MIME 2018 Proxy Statement

our maximum stretch goal. The chart below reflects the payout scale for Incentive Plan bonuses based on various levels of achievement. Revenue – 80% Adjusted EBITDA – 20% Achievement Award Achievement Award 96% 20% 80% 20% 97% 85% 85% 85% 98% 95% 90% 90% 99% 97.5% 95% 95% 100% 100% 100% 100% 101% 110% 105% 110% 102% 125% 110% 120% 103% 150% 115% 145% 104% 175% 120% 160% 105% 200% 125% 175% 130% 190% 135% 200% Payouts are determined using linear interpolation between the percentages stated above. Quarterly payments are capped at 100% with any overachievement earned to be reconciled at the end of the fiscal year based on actual achievement. The following chart sets forth for each performance metric, on a quarterly basis, the target, the achievement, the achievement percentage and the payout percentage. Quarter Target Achievement Achievement % Award % Quarterly Revenue Targets and Results* (in thousands) Q1 $ 57,094 $ 57,597 100.9% 109.0% Q2 $ 62,001 $ 61,862 99.8% 99.5% Q3 $ 66,604 $ 66,078 99.2% 98.0% Q4 $ 70,332 $ 69,607 99.0% 97.5% Total FY18 $256,032 $255,144 99.7% 99.3% Quarterly Adjusted EBITDA Targets and Results* (in thousands) Q1 $ 4,450 $ 4,966 111.6% 128.0% Q2 $ 5,917 $ 6,464 109.2% 118.4% Q3 $ 6,251 $ 6,718 107.5% 115.0% Q4 $ 6,588 $ 6,060 92.0% 92.0% Total FY18 $23,207 $24,209 104.3% 108.6% * For a reconciliation of these non-GAAP financial measures to the nearest comparable GAAP measure, please see Appendix A. Equity Incentives Long-term incentive compensation in the form of equity awards is an integral part of our overall executive compensation program. Providing our named executive officers with the opportunity to realize value through share ownership is a powerful tool to attract and retain highly qualified executives, achieve strong long-term share price performance and align our executive officers’ interests with those of our shareholders. In addition, the vesting features of our equity awards contribute to executive retention. 31