\n AMD Sales Growth %
\n less WSTS Sales
\n Growth % (3-year)
\n -30 0.000 0.000 0.000 0.000 0.000 0.000 0.000
\n -20 0.000 0.111 0.222 0.333 0.445 0.556 0.667
\n -10 0.000 0.222 0.444 0.667 0.889 1.111 1.334
\n 0 0.000 0.333 0.667 1.000 1.333 1.667 2.000
\n 10 0.000 0.500 1.000 1.500 2.000 2.000 2.000
\n 20 0.000 0.666 1.333 2.000 2.000 2.000 2.000
\n ——————————————————————————–
\n<\/c><\/c><\/c><\/c><\/c><\/c><\/c><\/s><\/caption>\n<\/table>\n B. LTP Bonus Calculation<\/p>\n
The LTP bonus is calculated as follows:<\/p>\n
—————————————————————-
\n Combined LTP Multiplier x LTP Target (30%) x Base Salary = LTP
\n —————————————————————-<\/p>\n
C. LTP Carry-Over Provision<\/p>\n
In the event an LTP bonus is calculated but all or a portion is
\n not paid due to the OI funding limitations (see Section III),
\n that amount will be carried over for up to three following Plan
\n Years. Carry-over bonus amounts will be paid at the earliest
\n possible payout date (on a first in, first out basis) during the
\n three-year carryover period, subject to the three percent maximum
\n payout cap and other eligibility provisions. Any amount carried
\n over but not payable during the three-year carry-over period
\n reverts to zero.<\/p>\n
The Vice President must be an active Plan participant in the year
\n a carry-over amount is applied in order to be eligible to receive
\n it.<\/p>\n
VI. Timing of Payouts<\/p>\n
Bonuses are paid out by the end of the first quarter following the close of
\n a Plan Year.<\/p>\n
8<\/p>\n
================================================================================
\n AMD VICE PRESIDENT INCENTIVE PROGRAM
\n================================================================================<\/p>\n
VII. Eligibility For Participation And Receipt Of Bonuses<\/p>\n
A. Unless otherwise determined by the CEO, all non-Sales Vice Presidents
\n are Participants in the VPIP. This includes Sr. Vice Presidents and
\n Group Vice Presidents.<\/p>\n
B. To be eligible to receive any bonus under the VPIP, a Participant must
\n be employed by AMD at the time of payout of the bonus.<\/p>\n
C. To be eligible to receive an STP bonus of any amount, a Participant
\n must have been actively employed in the VPIP for at least some portion
\n of the Plan Year. A Participant who is actively employed for less than
\n an entire Plan Year (i.e., became a participant mid-year or was on an
\n unpaid leave), and who is otherwise eligible to receive an STP bonus
\n for that Plan Year, will receive an STP bonus, prorated according to
\n the number of months of active employment in the 12-month STP Plan
\n Year. For purposes of this provision, a full month’s credit will be
\n given where the Participant was actively employed in the VPIP for at
\n least 15 days of a partial month.<\/p>\n
D. To be eligible to receive an LTP bonus of any amount, a Participant
\n must have been actively employed in the VPIP for at least 12 months. A
\n Participant who is actively employed for less than an entire three-
\n year LTP bonus period (i.e., became a Participant at some time during
\n the period, or was on an unpaid leave), and who is otherwise eligible
\n to receive an LTP bonus, will receive an LTP bonus, prorated according
\n to the number of months of active employment out of the 36-month LTP
\n bonus period. For purposes of this provision, a full month’s credit
\n will be given where the Participant was actively employed for at least
\n 15 days of a partial month.<\/p>\n
E. If a Participant dies during the Plan period, any VPIP bonus will be
\n paid in full so long as the Participant was on active status for at
\n least 6 months of the Plan Year. If active for less than 6 months, any
\n award generated at the end of the year will be prorated as above.
\n Bonus payments will be made to the designated recipient of the
\n Participant’s final paycheck.<\/p>\n
9<\/p>\n
================================================================================
\n AMD VICE PRESIDENT INCENTIVE PROGRAM
\n================================================================================<\/p>\n
F. Payment to a Participant of any calculated bonus for which the
\n Participant is otherwise eligible is contingent upon that
\n Participant’s sustained satisfactory performance during the Plan
\n period for which the bonus was calculated, as determined by the
\n Participant’s immediate superior.<\/p>\n
G. No Participant has any earned or vested entitlement to any bonus(es)
\n under the VPIP. Any and all bonus payments are made at the sole
\n discretion of the Chief Executive Officer.<\/p>\n
H. AMD reserves the right to retroactively or prospectively modify or
\n terminate the VPIP, in whole or in part, and AMD reserves the right to
\n deny the participation of, or payout of a bonus to, a Participant, at
\n its sole discretion, with or without notice or cause.<\/p>\n
VIII. Other Important Plan Provisions<\/p>\n
A. Base Salary is defined as the Participant’s annualized base pay rate
\n at the end of the Plan Year. For the LTP bonus, the annualized base
\n pay rate at the end of Plan Year three will be the basis for bonus
\n determination.<\/p>\n
B. Operating Income, for Plan purposes, is adjusted for pre-tax
\n income\/loss from FASL. This is otherwise referred to as Operating
\n Profit on the Non-GAAP profit and loss statement.<\/p>\n
C. Because Year 3 LTP bonus calculations may be based on the closest WSTS
\n and\/or S&P 500 estimate at the time of payout, adjustments (positive
\n or negative) may be made as soon as possible following availability of
\n actual data.<\/p>\n
D. No allowance will be made for factors beyond the control of
\n Participants that either adversely or favorably affect the Company’s
\n performance.<\/p>\n
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