<PAGE>
Exhibit 10.15
EXECUTIVE COMPENSATION PLAN FOR 2000
Finalized 12/20/99
Measures applied by position:
<TABLE>
<CAPTION>
---------------- ------------------------------ ---------------- ------------------
PPD Revenue EPD Op Income Qtr Objectives
---------------- ------------------------------ ---------------- ------------------
<S> <C> <C> <C>
CEO, COO, CFO 40% 30% 30%
---------------- ------------------------------ ---------------- ------------------
PPD 60% 10% 30%
---------------- ------------------------------ ---------------- ------------------
EPD & Ops 10% 60% 30%
---------------- ------------------------------ ---------------- ------------------
NA Sales 40% (PPD NA/ROW bookings) 30% 30%
---------------- ------------------------------ ---------------- ------------------
</TABLE>
PPD REVENUE (INCLUDING CONTRACT REVENUES):
- Target is $7.1M, per the Op Plan
- Same lower revenue target as the warrant pricing (start at $4.7M), but no
upper limit
[A graph is located here in the original document. The X axis is PPD
Consolidated Revenue, with reference points of $4.7M, $7.1M and $8.8M. The Y
axis designates the percentage payout. A line connecting certain intersectional
points illustrates a sliding scale of payouts. At $4.7M there is 0% payout.
$7.1M earns a 100% payout. $8.8M earns a 200% payout. The line continues
indefinitely, illustrating higher percentage payouts for revenue greater than
8.8M.]
EPD Op Income
- Op Plan target is $5.3M (about 10% of revenue)
- Since semi equipment is so volatile, don't use a steep slope on EPD
income, but the forecasts are very strong and an upside would help us
spend more in PPD. 50% of target is roughly the op income we hit in 1998;
150% of target would be a stretch. Estimated 1999 result is $4.0M
(excluding EG license fee and associated expenses and reserves).
[A graph is located here in the original document. The X axis is EPD
Consolidated Operating Income, with reference points of $2.65M, $5.3M and $7.6M.
The Y axis designates the percentage payout. A line connecting certain
intersectional points illustrates a sliding scale of payouts. At $2.65M there is
0% payout. $5.3M earns a 100% payout. $7.6M earns a 200% payout. The line
continues indefinitely, illustrating higher percentage payouts for income
greater than 7.6M.]
Quarterly objectives: (payout quarterly)
- Half of this payout (15% of total): 0 to 100% for meeting quarterly
departmental must-do objectives in 2000 (equal portion for each
objective, 25% possible each quarter) Failure to have a clear measure(s)
or assumptions and contingency plans for any must-do interpreted as
missing the objective; objective drops out if its assumptions did not
hold. (Same process as 1999).
<PAGE>
- Other half of this payout (15% of total): Paid for hitting or exceeding
quarterly EPS "guidance", as if we were telling analysts X cents per
share (rounded to nearest cent, just as we would report earnings). No
payout for missing it. Paid quarterly. Targets set in December 99:
Q1 1 cent
Q2 1 cent
Q3 4 cents
Q4 6 cents
