Belden CDT Inc. Long-Term Cash Performance Plan Summary

Summary

Belden CDT Inc. has established a Long-Term Cash Performance Plan for its management team as part of their overall compensation. Under this plan, awards are granted annually and measured over a four-year period based on the company's financial performance, specifically EBITDA and ROIC, compared to a benchmark. The Compensation Committee sets the performance goals, and cash payments are made at the end of the cycle depending on how well these goals are met. If the required performance criteria are not achieved, no payment is made.

EX-10.36 3 c93201exv10w36.txt LONG-TERM CASH PERFORMANCE PLAN EXHIBIT 10.36 BELDEN CDT INC. LONG-TERM CASH PERFORMANCE PLAN (SUMMARY) The Belden CDT Inc. Long-Term Cash Performance Plan is part of the long-term component of Belden CDT management's total compensation (the other long-term components being stock options, stock appreciation rights and other awards under the Long-Term Incentive Plan). Awards are given annually and have four- year performance cycles. At the end of the four years, the management participant's cash payment will be determined by the achievement of Company- based financial objectives during the four-year period. Such financial objectives are based on the Company's EBITDA and ROIC during the measurement period relative to a benchmark index. Depending on the Company's attainment of such performance goals, the award will either result in no payment, a minimum payment, a target payment, a maximum payment or a payment in between these amounts. The Compensation Committee establishes the performance goals for each award. Starting in 2007, cash awards could be made under the plan if the ROIC payout threshold and performance criteria are met.