Exhibit 10(n)(ii)


                     IDAHO POWER COMPANY

                2001 EXECUTIVE INCENTIVE PLAN


PURPOSE

The  purpose of the Idaho Power Company Executive  Incentive
Plan  (the "Plan") is to reinforce the goals for Idaho Power
Company   (the   "Company")  for   profitable   growth   and
continuation  of  a  sound overall  financial  condition  by
providing  incentive compensation opportunities to  selected
key employees.  The Plan is intended to:

     Attract, retain, and motivate key employees.

     Relate   Compensation  to  performance  and   financial
     results.

     Shift  a  portion  of  compensation  from  fixed  to  a
     variable form.


ADMINISTRATION

The Chief Executive Officer (CEO) of Idaho Power Company has
authority to:

     Recommend Plan Participants

     Recommend target amounts for Plan Participants

     Recommend the Company and Subsidiary annual goals which
     will be the basis of Plan awards.

The   Board   of   Directors  Compensation  Committee   (the
"Committee")  will review the recommendations  of  the  CEO,
make  any alterations deemed appropriate, and then make  its
recommendations to the full Board.

The  Idaho  Power Company Board of directors  (the  "Board")
will  determine and approve annual awards for  the  CEO  and
Officers,  and will be informed of and approve  targets  and
awards for the other Plan Participants.

All actions, determinations, and decisions made by the Board
will  be  final,  conclusive, and binding upon  all  parties
concerned.   The  Board  has full  authority  to  interpret,
change, amend, or discontinue the Plan in part or as a whole
at  any  time  and without prior notice.  No member  of  the
Board  shall incur any liability by reason of any action  or
determination made with respect to the Plan.

PARTICIPATION

Annually,  and as soon after January 1 of the Plan  year  as
practical, the CEO of the Company, in conjunction  with  the
Office  of  the  CEO will review with the  Committee,  after
which  the  Committee will submit to the Board the  list  of
executives for participation in the Plan for that plan year.
Employees  recommended  should be in  a  position  with  the
Company  or  a subsidiary to directly and materially  affect
revenues,  profits or losses, or operating  efficiencies  of
the   Company.    Employees  will  be  notified   of   their
participation in the Plan and will be provided a copy of the
performance   measures   and  other   criteria   for   award
determination.

Employees may become eligible to participate in the Plan  by
virtue  of  promotion  or  new hire  following  the  initial
eligibility designation, but no later than June  30  of  the
Plan  year.  In such case, award determination will be  made
on  a pro-rata basis as recommended by the CEO and Committee
and approved by the Board.

An  employee who retires, dies, or becomes disabled after he
becomes  a  participant  shall be  eligible  to  receive  an
incentive award.  An employee who terminates employment  for
reasons other than retirement, death, or disability after he
becomes  a  participant shall not be eligible to receive  an
incentive award.

Participants  in  this Plan shall not be  eligible  for  any
payments   made  under  the  Idaho  Power  Company  Employee
Incentive Plan.

The   participants  and  their  respective  incentive  award
potentials for the current plan year are listed in  Appendix
A.


DETERMINATION OF INCENTIVE AWARDS

Incentive  awards  will be based upon corporate  and,  where
appropriate, subsidiary performance measures as described in
Appendix B.

The  amount of incentive to be awarded each participant will
be  calculated by multiplying an incentive percentage by the
salary of each participant.  For participants who are active
employees  on  December  31  of  the  year  for  which   the
incentives are awarded, the salary shall be the annual  rate
of  base  salary  in effect on December 1 exclusive  of  any
amounts earned under any incentive, bonus or benefit  plans.
For  participants who retire, die, become disabled, commence
an approved leave of absence, or receive a base pay increase
during  the year, the salary shall be the total base  salary
paid  during the year exclusive of any amounts earned  under
any incentive, bonus, or benefit plans.

OTHER CONDITIONS

For   purposes  of  the  preceding  section,  the  following
conditions also apply:

1.    The  TARGET amount shall be the approved budget  after
adjustment  for      extraordinary items, if  any,  mutually
agreed  upon by the appropriate     management.  The  TARGET
goals from the current budget are shown in   Appendix B.

2.    The  Plan assumes that a minimum of 90% of the  TARGET
must   be   achieved     before  any  bonus  percentage   is
calculated  or becomes payable for that  particular  TARGET.
This level is the THRESHOLD.

3.   The Plan assumes that performance achievement above the
TARGET will be      rewarded up to a maximum level equal  to
200% times TARGET.

4.    Performance between Threshold and Maximum is  measured
in  steps, or tiers,      and no proration of incentive will
occur between separate tiers.

5.    The  Plan assumes that payout of any award will  occur
only  if  payment  is  made  under the Idaho  Power  Company
Employee  Incentive Plan.  Furthermore,   payout  under  any
goals  other than Corporate will occur only if payout occurs
for   Corporate performance.  On recommendation of  the  CEO
and Committee, the  Board has the discretion to authorize an
Individual       performance  payout   for     extraordinary
results on the part of a participant.


PAYMENT OF AWARD

Incentive awards under the Plan shall be made in cash by the
Company  to  a participant who is an active employee  (other
than  those  who retire, die or become disabled  during  the
plan year) as of December 31 of the year for which the award
relates.

Awards  under  this  Plan  will  be  subject  to  the   same
withholding taxes as regular pay, and will be considered  in
the  calculation of benefits under the Idaho  Power  Company
Retirement  Plan,  and  the  Idaho  Power  Company  Employee
Savings Plan.


PLAN IS NOT A CONTRACT

No  portion of the Plan is to be construed as a contract for
compensation  purposes  nor  for continued  employment  with
Idaho Power Company or any of its subsidiaries.


CHANGE IN CONTROL

In  the event of a change in control, as defined in the plan
document  for  the  Idaho  Power Company  Senior  Management
Security  Plan,  the Committee with approval  of  the  Board
will  have the prerogative to trigger payments at  any  time
during  the  change of control period.  The  value  of  such
awards, if any, shall be determined based upon results as of
the trigger date.

EFFECTIVE DATE

The  Plan shall become effective January 1, 2001, and if not
terminated by action of the Board of Directors, shall expire
December 31, 2001.