Delta Airlines 2012 Annual Report Download - page 394

president or more senior officer or holds the position of general counsel and 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 ”), revenue (“ Revenue 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 and Individual Performance Measure.
If there is no payout under the
Profit Sharing Program for 2013, (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 2013 annual base salary as in effect on December 31, 2013.
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:
2