OneSpan 公司。
2024年管理层激励计划（MIP）
(2024年8月14日修订)
1.目的
OneSpan公司（连同其附属公司，以下简称"公司"）2024管理激励计划（"2024 MIP"）的目的是与我们的领导人员和其他关键人员分享公司的成功。权益代理”或“OneSpan」2024 管理激励计划（"2024 MIP"」的目的是与我们的领导人员和其他关键人员分享公司的成功。
2024年的MIP包含两个元件（“2024 MIP 元件”):
•」H1 元件」，以 2024 年 1 月 1 日开始至 2024 年 6 月 30 日（包括）截至 2024 年 6 月 30 日（包括）的期间的公司绩效因素（如下文第 3 和第 4 条定义）为基础。H1 2024”).
•」全年组件」，基于 2024 年全年的公司绩效因素（涵盖 2024 年 1 月 1 日开始至 2024 年 12 月 31 日（包括）结束的期间）（该期间，」二零二四年财年」，并与 2024 年上半年一起，」二零二四年国际货币期间”).
2.参与
参加2024年MIP，除非已得到公司人力资源副总裁和首席执行官的书面批准，否则必须是onespan的全职员工。参与2024年MIP的员工将收到公司人力资源团队的书面通知。
您必须在2024年4月1日前入职，方有资格参与 H1 元件，并于2024年10月1日前入职，方有资格参与完整年度元件。除非在您的任用函或就业协议中另有规定，如有任何，您在2024年MIP元件下获得的任何奖金（如下定义）将根据您的入职日期进行按比例分配，如以下示例所示：
•如果您的入职日期为2024年3月15日，您有资格参加H1元件和Full Year元件，但根据您的入职日期，您在2024 MIP元件中获得的任何奖金将按比例计算。
•如果您的入职日期为2024年5月15日，您只有资格参与全年方案，而您在全年方案下获得的任何奖金将根据您的入职日期进行比例分配。
3.概观
2024年MIP的参与者有资格根据公司在指定绩效指标方面的表现，获得最多两个独立的现金奖金（每个人）。与执行长聘用有关的期权），根据公司在指定绩效指标方面的成就，有资格获得最多两个单独的现金奖金。公司绩效因素”).
•对于H1组件，公司绩效因素将涉及2024年上半年的公司表现。
•对于全年部分，公司业绩因素将涉及2024财政年度的公司表现。
除了公司绩效因素外，您每个2024 MIP元件的潜在奖金取决于您的符合标靶奖金金额，可以表示为
无论是固定的一定金额还是您基本薪资的百分比。如果您不知道您的符合条件的目标奖金金额，请联系您的经理或人力资源部。请注意，符合条件的目标奖金金额通常以年度方式表示（作为全年金额），因此每个2024 MIP组件的符合条件的目标奖金金额（每个这样的目标金额，一个"MIP目标”）应该为您全年目标奖金金额的 股东大会的议程项目需符合出席人数达到法定底线的标准。除本章程另有规定外，出席会议的一个或多个拥有公司已支付的表决股本的过半数股东（计算在基础上，包括A系列多数派、B系列多数派、C系列多数派、D系列多数派、E系列多数派和已发行的普通股的过半数持有人）或其代理到场，则构成法定底线，否则将不得进行任何商业活动。如果公司仅有一名股东，则不需要出席股东代表人或代理人的支持，只要该名单一股东亲自临席或通过代理，则可以构成法定底线。 百分比。例如1:
•如果您的目标奖金金额等于您年度实赚薪水的10%，则2024年每个MIP元件的MIP目标将等于您年度实赚薪水的5%。
•如果您的目标奖金金额是固定的$15,000，则2024 MIP元件的每个MIP目标为$7,500。
4.公司表现因素
您的潜在奖金金额是根据公司在一个或多个指定目标上的达成情况计算的。公司绩效因素和相应目标是由管理发展和薪酬委员会（“董事会”）确定的。2024年MIP的目标和相应的支付水平将另行通知给您。对于2024年MIP期间的各种目标的不同达标程度将对应于不同的奖金支付水平。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。董事会2024 MIP的目标和相应的支付水平将另行通知给您。对于2024年MIP期间的各种目标的不同达标程度将对应于不同的奖金支付水平。
H1 元件
对于2024 MIP的H1部分，所有参与者的两个公司绩效因素是营业收入和通过电子邮件收到副总裁全球人力资源或首席执行官具体通知的人员除外，其H1 2024 MIP参与将适用不同公司绩效因素。“营业收入”是指公司公开报告的收入，调整后的息税前利润和摊销前利润被定义为指公司的息税前利润和摊销前利润（即扣除股本报酬成本、解雇费用和资本化软体成本）。请注意，2024 MIP用于调整后的息税前利润的定义与我们公开报告的盈利和SEC申报中使用的调整后的息税前利润的定义不同。营业收入因素占50%，调整后的息税前利润因素占50%。
对于H1组件，成就水平对应于如下所述的奖金支付水平。
•营业收入公司必须达到至少100%的营业收入目标，营业收入因素才能纳入奖金支付计算。达到100%的成就水平将对应100%的目标支付水平，而达到104.3%或更高的成就水平将对应最大支付水平125%。
•调整后的税前利润减除折旧及摊销后的费用公司必须达到调整后的EBITDA目标的至少100％，才能使调整后的EBITDA因子有助于奖金支付计算。100％的达标水平将对应于100％的目标支付水平，而112.2％或更高的达成水平将对应于最高支付水平的125％。
对于落在目标与最大营业收入和调整后息税折旧及摊销前利润（Adjusted EBITDA）达成水平之间的成就水平，相应的支出水平将使用线性插值进行计算。
全年成分
1 范例假设您符合上述第2节下的2024 MIP 元件的完整、非比例参与资格。
2024 MIP完整年度组件中，营业收入是所有参与者唯一的公司绩效因素，除非副总裁全球人力资源或首席执行官（或在首席执行官情况下，由薪酬委员会）特别通知的个人另行适用于其2024年MIP参与的不同公司绩效因素。 「营业收入」指的是公司公开报告的收入。
公司必须达到营业收入目标至少98％，营业收入要素才能对奖金支付计算做出贡献。达到100％的成就水平将对应于100％的目标支付水准，而达到102％或更高的成就水平将对应于125％的最高支付水准。
针对落在最低、目标和最高营业收入达成水平之间的成就水平，将使用线性插值计算相应的支付水平。
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.