2007 Brunswick Performance Plan (BPP) Summary Terms and Conditions

Summary

This document outlines the 2007 Brunswick Performance Plan, which rewards key managers and above for achieving annual business goals. Awards are based on division or company-wide financial performance, with eligibility determined individually. The plan specifies how performance is measured, how funding and awards are reviewed and approved, and that participants must be employed at year-end to receive awards, except in cases of death or disability. The company may require repayment of bonuses if financial results are restated due to misconduct. Participation does not guarantee continued employment or an award.

EX-10.8 4 exhibit10_8.htm 2007 BPP SUMMARY TABLE OF CONTENTS 2007 BPP Summary Table of Contents

Exhibit 10.8

2007 BRUNSWICK PERFORMANCE PLAN (BPP)

SUMMARY TERMS AND CONDITIONS

Purpose	Reward achievement of annual goals
Eligibility	Key managers and above identified on an individual basis.
Performance Period	Fiscal year.
Performance Measures	Division funding based 100% on division Brunswick Value Added (BVA). BVA defined as profits after-tax; reduced for cost of total capital. Funding for participants at headquarters is based 40% on Earnings Per Share, 60% on overall BVA.
Funding Review and Approval	The following steps will be taken to review and approve funding: § CFO will review actual results quarterly to evaluate established accruals. § CEO will review performance at end of performance period and recommend funding to Human Resource and Compensation Committee as appropriate. § Committee will review and approve funding as deemed appropriate.
Individual Awards	Individual awards will be determined on a discretionary basis using overall approved funding, evaluation of individual performance for the performance period, target incentives as a percent of salary and covered salary (actual paid for year). Individuals must be employed at end of performance period to receive an award, except those terminating due to death or permanent and total disability will be eligible to receive individual awards.
Timing of Award Payments	As soon as practical after financial results are confirmed and appropriate approvals are obtained.
Claw Back	The Human Resources and Compensation Committee will evaluate the facts and circumstances of any restatement of earnings due to fraud or intentional misconduct that results in material noncompliance with any financial reporting requirement and, in its sole discretion, may require the repayment of all or a portion of bonus awards from individual(s) responsible for the restatement and others assigned to salary grade 21 and above, including senior executives, as deemed appropriate by the Committee.

Nothing contained in these materials constitutes or is intended to create a promise of an individual incentive award or a contract of continued employment. Employment is at-will and may be terminated by either the employee or Corporation for any reason at any time.