊及攤銷前利潤（Adjusted EBITDA）達成水平之間的成就水平，相應的支出水平將使用線性插值進行計算。
全年成分
1 範例假設您符合上述第2節下的2024 MIP 元件的完整、非比例參與資格。
2024 MIP完整年度組件中，營業收入是所有參與者唯一的公司績效因素，除非副總裁全球人力資源或首席執行官（或在首席執行官情況下，由薪酬委員會）特別通知的個人另行適用於其2024年MIP參與的不同公司績效因素。 「營業收入」指的是公司公開報告的收入。
公司必須達到營業收入目標至少98％，營業收入要素才能對獎金支付計算做出貢獻。達到100％的成就水平將對應於100％的目標支付水準，而達到102％或更高的成就水平將對應於125％的最高支付水準。
針對落在最低、目標和最高營業收入達成水平之間的成就水平，將使用線性插值計算相應的支付水平。
5.EXAMPLE BONUS CALCULATIONS
Assume for purposes of these examples that you are employed throughout 2024 and that your eligible target bonus amount (expressed on an annual basis) is $15,000 (which corresponds to a MIP Target of $7,500 for each 2024 MIP Component).
Example 1
If the Company achieves 115% of the Revenue factor and 100% of the Adjusted EBITDA factor for the H1 Component, your Bonus for the H1 Component would be paid out at 112.5% of your H1 2024 MIP Target:
Achievement Level Against Target | Payout Level | Weight | Weighted Factor (Payout Level*Weight) | |||||||||||
Company Performance Factors | ||||||||||||||
Revenue | 115% | 125% | 50% | 62.5% | ||||||||||
Adjusted EBITDA | 100% | 100% | 50% | 50% | ||||||||||
Combined Performance Factor (sum of the two weighted factors) | 112.5% | |||||||||||||
The Combined Performance Factor is then applied to your H1 2024 MIP Target for a Bonus payout of $8,437.50 (112.5% of $7,500).
Example 2
If the Company achieves 99% of the Revenue factor for the Full Year Component, your Bonus for the Full Year Component would be paid out at 75.5% of your Full Year Component MIP Target:
Achievement Level Against Target | Payout Level | Weight | Weighted Factor (Payout Level*Weight) | |||||||||||
Company Performance Factor | ||||||||||||||
Revenue | 99% | 75.5% | 100% | 75.5% | ||||||||||
The Performance Factor is then applied to your Full Year 2024 MIP Target for a Bonus payout of $5,662.50 (75.5% of $7,500).
6.DETERMINATION OF ACHIEVEMENT; PAYMENT OF EARNED BONUSES
The Company expects that the assessment of achievement against Company Performance Factors for the 2024 MIP Periods and the payment of any Bonuses earned for the applicable 2024 MIP Periods will occur on the following timeframes:
•H1 Component: assessment of achievement against Company Performance Factors to be completed during the month of August 2024; any Bonus earned to be paid out via payroll before the end of that month.
•Full Year Component: assessment of achievement to be completed during the first quarter of 2025; any Bonus earned to be paid out via payroll by the end of that quarter.
The Company may adjust these timeframes at its discretion.
Achievement against the applicable Company Performance Factors for each of the 2024 MIP Periods is based on the Company’s financial performance for the H1 Component and Full Year Component, as applicable, and is determined by the Compensation Committee. The Compensation Committee has complete discretion to determine the MIP Targets and the extent to which they have been achieved, including discretion to adjust the MIP Targets and/or the achievement of the MIP Targets to address the impact of the following: mergers, acquisitions or divestitures; reorganizations; restructuring charges or transactions; extraordinary nonrecurring items; and other unexpected activities, developments, trends or events. The financial metrics used for purposes of the MIP Targets may be defined and/or calculated differently from similar metrics that the Company reports in its quarterly earnings releases and reports filed with the U.S. Securities and Exchange Commission.
7.GENERAL TERMS
If your base salary or eligible target bonus amount changes during either 2024 MIP Period, any Bonus amount you earn will be prorated based on the timing of such change. For purposes of this proration, changes that occur on or before the 15th of a given month will be considered to have been in effect for the full month, and changes that occur after the 15th of a month will be considered to take effect on the first of the immediately following month. For example, if your eligible target bonus amount increases from 15% to 20% on September 10, your FY 2024 Bonus amount would be calculated based on eight months of a 15% eligible target bonus amount and four months of a 20% eligible target bonus amount, whereas if the increase happens on September 20, your FY 2024 Bonus amount would be calculated based on nine months of a 15% eligible target bonus amount and three months of a 20% eligible target bonus amount.
If you take a leave of absence during 2024 that is longer than 45 days in either 2024 MIP Period (which days need not be consecutive), any Bonus you earn under for the affected 2024 MIP Period will be prorated based on the number of total days in excess of 45 days in your leave of absence during that MIP Period.
If you switch from a Sales Commission Plan to the 2024 MIP, or vice versa, any Bonus you earn for the applicable 2024 MIP Period will be prorated based on the timing of the change. Changes of this type will generally be effective on the first day of a specified month.
Unless otherwise prohibited by applicable law, any Bonus amount is not earned until it is determined based on the Company’s financial performance for the applicable 2024 MIP Period as approved by the Board or Compensation Committee. To receive any Bonus for a 2024 MIP Period, and unless prohibited by applicable law, you must be actively working for the Company at the time payment is made. The 2024 MIP is valid for 2024 only and will not continue to apply for future years.
Participants do not have any contractual or otherwise acquired right to MIP participation in any future years. Your participation in the 2024 MIP does not in any way imply, suggest or require that you will participate in any MIP or similar program for future years. There are no promises or guarantees of payments under the 2024 MIP, and the Company reserves the right to unilaterally alter or discontinue the program at its complete discretion, unless specifically prohibited under applicable law.