2009Executive Annual Bonus Plan

Total executive bonus opportunities will be based on 2009 base salaries as follows:

		Percentage of
		2009 Base Salary
		Opportunity
H. Eric Bolton, Jr.		200%
Simon R.C. Wadsworth		200%
Thomas L. Grimes, Jr.		100%
James Andrew Taylor		100%
Albert M. Campbell, III		100%

The bonus opportunity will be earned by performance in three areas: year-over-year funds from operations, or FFO, per diluted share/unit growth, same store gross operating income, or GOI, growth and the achievement of individual goals as approved by the Compensation Committee. The weight of these performance factors for each executive officer will be as follows:

		FFO per Share		Same Store		Individual
		Growth		GOI Growth		Goals
H. Eric Bolton, Jr.		80%		0%		20%
Simon R.C. Wadsworth		80%		0%		20%
Thomas L. Grimes, Jr.		25%		50%		25%
James Andrew Taylor		25%		50%		25%
Albert M. Campbell, III		75%		0%		25%

The percentage of bonus opportunity earned from performance growth targets will be based on a sliding scale as follows:

		Percentage of
Performance		Bonus Opportunity
Level		Earned
Minimum Threshold		0.0%
Threshold I		12.5%
Threshold II		25.0%
Threshold III		37.5%
Target		50.0%
Target I		62.5%
Target II		75.0%
Target III		87.5%
High		100.0%

In determining FFO per diluted share/unit growth, the Compensation Committee has the ability to factor in any material and non-recurring events that may or may not occur that impact the registrant’s FFO performance, but may or may not subsequently impact the registrant’s share price, to help ensure that the potential bonus is in line with actual shareholder performance realized for the year.

After the total bonus opportunity is calculated, the Compensation Committee, at its discretion, may apply a discretionary modifier allowing the bonus opportunity calculated to be lowered or raised by up to 25% to determine the final bonus award amount.