Delta Airlines 2013 Annual Report Download - page 134

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to any Participant who is employed by the Company as an executive vice president or more senior 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 2014, (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 2014 annual base salary as in effect on December 31, 2014.
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