Reinsurance Group of America, Incorporated Management Incentive Plan for Executive Officers (2005)

Contract Categories: Human Resources › Bonus & Incentive Agreements
Summary

This agreement outlines the incentive compensation plan for named executive officers of Reinsurance Group of America, Incorporated. Under the plan, executives are eligible to receive annual incentive awards based on a percentage of their base salary, ranging from 0% up to 140% depending on their position. Awards are primarily determined by the company's annual operating earnings per share and, to a lesser extent, by annual consolidated revenues. For some executives, divisional performance may also be considered. The plan is effective as of January 1, 2005.

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EX-10.2 3 c92922exv10w2.txt MANAGEMENT INCENTIVE PLAN FOR EXECUTIVE OFFICERS EXHIBIT 10.2 SUMMARY OF THE AWARD LEVELS AND PERFORMANCE GOALS UNDER THE MANAGEMENT INCENTIVE PLAN FOR THE NAMED EXECUTIVE OFFICERS OF REINSURANCE GROUP OF AMERICA, INCORPORATED
INCENTIVE AWARD AS A NAME AND TITLE OF EXECUTIVE OFFICER PERCENTAGE OF BASE SALARY(1) - --------------------------------------------------------- -------------------------------- A. Greig Woodring 0 - 140% President and Chief Executive Officer David B. Atkinson 0 - 120% Executive Vice President and Chief Operating Officer Jack B. Lay 0 - 120% Executive Vice President and Chief Financial Officer Paul A. Shuster 0 - 120% Executive Vice President, U.S. Operations Graham Watson 0 - 130% Executive Vice President, International
- ------------------------------- (1) Effective as of January 1, 2005, results for Reinsurance Group of America, Incorporated (the "Company") under the RGA Reinsurance Management Incentive Plan, as amended and restated effective January 1, 2003 (the "MIP"), will be measured primarily on annual operating earnings (net income from continuing operations less realized capital gains and losses and certain other non-operating items) per share and, secondarily, on annual consolidated revenues. The MIP award for certain participants may be measured in part or in whole on divisional results, which will be based on the division's revenues and operating earnings.