Delta Airlines 2009 Annual Report Download - page 162
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(a) General. The MIP award (the "MIP Award") each Participant receives, if any, will be based on: (i) the Participant's Target MIP Award, as defined
below; (ii) the level of achievement within each applicable performance measure; and (iii) the occurrence of a payout for 2010 under the Company's broad-
based employee profit sharing program (the "Profit Sharing Program"), as described below. Certain additional requirements will apply to any Participant
who is employed by the Company as an executive vice president or more senior officer or holds the position of general counsel or chief financial officer of the
Company ("Executive Officer Participant"), as discussed in Section 7(b) below.
(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, subject to Section 4(c) below.
(c) Interaction with Profit Sharing Program. If there is no payout under the Profit Sharing Program for 2010, (i) no amount will be paid with respect to
Financial Performance to any Participant regardless of whether Delta meets or exceeds that performance measure and (ii) the actual MIP Award, if any, will
not exceed the Participant's Target MIP Award (as defined below).
(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 2010 annual base salary as in effect on December 31, 2010.
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