Cascade Corporation Executive Incentive Plan for Fiscal Year 2008
Cascade Corporation has established an Executive Incentive Plan for fiscal year 2008 to reward top executives based on the company's adjusted income before taxes (IBT) and individual performance. Executives are eligible for cash awards if the company exceeds a minimum IBT threshold of $50 million, with higher awards for greater performance. The plan includes adjustments for individual contributions and allows the Board to modify awards in response to business conditions. Maximum award amounts are set for each executive position, and extraordinary performance can result in higher payouts.
Exhibit 10.1
Cascade Corporation
Executive Incentive Plan
FY 2008
Overview
Key plan objectives include maximizing adjusted IBT (adjusted for executive incentive and environmental expense) and building shareholder value. We believe that the measure that has the greatest impact on shareholder value is fundamentally income. As a result, this plan focuses on this measure with a modifier for individual contribution.
Key Plan Features
· Awards based on actual performance, not budget
· Threshold or minimum performance at 75% level required before Plan pays any award
· Individual performance (or “how” results are achieved) will modify the final award
· Upside opportunity for extraordinary performance
· Board discretion to adjust if economic/business conditions warrant (up to 30% of base salary maximum)
· Acquisitions or divestitures having a material impact on plan metrics will be incorporated using pro-forma business plan data.
Award Opportunity
Each position is eligible to receive a percentage of Adjusted Income Before Taxes (IBT) above $50 million to a maximum dollar award amount as indicated. The Board may adjust the minimum level to reflect Board and management-determined business goals and strategies. In addition, the Board would have the discretion to allocate additional award dollars in the event of exceptional circumstances.
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| Target |
| Maximum |
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| Position |
| $50M - <$60M |
| $60M - <$80M |
| $80M + > |
| ($70M) |
| ($88M) |
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| CEO |
| .340 | % | .535 | % | .852 | % | $ | 375,000 |
| $ | 750,000 |
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| COO |
| .171 | % | .269 | % | .428 | % | $ | 188,500 |
| $ | 377,000 |
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| CFO |
| .171 | % | .269 | % | .428 | % | $ | 188,500 |
| $ | 377,000 |
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| SVP-HR |
| .100 | % | .157 | % | .250 | % | $ | 110,000 |
| $ | 220,000 |
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| VP-Fin. |
| .100 | % | .157 | % | .250 | % | $ | 110,000 |
| $ | 220,000 |
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Individual Modifier:
| Outstanding achievement: |
| 1.2 times |
| Target achievement: |
| 1.0 times |
| Below target achievement: |
| 0.8 times |
Example:
| Position: |
| CFO |
| Adjusted IBT: |
| $70.0 million |
| Incentive % |
| .269% |
| Individual Performance: |
| Target |
| Award calculation: |
| $70.0 million x .269% x 1.0 = $188.300 |
