Delta Airlines 2010 Annual Report Download - page 434

Below Threshold Threshold Target Maximum
Net Promoter Score Improvement—Domestic
% of Target Payout for this Performance Measure (60% Weighting) 0% 30% 60% 120%
Percentage point increase of 2011 NPS over 2010 NPS +0 or less +1 +3 +5 or more
Net Promoter Score Improvement—International
% of Target Payout for this Performance Measure (40% Weighting) 0% 20% 40% 80%
Percentage point increase of 2011 NPS over 2010 NPS +0 or less +1 +3 +5 or more
Payouts based on Customer Service Performance will be straight-line interpolated when actual performance results fall above Threshold and below Target or
above Target and below Maximum.
(d) Leadership Effectiveness Performance Measure. The Leadership Effectiveness Performance measure (applicable to Participants who are Vice
Presidents or Senior Vice Presidents (other than any Executive Officer Participants) for 2011 will be based on an evaluation of whether a Participant has
demonstrated leadership attributes and results during 2011 including, among other things, supporting diversity, providing talent management, meeting
financial budget, and being a role model for the Rules of the Road. The performance ranges and award payout levels will be determined by the Committee,
subject to Section 4(c) above.
(e) Individual Performance Measure. The Individual Performance measure (applicable to Participants who are not officers) is generally determined by
each Participant's Leader Performance Management evaluation ("LPM") at the end of 2011. The performance ranges and award payout levels will be
determined by the Committee, subject to Section 4(c) above.
7. Timing of Award Payments.
(a) In General. Subject to Sections 7(b) and 8(a) below, any payouts to a Participant under the MIP for 2011 will be made in cash, as soon as practicable
after (i) the Committee certifies the achievement of the required Financial Performance, Operational Performance and Customer Service Performance results
and (ii) where applicable, Leadership Effectiveness Performance results have been determined and an LPM evaluation has been completed, but in no event
later than March 15, 2012, unless it is administratively impracticable to do so, and such impracticability was unforeseeable at the end of 2011, in which case
such payment shall be made as soon as administratively practicable after March 15, 2012. Further, unless a payout for 2011 under the Profit Sharing Program
occurs after
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