HESKA CORP - FORM 10-K - EX-10 - 2015 MANAGEMENT INCENTIVE PLAN - March 25, 2015

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EXCEL - IDEA: XBRL DOCUMENT - HESKA CORPFinancial_Report.xls
EX-31 - CERTIFICATION CFO - HESKA CORPex31-2.htm
EX-32 - CERTIFICATION CEO AND CFO - HESKA CORPex32-1.htm
EX-10 - 2003 EQUITY INCENTIVE PLAN - HESKA CORPex10-7.htm
EX-10 - SUBSIDIARIES - HESKA CORPex21-1.htm
EX-10 - 2003 EQUITY INCENTIVE PLAN - HESKA CORPex10-8.htm
EX-10.2 - 1997 STOCK INCENTIVE PLAN EMPLOYEES/CONSULTANT - HESKA CORPex10-2.htm
EX-31 - CEO CERTIFICATION - HESKA CORPex31-1.htm
EX-10.3 - 1997 STOCK INCENTIVE PLAN OUTSIDEDIRECTORS - HESKA CORPex10-3.htm
EX-10 - AMENDMENT EMPLOYMENT AGREEMENT ASAKOWICZ - HESKA CORPex10-29.htm
EX-10 - STOCK GRANT AGREEMENT WILSON - HESKA CORPex10-16.htm
EX-10 - MIP MASTER DOCUMENT - HESKA CORPex10-10.htm
EX-10 - AMENDMENT EMPLOYMENT AGREEMENT LIPPINCOTT - HESKA CORPex10-31.htm
EX-10 - 1997 STOCK INCENTIVE PLAN MIP - HESKA CORPex10-5_mipgrant.htm
EX-10 - 1997 STOCK INCENTIVE PLAN - HESKA CORPex10-4_performancegrant.htm
10-K - HESKA CORPform10k-2014.htm
EX-10.1 - HESKA CORPORATION 1997 STOCK INCENTIVE PLAN (AS AMENDED MARCH 6, 2007 AND MAY 5, 2009, AMENDED AND RESTATED ON FEBRUARY 22, 2012, FURTHER AMENDED ON MARCH 25, 2014 AND FURTHER AMENDED AND RESTATED ON MAY 6, 2014) - HESKA CORPex10-1.htm

Exhibit 10.11 

Heska Corporation

2015 Management Incentive Plan

 

1. The Category Percentages for the 2015 MIP are as follows:
  Title Category Percentage
  Executive Vice President-level 40.0% of base salary
  Vice Presidents 35.0% of base salary
  Directors 25.0% of base salary

 

2. The Plan Allocation for the 2015 MIP is as follows:
  · 50% on achievement of the company-wide financial objective and 50% on individual performance

 

3. The Key Parameters for the 2015 MIP are as follows:
  · 1) Pre-MIP Operating Income and 2) Revenue

 

4. The Payout Structure for the 2015 MIP is as follows:

 

Pre-MIP Operating Income

(% MIP Goal)

Revenue

(% MIP Goal)

Incentive Pool

(% MIP Goal)

 Post-MIP Operating Income
$4,000K (44%) $90,000K (86%) $0 (0%) $4,000K
$5,000K (55%) $91,000K (87%) $220K (20%) $4,780K
$7,266K (80%) $93,000K (89%) $660K (60%) $6,606K
$8,174K (90%) $94,268K (90%) $880K (80%) $7,294K
$9,083K (100%) $104,742K (100%) $1,100K (100%) $7,983K
$9,991K (110%) $115,216K (110%) $1,375K (125%) $8,616K
$10,900K (120%) $125,690K (120%) $1,650K (150%) $9,250K

 

  There shall be no MIP Payout if Pre-MIP Operating Income is less than $4,000K or Revenue is less than $90,000K.  If necessary, MIP Payouts shall be determined by interpolating between MIP Payout result rows, subject to a minimum Post-MIP Operating Income interpolation.

 

5. MIP Payout Features
  · Amount – The actual amount of a participant’s MIP Payout will be determined in the sole and absolute discretion of the CEO or the Compensation Committee, and may be more or less than the percentage of MIP Goals achieved above.
  · Eligibility – To earn an MIP Payout, a participant must remain an active employee of Heska Corporation or one of its affiliates through the time of payment of MIP Payouts (to be no later than March 15, 2016).
  · Medium of Payment – MIP Payouts are to be made in cash, although by March 13, 2015 Executive Vice President-level participants may elect to receive up to 50% of his or her MIP Payout in stock or options to acquire stock (which are to be valued based on market price and Heska Corporation’s GAAP option valuation policy), subject to a maximum grant of such participant’s Incentive Target and vesting based upon MIP Payout achieved.
  · Maximum payout – The maximum payout to any participant shall be 200% such participant’s Incentive Target, which is calculated by multiplying such participant’s base salary by the Category Percentage applicable to such participant.

 

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