Base Salary/ Wage as of Last Day of Quarter

Exhibit 10.100

CONSOL ENERGY.

fuel your future™

Short Term incentive Compensation

This booklet describes CONSOL Energy’s Short-Term Incentive Compensation Plan, effective January 1, 2006. Eligibility for this Plan varies; please see the individual sections of this booklet for details. The Plan may be changed or terminated at any time as provided herein.

Contents

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Introduction

As a world-class energy company, CONSOL Energy Inc. and its subsidiaries (collectively, “CONSOL Energy”), set high goals. You play an important role in helping your location and CONSOL Energy realize these goals.

The Short-Term Incentive Compensation Plan (the “Plan”) provides outstanding rewards when you achieve key individual performance targets and CONSOL Energy reaches performance targets. By aligning your individual business goals and overall CONSOL Energy goals, the Plan offers you the opportunity to receive awards that can be a significant part of your cash compensation.

Awards from the Plan are based on individual and business performance relative to target objectives that are set each year. You share in the success when measurable improvement in key performance areas is achieved.

Overview

The Plan is a key element of total compensation for employees who can have a direct impact on CONSOL Energy as a whole. It supports CONSOL Energy’s pay-for-performance philosophy by linking part of your compensation opportunity to the achievement of specific CONSOL Energy, individual and business targets.

The Plan also helps CONSOL Energy to manage costs and improve results because awards are variable—sensitive to the performance of CONSOL Energy. The Plan delivers greater cash awards when business is successful and pays less when business results fall short.

The Plan promotes teamwork and employee involvement to achieve financial targets. And because individual performance is also a factor, the Plan encourages individual accountability for results.

The Plan is designed to be self-funding. This means that awards under the Plan are primarily based on performance measures that align directly with value creation, for example: by increasing profits, reducing accidents, or reducing costs. Each year, the Compensation Committee of the Board of Directors of CONSOL Energy (the “Compensation Committee”) sets a minimum net income threshold for CONSOL Energy. In years when CONSOL Energy’s minimum net income threshold is not achieved, the Plan does not pay an annual award (though quarterly awards throughout the year may be paid).

Certain groups of employees receive quarterly awards under the Plan, while other employees are eligible for an annual award.

How the Plan Works

Who is Eligible¹

Quarterly Awards—To be eligible for a quarterly award, you must be on the payroll of a participating employer as an active, full-time, non-represented employee on the last day of a Plan quarter, have worked for at least one month of that same quarter and belong to one of the following employee groups (subject to certain exceptions):

Annual Award—To be eligible for an annual award, you must be on the payroll of a participating employer as an active, full-time, non-represented employee on December 31 of a Plan year, have worked for at least three months of that same year and belong to one of the following employee groups (subject to certain exceptions):

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Award Determination Process

The amount of your award from the Plan depends on your base salary, your incentive compensation opportunity, and the extent to which you, your location (if applicable) and CONSOL Energy achieve established objectives for a Plan quarter or year.

Establishing Your Incentive Compensation Opportunity Percentage—This is an important factor in determining the amount of an award. It is job-grade specific and expressed as a percentage of base salary. The Incentive Compensation Opportunity Percentages (“Opportunity Percentages”) are established by examining job responsibilities for each grade level and benchmarking the opportunity to market-competitive data at other high-performing energy organizations like CONSOL Energy. Current Opportunity Percentages are set forth on CONSOL Energy’s intranet.

Determining an Award—At the end of each Plan quarter and year, performance in relation to each objective is evaluated. These ratings and your Opportunity Percentage are then used in specific Plan formulas to determine the amount of a quarterly or annual award from the Plan.

Type of Award

Incentive compensation awards from the Plan are paid in the form of cash.

Payment Schedule

Once a Plan quarter or year ends and the Compensation Committee has approved an award from the Plan, it will be paid as soon as administratively feasible. If an award is to be paid, your local Human Resources representative will deliver a letter and a check.²

Minimum Net Income Threshold Is Critical

The Compensation Committee sets CONSOL Energy’s minimum net income threshold for each Plan year. For an annual award to be paid, CONSOL Energy’s minimum net income threshold must be achieved. If not, an annual incentive compensation award will not be paid for that Plan year (though quarterly awards throughout the year may be paid).

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Quarterly Award Formula and Example

The Master Quarterly Formula used to calculate a quarterly award is as follows:

Here is a description of each factor in the Master Quarterly Formula:

The above calculation is additive, and each target is weighted equally and measured independently. This means that if one target is not reached, an opportunity exists for the other two targets to result in a quarterly award payment. Scores can range from 90 – 130% for each target, excluding safety which retains a range of 100-130%. A 100% score indicates your location achieved the target, and a higher score (up to 130%) means the target was exceeded.

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Example Calculation of Quarterly Award

Assume your annual base salary at the end of a Plan quarter is $50,400, and the Opportunity Percentage for your job grade level is set at 5.0%. To calculate the Quarterly Incentive Compensation Award Factor, assume all targets were met or exceeded as follows: actual production at 130%, operating cost at 100% and safety at 120%.

We already know three components of the Master Quarterly Formula (that is, your base salary, your Opportunity Percentage and an assumed CONSOL Energy Factor for the Plan quarter at 100%). So the next step is to calculate the Quarterly Incentive Compensation Award Factor.

By inserting all components into the Master Quarterly Formula, the amount of the quarterly award in this example would be calculated as follows:

Annual Award Formula and Example

The Master Annual Formula used to calculate an annual award is as follows:

Here is a description of each factor in the formula:

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The calculation is additive, and each target is weighed equally and measured independently. This means that if one target is not reached, an opportunity exists for the other target to result in an annual award payment. Scores can range from 70 – 200% for each target. A 100% score indicates achievement of target, and a higher score (up to 200%) means the target was exceeded. If the minimum target of 70% is not reached, a score of zero will be recorded.

Example Calculation of Annual Award

Assume your annual base salary at the end of a Plan year is $50,400, and the Opportunity Percentage for your salary grade level is set at 5%. Let’s also assume CONSOL Energy meets its minimum net income threshold for the year. To calculate the Annual Incentive Compensation Award Factor, assume all targets were met or exceeded as follows: CONSOL Energy Performance Factor at 130%, and your Individual Factor at 105%.

We already know two components of the Master Annual Formula (that is, your base salary and your Opportunity Percentage). So the next step is to calculate the Annual Incentive Compensation Award Factor:

By inserting all components into the Master Annual Formula, the amount of the annual award in this example would be calculated as follows:

Taxation of Award

Any award from the Plan will be treated as ordinary income in the year it is paid. The amount needed to satisfy federal, state and/or local withholding tax requirements (including FICA) will be withheld from your award before making payment to you.

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General Information

Plan Administration

The Plan is administered by the Compensation Committee. The powers of the Compensation Committee include the authority to set the minimum net income threshold for each Plan year, the maximum payout for the Corporation for each Plan year and to amend or terminate the Plan; provided, however, that any adjustments or changes to the performance rating ranges relating to the Quarterly or Annual Incentive Compensation Award Factors shall not be considered to be amendments to the Plan. The Compensation Committee shall also have authority and discretion to determine the Annual Award Formula applicable to awards to be made to the Corporation’s executive officers and shall approve the payment of such awards.

The Compensation Committee has delegated all other powers and duties under the Plan—including the authority to interpret the Plan and determine (i) eligible non-executive participants, (ii) Opportunity Percentages for such non-executive participants, and (iii) the Quarterly and Annual Incentive Compensation Award Factors for non-executive participants, to the President and Chief Executive Officer and the Vice President of Human Resources; provided that such delegation of power shall be subject to applicable law and decisions made by the Board of Directors and/or the Compensation Committee with respect to this Plan.³

Participating Employers

CONSOL Energy Inc. is one of the employers with employees eligible to participate in the Plan. A complete list of the employers with employees eligible to participate in the Plan may be obtained upon written request addressed to the CONSOL Energy Corporate Human Resources Department at 1800 Washington Road, Pittsburgh, PA 15241. Your employer may be CONSOL Energy Inc. itself or a company related to CONSOL Energy Inc.

Amendment or Termination

The Plan may be amended or terminated at any time by the Compensation Committee, provided that no amendment or termination affects the rights of eligible participants to receive awards earned but unpaid as of the date of an amendment or termination. Awards earned under the terms of this Plan are binding on any participating employer and its successor corporation.⁴

No Assignments

Prior to receipt by an eligible Plan participant, no award under this Plan is assignable in whole or in part, either by voluntary or involuntary act or operation of law.

Reserves

Any account or reserves that CONSOL Energy established to record amounts credited for the Plan are solely for accounting purposes; Plan participants or beneficiaries have no interest.

Plan Communication

To support the ongoing administration of the Plan, the Compensation Department of CONSOL Energy Corporate Human Resources is responsible for developing and distributing communications materials, general Plan guidelines and award notifications to eligible employees.

No Rights to Awards or Continued Employment

No person has a right or claim to be granted an award from the Plan. When an employee becomes an eligible Plan participant, this should not be construed as giving him/her the right to continued employment with CONSOL Energy for any period of time.

Plan Quarter

Four periods during a calendar year as follows: January 1 – March 31, April 1 – June 30, July 1 – September 30 and October 1 – December 31.

Plan Year

The calendar year (January 1 – December 31).

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What Happens When: A Reference Guide