Delta Airlines 2008 Annual Report Download - page 169
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(b) Performance Measures. The performance measures used will be one or more of financial ("Financial Performance"), operational ("Operational
Performance"), merger integration ("Merger Integration Performance"), leadership effectiveness ("Leadership Effectiveness Performance") and
individual performance ("Individual Performance"). Achievement under each performance measure may range from below threshold, at which there is no
payout, to the maximum performance level, at which the payout will be greater than the target level. See Section 6 below.
(c) Condition to Financial Performance Payout. Any payout for Financial Performance is contingent upon a payout under the Profit Sharing Program
for 2009. If there is no payout under the Profit Sharing Program for 2009, no amount will be paid with respect to Financial Performance regardless of whether
Delta meets or exceeds that performance measure.
(d) Target MIP Awards. The Target MIP Award for each Participant will be expressed as a percentage of the Participant's Annual Base Salary (the
"Target MIP Award") as determined by the Committee and will be communicated to Participants in such manner as the Committee deems appropriate.
Subject to Section 8 below, "Annual Base Salary" means the Participant's 2009 annual base salary as in effect on December 31, 2009.
5. Weighting of Performance Measures. Subject to Section 8 below, a percentage of each Participant's Target MIP Award is allocated to one or more of
Financial Performance, Operational Performance, Merger Integration Performance, Leadership Effectiveness Performance and/or Individual Performance
based on the Participant's employment level, as follows:
2