Exhibit - beplay全站登陆

This KLA-Tencor Executive Incentive Plan (the “Plan”) is intended to motivate senior executives to achieve short-term and long-term corporate objectives by providing a competitive bonus for target performance and potential upside for outstanding performance.

This Plan is effective for the calendar year period from January 1, 2018 through December 31, 2018 (the “Plan Period”). Newly eligible employees (e.g., employees promoted to an incentive-eligible position for the first time or a new hire) must be in an eligible position on or before October 1, 2018 as recorded in the HR system in order to qualify for participation in this Plan Period.

根据计划期间的性能，奖金付款将在2018年12月31日后的90天内支付。奖金计算基于适用计划期间的付费基础薪资。如果季节性奖金被视为雇员年薪的组成部分，则支付基本工资包括一些国家支付的基本薪资和季节性奖金。支付基础工资不包括搬迁津贴和报销，学费报销，汽车/运输津贴，外籍津贴，佣金，长期残疾支付或在计划期间支付的奖金。参与者必须在付款日期是本公司的常规活动员工，以获得付款。beplay官网ued在计划期间（2018年10月1日或2018年10月1日）晋升或雇用符合条件的职权的员工将从资源系统中记录的促销或雇用的生效日期计算其支付。如果员工在年内的目标奖励变化，则将进行偿还。

Total available funding for the Plan will be determined by performance against a threshold level as measured by Balanced Scorecard and Operating Margin (“OM”)* performance for the Plan Period. The Plan will be fully funded (equivalent to the sum, for all Plan participants in the aggregate, of 2 times the product of each Plan participant’s target bonus percentage and base salary during the Plan Period) upon achievement of Operating Margin Performance of $*. This fully funded amount represents the maximum bonus opportunity for all Plan participants in the aggregate and the maximum total cost of the Plan.

Note: Portions of this exhibit are the subject of a Confidential Treatment Request by KLA-Tencor Corporation to the Securities and Exchange Commission (the “SEC”). Such portions have been redacted and are marked with an “*” in place of the redacted text. The redacted information has been furnished separately to the SEC.

The level of funding available for payment to participating Executives will be based on performance as measured against the Corporate Balanced Scorecard and OM performance, as provided in the table (“Final CY18 Executive Bonus Payout Table”) below. Amounts in the table represent the multiple of each participating Executive’s target bonus available for allocation of bonus payments, subject to any positive or negative adjustment based on such Executive’s IPM (as defined below).



CY18 Executive Bonus Funding Table
平衡的记分卡表演		营业利润率（$ M）表现
		< $*	$ *	$ *	$ *	$ *	$ *	$ *	$ *
Exceptional	5.	0%	38％	75％	135％	150％	165％	210％	300％
	4.	0%	3.3.%	65％	117%	130％	14.3.%	182%	260％
	4.	0%	28%	55％	99％	110％	121%	154％	220％
	3+	0%	25％	5.0%	90%	100％	110％	140％	200%
Primarily Meets Expectations	3.	0%	23％	4.5.%	81％	90%	99％	126％	180％
	2+	0%	20%	40％	72%	80％	88％	112％	160%
	2	0%	18%	35％	63％	70％	77％	98%	140％
	1+	0%	15％	30％	54％	60%	66％	84%	120%
改进机会	1	0%	13％	25％	4.5.%	5.0%	55％	70％	100％

计划的百分比			*％	*％	*％	*％	*％	*％	*％
CY 18目标BSC和非GAAP运行保证金性能
无论性能如何，多重不能超过200％

每个执行委员（CEO除外）的实际奖金金额将基于首席执行官对计划期间的绩效的评估，并确定个人绩效乘数（“IPM”）从80-120％的范围内。IPM乘以高管的目标奖金和上面的CY18行政奖金支付表所达到的多项，以确定实际的奖励金额（见下面的奖金计算）。每个执行的执行情况都将根据如何有效地评估执行机构在执行其组织的均衡记分卡措施和执行行政组织的关键均衡记录措施和目标的情况下进行评估。作为本公司的执行官员的IPM和最终奖金支付，该参与者是本公司的执行董事于1934年的“证券交易所”的第16条，如首席执行官，将被首席执行官推荐并审查和审查和审核beplay官网ued经赔偿委员会批准。CEO的IPM和最终奖金支付将由公司董事会确定和批准。beplay官网ued首席执行官将审查和批准所有其他计划参与者的IPM和最终奖金支付。

在任何事件可以奖金支付参与者exceed 2 times such participant’s target bonus (i.e., 2 times the product of (a) the participant’s paid base salary for the Plan Period times (b) the Participant’s target bonus percentage).

赔偿委员会（或本公司董事会的独立成员（“独立董事”）应为计划管理员。beplay官网ued赔偿委员会（或独立董事）应制定规则，法规，解释和计算，并采取该计划的其他行动，因为它可能认为恰当。该计划的建立不得赋予任何雇员或其他人进行任何合法权利，以继续就业，也不会使其干扰公司的权利，以履行任何员工，并在不考虑的效果的情况下对待他或她beplay官网ued治疗可能会在他或她身上作为计划的参与者。

该计划应由赔偿委员会（或独立董事）制定，管理和强制执行，酌情自行决定。加利福尼亚州的法律将管辖涉及该计划的任何法律纠纷。赔偿委员会（或独立董事）可随时改变，修改或终止计划唯一可自行决定。