Delta Airlines 2014 Annual Report Download - page 438

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 2015, (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 2015 annual base salary
as in effect on December 31, 2015.
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