2013 Annual Incentive Plan (AIP) April 1, 2013

Atkore International (the “Company”) is providing an annual incentive plan, named the 2013 Annual Incentive Plan (the “Plan”), that provides an opportunity to reinforce a performance culture by sharing the Company’s success and rewarding eligible employees based on individual contributions and overall company success. Awards are made in cash, according to eligibility. This document is intended to provide you with a summary of certain terms and conditions of the Plan.

The 2013 Annual Incentive Plan covers the performance period from September 29, 2012 through September 27, 2013. Payout is made after the determination of the extent to which the Company achieved its key performance measures and the participant’s individual performance has been evaluated.

Eligibility varies and, is in the sole discretion of the Company. In order to be eligible for a payment, a participant: (a) must not have been a participant, during the entire 2013 year, of another short term variable pay plan (e.g. Sales Incentive Plan); (b) must be an active full/part-time employee, not hired with a temporary contract, on the last day of active work (as defined by Company policies and practices) of the Plan year (not on notice); and must have worked at Atkore International, or any Atkore entity, for at least two (2) continuous months during the Plan year (hence, hired prior to August 1, 2013).

Eligible employees are assigned to award groups based on the organization they directly belong to or directly support. Employees that spend 80% or more of their time working on behalf of a specific Business Unit will be measured on the Business Unit plan.

Corporate & ELT: Those operating in global staff or Executive Leadership Team roles.

Business Unit: Those in a specific Business Unit and related staff are in their own Business Unit Award Group, such as:

Award Group Changes: For participants who change Award Group during the course of the 2013 Plan year, the Award Group that they are assigned to, for purposes of determining their 2013 Plan bonus opportunity, is as follows:

Target incentive varies by employee. The target incentive percentage is multiplied by the employee’s eligible compensation to compute the monetary target amount. If the incentive target changes during Q1, the participant’s bonus will be 100% based on the new target. If the incentive target changes during the 2nd or 3^rd fiscal quarter, the participant’s bonus will be calculated based upon a combination of prior & new targets. If the incentive target changes during the last fiscal quarter, the bonus will be based upon the prior incentive target.

Eligible compensation is the employee’s annual base salary as of August 1, 2013, prorated for the number of days eligible during the plan year.

Company performance factor is the percentage of target incentive earned for Company performance and is based on predefined performance criteria and the payout matrix for achieving various levels of performance versus the objectives set.

Performance criteria are the financial or other objectives established by the Compensation Committee of the Board of Directors as the applicable Key Performance Measures at the Atkore International level and, if applicable, the Business Unit (Award Group) level. The key performance measures are EBITDA, Working Capital Days & Individual Performance objectives. The key performance measures each have independent thresholds for payout.

The EBITDA (65%) portion of the company performance factor is weighted as follows:

In prior years, the Company measured number of days Improvement. In FY 2013, The Company will shift to measuring total working capital days. This shift allows the Company to measure its working capital performance more consistently throughout the year.

The Working Capital Days (25%) portion of the company performance factor is determined as follows:

All benefits granted under this 2013 Plan are subject to the final approval of the compensation committee of the Atkore Board of Directors. The compensation committee reserves the right to amend, suspend or terminate any or all provisions of the Plan within its sole discretion. The compensation committee has the authority to deny any or all payments, even if targets are met. Similarly, the Company or the compensation committee retains the sole and absolute discretionary authority to resolve all questions arising in the administration, interpretation and application of the Plan. This authority includes construing the terms of the Plan for the current and future performance years, including any disputed and doubtful terms on any of its elements, and determining the eligibility of an individual to participate in the Plan or to receive any benefit from it. The Company's determination will be conclusive and binding on all persons. Participation in the 2013 Plan does not guarantee the continued employment with the Company or the continued participation in bonus compensation plans in future years. This document is not a contract of employment and is made for informative purposes only.