Delta Airlines 2011 Annual Report Download - page 118

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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 and Individual Performance Measure. If there is no payout under
the Profit Sharing Program for 2012, (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) for general manager (grade 11)
Participants and above, the actual MIP Award, if any, will not exceed such Participant's Target MIP Award (as defined
below). In addition, if a Participant's performance under the Individual Performance Measure (applicable to Participants
who are not officers) falls below the “meets expectations” performance rating, no amount will be paid with respect to
Financial Performance, Operational Performance and/or Revenue Performance to such Participant regardless of whether
Delta meets or exceeds those performance measures.
(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 2012 annual base salary as in effect on December 31, 2012.
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, Revenue Performance, Leadership
Effectiveness Performance and/or Individual Performance based on the Participant's employment level, as follows:
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
Revenue
Performance
(D)
% of Target MIP
Award allocated to
Leadership
Effectiveness
Performance
(E)
% of Target MIP
Award allocated to
Individual
Performance
(F)
CEO 50% 25% 25% 0% 0%
President 50% 25% 25% 0% 0%
COO 50% 25% 25% 0% 0%
EVP 50% 25% 25% 0% 0%
CFO and General
Counsel
50% 25% 25% 0% 0%
CIO 50% 25% 25% 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%
2