1. Office of Technology Transfer Create A Winning Incentive System for Tech Transfer Staff Todd Sherer, Associate VP Research Director, Office of Technology Transfer Emory University May 29, 2009

2. Office of Technology Transfer Where Will You Work/Live? Location – Atlanta is a hub – Cost of living low & salaries relatively high – Weather is great (10 months out of the year) Emory University – Private University – Life science focus – Successful program – products on the market

3. Office of Technology Transfer The Little Things Travel – At least 2 meetings per year. Many local opportunities Treos Annual dinner celebration for staff and spouse Host other dinner and cocktail events Office lunch/learn sessions Emory Breakfast Club

4. Office of Technology Transfer The Important Things Autonomy – freedom to make decisions Team focus – encouraged to vet decisions Participate in start-ups/value creation – Investor Challenge Fund – POP funding – VentureLab Program Division of labor allows focus on tasks critical to your performance Diverse skill sets requires tolerance of others

5. Office of Technology Transfer Competitive Compensation Competitive salary (private vs public) & benefits Support moving costs Eligible for annual merit increase Incentive Plan – Up to 10% of annual salary for non-exempt, 15% for exempt. Everyone participates – Must be employed for minimum of 6 months and at the end of FY to participate – Annual review of plan

6. Office of Technology Transfer Emory OTT Incentive Plan Objectives – Encourage team performance, develop world class product pipeline, maximize licensing revenue Measures: Revenue 25%, AUTM licenses 15%, high net worth licenses 10%, avg. royalty rate 10%, MTAs 5%, Turnaround time on MTAs 5%, start-ups 10%, disclosures 10%, POP funding 10% No payout for less than target or more than max. Target = 50% of payout and max = 100%. Prorated in between Director works with HR and VPR to propose annual targets/max for each measure. Final approval by Ways and Means Committee

7. Office of Technology Transfer Conclusions People are your most valuable asset. Go to bat for them Hire high--incremental increases are harder to get Balance internal promotion with national searches Support professional/personal development. Even when they are job searching Prepare for turnover!