American Management Systems, Inc.

NOMINATION FOR PRINCIPAL

Criteria for Principal

A Principal should be an acknowledged leader whose performance is consistently superior regardless of the conditions
attending to a specific job or project. There is no absolute length of time over which to judge consistency. However,
Principal-level performance must generally be demonstrated for a minimum of two years. Those who show exceptionally
high potential may be promoted earlier. Leadership depends on both a high degree of proficiency in applying skills and
knowledge and a constructive results-oriented attitude toward work.

The skills required of AMS's leaders are diverse, and an individual need not be outstanding in all areas. However, an
individual must demonstrate some proficiency in the following areas and an exceptional ability in at least one of them: 1)
Mastery of a technical discipline or substantive body of knowledge that is relevant to AMS's business; 2) Successfully
planning and directing the activities of others; 3) Managing or contributing to projects to ensure they achieve profitability
targets; 4) Communicating effectively; 5) Shaping, guiding and directing interactions with clients. 6) Developing the
leadership ability of AMS.

To earn a promotion to Principal, an individual must demonstrate these abilities and combine them with a constructive,
results-oriented attitude encompassing: 1) A high degree of independence revealing a willingness to accept full
responsibility for the successful and timely completion of assigned projects or functions; 2) An active interest in business
unit and AMS-wide goals including an awareness of business development opportunities and a readiness to accept the
difficult assignments necessary to meet these goals; 3) A commitment to achieving targeted project and BA/BU
profitability goals; 4) An understanding of AMS's standard business practices, applying them to specific project situations;
5) A high degree of maturity in working with others; and 6) An appreciation of the importance of developing people and
providing coaching and mentoring to others. 7) Implementing the AMS Performance Management Process. In addition,
nominees need to complete the AMSU Emerging Leaders program, which includes: a)Business Ownership, b) Building
High Value Relationships, c) Team Leadership or Negotiation. d) “Putting it All Together", the final course in the Emerging
Leader program, has been incorporated into New Principals Day for Spring 2001 promotions.

PART I. GENERAL INFORMATION

NOMINEE: Vitor Bacalhau SUBMISSION DATE: 4 April 2001

EMPLOYEE NUMBER: 25245 SOURCE: (check one) directly from college/university

directly from job market

BUSINESS UNIT: BU155 Client Services South

HIRE DATE: 14 November 1999

IF REHIRED, NOTE PREVIOUS AMS EMPLOYMENT PERIOD: n/a

YEARS OF NON-AMS WORK EXPERIENCE: 6 years

NOMINATOR(s): Hamilton Abreu Signature:

BU APPROVAL: John Sandifer Signature:

PRINCIPAL NOMINATION FORM SPRING 2001

PART II. DESCRIPTION OF HOW CRITERIA FOR PROMOTION ARE MET
(2 PAGE MAXIMUM)

A. Leadership Through Job Skills

Describe, using concrete examples from the past two years, how the job skills of the nominee
meet the criteria for principal. Be specific about the nominee's area of exceptional ability. If the
nomination is being made in part on the basis of the nominee’s potential, specify the basis for
your assessment of the potential.

Vitor Bacalhau possesses uncommon levels of intelligence, perception, maturity and motivation.
His ability to deliver value and results is truly outstanding by any standards.

Vitor embodies some of the most solid Arbor/BP knowledge available at AMS. His mastery of
Arbor/BP’s customer data model, product model and rating functionality, together with a
proficiency in most other functional areas of the system, are widely recognized and resorted to,
both internally at AMS and by the client. He is constantly queried by those around him, and an
almost certain source of answers for every question that the client is faced with. Through Vitor,
AMS has delivered solid results at crucial times for Oni.

To establish the credibility of Arbor/BP within Oni, the IT department needed to present the rest
of the business with the many product features that are readily supported. Vitor created and
delivered an Arbor/BP Out-of-the-box Functionality presentation that was solid and practical to
an extreme. It provided good ideas of concrete products that could be implemented with minimal
time-to-market. Vitor delivered it so outstandingly to Oni’s marketing department that Oni
requested its repetition to managers of other departments.

Vitor excels at planning and directing the work of others. For the past 9 months Vitor has
managed the implementation of all work orders at Oni, leading a team of 10 AMSers, and
planning their work and activities. Additionally to the management activities, it should be noted
that Vitor has coordinated or performed himself all the analysis work and produced a feasibility
study for each work order. He negotiates implementation options with the client, coordinates all
implementation and testing activities that occur at Oni, and ensures that terms of delivery are
signed by the client upon delivery so that the project financial administration can issue the
respective invoice. The client has not, ever since Vitor started the management of work orders,
had reasons for complaint regarding the quality or timeliness of deliverables. This performance
is, at all levels, notable.

Vitor’s communication skills are widely recognized to be outstanding. He has proved again and
again to be capable of communicating at all levels, being equally effective in communications
with Oni and AMS’ technical support organizations, in setting expectations and directing the work
of the team, in managing daily client contacts with Oni’s IT department, in negotiating the prices
and implementation schedules of work orders with Oni’s release manager, in negotiating product
features and setting the expectations of Oni One’s and Oni Solutions’ marketing organizations
and in reporting to his manager. His ability to handle this extremely varied set of interactions has
earned Vitor an unusual level of respect and very close friends at all these levels, both internally
at AMS and among the client.

PRINCIPAL NOMINATION FORM SPRING 2001

B. Leadership Through Attitude

Describe, using specific examples from the past two years, how the nominee demonstrates
leadership through a constructive, results-oriented attitude.

Vitor has contributed significantly to our own Arbor/BP Overview 5-day training course, which is
delivered internally to AMSers and to client personnel. He is consistently a main contributor to
the delivery and enhancement of the course. As a recent example, Vitor took the initiative to
create a half-day overview without the practical elements to introduce his new team members to
Arbor/BP. He communicated to other project managers that he’d be delivering the overview to
his team and invited participants. There were many. He brought the southern region Training
Coordinator into the loop, who is now going to adopt this half-day overview as part of our training
offers. All of this happened in three working days, without failing any of his many other duties.
This is typical of his performance.

It is inherent to his responsibilities of the past 7 months that Vitor contributes directly to the
achievement of the project’s profitability targets. Vitor is responsible for all effort estimation and
quoting of fixed price work orders to Oni. He already contributes to the planning of the project
revenue throughout the year, and monitors the extent to which revenue targets are achieved by
the work orders implementation team. Additionally to this, Vitor shows a very healthy concern for
charging clients in proportion to the added value provided by AMS, and provides suggestions for
crediting or under charging clients when the value perceived by the client is not the one desired.
As a result, he has implemented fixed price work orders at DCMs in excess of 60% on a
consistent basis.

Coupling an authoritative body of knowledge with unusual communication capabilities has

earned Vitor an uncommon credibility among client personnel, which he intelligently uses when
necessary to shape, guide and direct all client interactions. For example, it is a part of his daily
activities to shape and guide client expectations for the implementation schedule of work orders,
to direct features of new products to those that are most easily realized by the out-of-the-box
functionality of the system. At times, Vitor has acted as mediator of frictions between the senior
client elements in charge of release planning and release implementation. Vitor has gained an
immense amount of respect by the client, due to the maturity and reasonableness he
demonstrates. This is further demonstrated by having received a substantial offer from Oni last
year, for a position in charge of implementation.

Vitor’s present assignment managing the implementation of work orders occurred naturally
and, to an extent, he practically took over the job himself. He achieved this by willingly
accepting this responsibility, executing to an outstanding level, participating in associated
tasks and naturally becoming responsible for those. Each time, Vitor has proved himself
worthy or the utmost trust of his direct manager and acquired further responsibility. This had
the effect of freeing up his manager to concentrate on resolving AMS’ financial problems with
Oni, and was indirectly key to their successful resolution.
PART III. ASSIGNMENTS/JOBS FOR PAST TWO YEARS

A. Assignment Summary

Using a bar chart, graphically represent the major assignments for the past two years.

PRINCIPAL NOMINATION FORM SPRING 2001

 1999 2000 2001
ASSIGNMENT/ROLE RATING J J A S O N D J F M A M J J A S O N D J F M A M
Arbor/BP Configuration Far/Sig
Work Orders Implementation Far/Sig

B. Individual Assignments

Provide brief quantitative information on specific major assignments for the most recent two-year
period. Add descriptive information only when it is not included in Part II.

Project/Client: Oni
Role/Responsibilities: Arbor/BP Configuration Team Member
Percent of Time: 100%
Manager: Paulo Barros Costa
Dates on Assignment: 14 Nov 99 – 31 Jul 00
Number of persons managed (if N/A
included mgmt. Responsibilities):
Revenue: N/A
Profit Contribution: N/A
New technologies this person Arbor/BP Configuration
used/learned/became expert in (if Oracle
assignment included technical
responsibilities)
Intellectual Property activities this N/A
person participated in, including any
potential patents:
Areas for which this person is listed Arbor/BP Products & Services
as an “expert” in the AMS UNIX/Novell Systems Administration
Knowledge Express “Who Knows PL SQL/Oracle
About” database:
Whatever this person’s role, how Vitor’s growth into the role of Arbor/BP expert has
did he/she contribute to project helped AMS overcome a delicate phase of the Oni
and/or BA/BU profitability targets? project ensuring continued availability of Arbor/BP
expertise when the project size was drastically
reduced
Additional Information: None

Project/Client: Oni
Role/Responsibilities: Work Orders Implementation (TL/PM)
Percent of Time: 100%
Manager: Hamilton Abreu
Dates on Assignment: 1 Aug 00 – present

PRINCIPAL NOMINATION FORM SPRING 2001

 Number of persons managed (if
included mgmt. Responsibilities):
Revenue:
Profit Contribution:
New technologies this person
used/learned/became expert in (if
assignment included technical
responsibilities)
Intellectual Property activities this
person participated in, including any
potential patents:
Areas for which this person is listed
as an “expert” in the AMS
Knowledge Express “Who Knows
About” database:
Whatever this person’s role, how
did he/she contribute to project
and/or BA/BU profitability targets?
Additional Information:
PRINCIPAL NOMINATION FORM
10
(YTD) 293,729 USD
(YTD) 185,101 USD
Arbor/BP Configuration
Oracle
N/A
Arbor/BP Products & Services
UNIX/Novell Systems Administration
PL SQL/Oracle
For all work orders implemented at Oni for the past 9
months Vitor conducted the analysis, produced the
corresponding feasibility study, calculated, quoted and
negotiated its fixed price and managed the
implementation and system testing, at 63% DCM as
part of his daily responsibilities.
None
SPRING 2001
PART IV. GROWTH POTENTIAL

Describe how you expect the nominee to contribute most to AMS's success over the next two
years. Also assess the nominee's long-term potential at AMS; (i.e., Will the nominee be
promotable to Senior Principal in the next 3-5 years?) What evidence supports your
assessment?

Vitor left a position of department head for information systems at Lisgráfica, with six years of
professional experience, and joined AMS accepting a significantly lower salary level. He did this
as an investment in himself and in his career, and based on a belief that AMS could provide him
with the opportunities, challenges and rewards he craved.

AMS has been able to challenge Vitor and provide him the desired opportunities for growth. He
has seized each one of them with uncommon levels of motivation and, in a short time,
established a reputation for mastery of the Arbor/BP functionality. Beyond Arbor, his
demonstrated intelligence, maturity and strong independence are a solid indication of a
prosperous future career at AMS. I believe that Vitor strongly embodies AMS’ values and is a
most dignified representative of AMS in complex project implementations and complex client
interactions.

The ease with which Vitor assimilates new concepts makes me believe that he would have been
equally successful had his assignment been in any other area or required a different set of skills.
It would be difficult to single out one area in which Vitor is certain to contribute the most to AMS.
I believe that he has demonstrated the capabilities to make a strong case for any position he
aims. He is an good team leader and can become an exceptional one. He is an exceptional
communicator and can become an outstanding one. He is an outstanding technical resource
already. I can safely say that Vitor would make an equally good case for any technical or
management positions and believe that he will be equally successful at either. Over the next
year Vitor will continue the leadership of all new developments at Oni, and is a prime candidate
to take over the responsibility of project management.

Some of Vitor’s responsibilities are already at a level that exceeds those of most principals at
AMS. As his knowledge of AMS and his responsibilities increase Vitor will certainly be a prime
candidate for a promotion to Senior Principal within five years and probably before.

In essence, AMS will greatly benefit from his diversified set of skills and his uncommon levels of
motivation, commitment and maturity, irrespective of the role that he plays in future.

This nomination is undoubtedly the strongest and most deserved that I have sponsored.

PRINCIPAL NOMINATION FORM SPRING 2001