Item 5.02 Departure of Directors or Certain Officers; Election of Directors;
Appointment of Certain Officers; Compensatory Arrangements of Certain Officers.

(e) On March 25, 2009, the board of directors (the "Board") of Radiant Systems, Inc. (the "Company") approved the short-term incentive plans ("STIPs") between each of the named executive officers and the Company for the 2009 fiscal year. The STIPs are designed with two performance levels: the expected performance level, which the Company refers to as "Budget," and the aspirational performance level, which the Company refers to as "Target." Budget represents the expected level of achievement and Target represents a higher, more challenging level of achievement. In order for the full potential bonus to be earned, Target must be achieved. For some officers, certain portions of the full potential bonus are paid in a proportionate fashion between Budget and Target. The terms of each of the 2009 STIPs between the Company and John H. Heyman, Andrew S. Heyman and Mark E. Haidet, respectively, are the same as the terms of each of the 2008 STIPs between the Company and each such named executive officer. Below are the terms of the STIPs for the Company's named executive officers for the 2009 fiscal year:

John H. Heyman - Chief Executive Officer

• Potential bonus = 100% of base salary

• Performance measure = operating income

• Payout calculation

• 67% paid on Budget

• 33% paid proportionately between Budget and Target

• Payout timing

• 100% paid out annually

Alon Goren - Chief Technology Officer

• Potential bonus = 70% of base salary

• Performance measure = operating income and other objectives as defined by the Chief Executive Officer of the Company

• Payout calculation

• 67% paid on Operating Income Budget

• 33% paid on the achievement of other objectives as defined by the Chief Executive Officer of the Company, if Operating Income Budget is achieved

• Payout timing

• 100% paid out annually

Andrew S. Heyman - Chief Operating Officer

• Potential bonus = 100% of base salary

• Performance measure = operating income

• Payout calculation

• 67% paid on Budget

• 33% paid proportionately between Budget and Target

• Payout timing

• 100% paid out annually

Mark E. Haidet - Chief Financial Officer

• Potential bonus = 70% of base salary

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• Performance measure = operating income, specified costs as a percent of revenues, and other objectives as defined by the Chief Executive Officer of the Company

• Payout calculation

• 67% paid on Operating Income Budget

• 33% paid on specified costs as a percent of revenues budget (paid proportionately between Budget and Target) and the achievement of other objectives as defined by the Chief Executive Officer of the Company, if Operating Income Budget is achieved

• Payout timing

• 100% paid out annually

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