Delta Airlines 2008 Annual Report Download - page 170

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Performance Measures and Weighting
Employment
Level
(A)
% of Target
MIP Award
allocated to
Financial
Performance
(B)
% of Target
MIP Award
allocated to
Operational
Performance
(C)
% of Target
MIP Award
Allocated to
Merger
Integration
Performance
(D)
% of Target
MIP Award
allocated to
Leadership
Effectiveness
Performance
(E)
% of Target
MIP Award
allocated to
Individual
Performance
(F)
CEO 33% 33% 34% 0% 0%
President 33% 33% 34% 0% 0%
EVP 33% 33% 34% 0% 0%
SVP 30% 30% 30% 10% 0%
VP 30% 30% 30% 10% 0%
Managing Director 30% 30% 0% 0% 40%
Director 30% 30% 0% 0% 40%
Grade 11 25% 25% 0% 0% 50%
Grade 10 0% 0% 0% 0% 100%
Grade 8 0% 0% 0% 0% 100%
6. The Performance Measures—Threshold, Target and Maximum Payout Levels. The Target MIP Award, and the amounts paid in connection with
target levels of Financial, Operational, Merger Integration, Leadership Effectiveness, and Individual Performance, are based on the achievement of the target
performance level with respect to each applicable performance measure (except that Financial Performance also requires a payout under the Profit Sharing
Program for 2009). A Participant's actual MIP Award may be greater or less than the target amount based on whether performance under one or more of the
performance measures applicable to the Participant exceeds or is below target performance. This is explained in more detail below.
(a) Financial Performance Measures. The Financial Performance measures for 2009 are based on Delta's Pre-Tax Income, as defined below. The
following table describes the performance ranges and award payout levels for 2009 Financial Performance, subject to Section 4(c) above:
Threshold Target Maximum
% of Target Financial Performance Measure Paid 50% 100% 200%
Required 2009 Pre-Tax Income $ 856 million $ 1.278 billion $ 1.700 billion
Payouts will be straight-line interpolated when Pre-Tax Income results fall above Threshold and below Target or above Target and below Maximum.
3