Hubbell Incorporated Incentive Compensation Plan 2005 Annual Incentive Guidelines

Exhibit 10.1

Hubbell Incorporated Incentive Compensation Plan

2005 Annual Incentive Guidelines

Program Objectives

Eligibility for Participation

Participation in the Hubbell Incorporated Incentive Compensation Plan is limited to Key Corporate Group (KCG) Managers. This group numbers approximately 47 managers.

Target Incentive Levels

The size of the potential cash award varies by employee group or position. Each group’s, or individual’s target incentive level, established by competitive analysis, is a percentage of base salary. When financial and certain individual goals are met, this target incentive level is paid at 100%. For example; Base Salary $100,000:

If all financial and individual goals are met, the bonus payout is $30,000. Should financial and individual goals be exceeded, the bonus payout can be greater than 100% of target dollars, up to a maximum of 150% of target dollars. In this example the maximum payout is $45,000.

Should financial and/or individual goals not be met, bonus payouts will be less than the target dollar amount. The minimum payout is 50% of target dollars, or in this example $15,000.

Should financial results fall short of a predetermined threshold performance level, no bonuses will be paid.

Representative target incentive levels are shown in the table below, expressed as a percent of base salary:

1

Performance Measures

The guidelines consist of primarily financial measures. Executives, however, may be measured on the attainment of certain non-financial performance objectives when appropriate.