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Performance Measures and Weighting

% of Target

% of Target % of Target MIP Award % of Target

MIP Award MIP Award % of Target MIP allocated to MIP Award

allocated to allocated to Award Allocated to Leadership allocated to

Employment Financial Operational Customer Service Effectiveness Individual

Level Performance Performance Performance Performance Performance

(A) (B) (C) (D) (E) (F)

CEO 50% 30% 20% 0% 0%

President 50% 30% 20% 0% 0%

COO 50% 30% 20% 0% 0%

EVP 50% 30% 20% 0% 0%

CFO and General Counsel 50% 30% 20% 0% 0%

CIO 50% 30% 20% 0% 0%

SVP* 50% 25% 15% 10% 0%

VP* 50% 25% 15% 10% 0%

Managing Director (Grade 13)* 35% 15% 10% 0% 40%

Director (Grade 12)* 35% 15% 10% 0% 40%

General Manager (Grade 11) 25% 15% 10% 0% 50%

Grade 10 0% 0% 0% 0% 100%

Grade 8 0% 0% 0% 0% 100%

* Notwithstanding the weightings set forth above, the Committee has delegated to the Chief Executive Officer of the Company, the authority to reallocate

up to an aggregate of (i) twenty percentage points for Senior Vice Presidents and Vice Presidents, and (ii) ten percentage points for Managing Directors

and Directors, of the Target MIP Award allocated to Financial Performance to one or both of the Operational Performance and Customer Service

Performance weightings.

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, Customer Service, 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 2011). 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, subject to Section 4(c) above. This is explained in more detail

below.