Amendment to the Farmington Bank Annual Incentive Compensation Plan
Farmington Bank has amended its Annual Incentive Compensation Plan, which provides cash incentives to employees based on performance goals. Effective January 28, 2014, the amendment updates the plan's design by introducing new tiers and corresponding award opportunities, specifying the percentage of incentive payouts employees can earn at different performance levels. The amendment aims to align the plan with common industry practices and maintain competitiveness. The amendment was authorized and signed by senior bank officials.
AMENDMENT
TO
THE FARMINGTON BANK
ANNUAL INCENTIVE COMPENSATION PLAN
WHEREAS, Farmington Bank established a performance based annual incentive plan to provide a cash incentive for all employees based on the attainment of specified goals and objectives known as The Farmington Bank Annual Incentive Compensation Plan; and
WHEREAS, under the terms of the Plan, the Employer has the authority to amend the Plan; and
WHEREAS, the Employer wishes to amend the Plan and the plan design to better match generally accepted practices and remain market competitive; and
NOW, THEREFORE, effective January 28, 2014, section IV of the Plan entitled Plan Design shall be amended to the following tier and award opportunities:
| Tier | Threshold | Target | Max |
| I | 25% | 50% | 75% |
| II | 15% | 30% | 45% |
| IIIA | 10% | 20% | 40% |
| III | 10% | 20% | 30% |
| IV | 7.5% | 15% | 22.5% |
| V | 6.25% | 12.5% | 18.75% |
| VI | 5% | 10% | 15% |
| VII | 3.75% | 7.5% | 11.25% |
| VIII | 2.5% | 5% | 7.5% |
| WITNESS | FARMINGTON BANK | ||
| By: /s/ Lee D. Nordstrom | |||
| /s/ Lisa Mueller | Title SVP Human Resources |
