EX-10.3(e)



 



EXHIBIT 10.3(e)







	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 1



PLAN DESCRIPTION




	 	 	This document is divided in three sections: (1) Plan Description, (2) Plan
Administration, and (3) Eligible Positions. The first two sections contain
highlights of the Management Incentive (“Incentive”) of the Current Year
Management Incentive Compensation Plan (“Plan”). Participants must read all
sections of this Plan document to fully comprehend their purpose and structure.
	 
	 	 	This Plan document supersedes any and all prior Ryder Management Incentive
Compensation Plans and any and all oral representations, promises, or
guarantees. No exceptions to this Plan will be honored without written
approval of the Compensation Committee of the Ryder System, Inc. (“RSI” or “the
Company”) Board of Directors. Any manager or officer who authorizes such an
exception without prior approval of the Compensation Committee will be subject
to disciplinary action up to and including forfeiture of an incentive award
and/or termination.
	 
	 	 	The following material explains the rules, terms, and administration of the
Current Year Plan for Ryder System, Inc. eligible positions evaluated at the
Management Levels listed below (“Participants”). The Plan is intended to serve
as a single source of information about the Incentive.
	 
	 	 	TARGET INCENTIVE AWARD
	 
	 	 	Target Incentive Award is expressed as a percentage of eligible base salary for
each Participant. The following table summarizes the Target Incentive Award
for each participating management level:




	 	 	 	 	 
	Management Level	 	Target Incentive Award
	
	 	

	Management Level 22
	 	 	100	%
	Management Level 20
	 	 	85	%
	Management Level 17-19
	 	 	75	%
	Management Level 14-16
	 	 	70	%



 






 








	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 2



PLAN DESCRIPTION (continued)




	 	 	INCENTIVE PAYOUT CALCULATION – PART I
	 
	 	 	Part I of the Incentive Payout Calculation is based on 70% RSI EVA and 30% RSI
Dry Operating Revenue Attainment, focusing at the Senior Management level on
total company objectives. The Plan is intended to provide Participants with
competitive compensation for achieving and exceeding targeted performance
levels. Incentive Payout(s) will be calculated when performance is at or above
Threshold. The following table highlights target and payout multiples for the
RSI EVA and Dry Operating Revenue Attainment component used in the Incentive
Payout calculation.




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	Threshold	 	Target	 	2 Times
	Weight	 	Incentive Payout Component	 	(Payout = 25%)	 	(Payout = 100%)	 	(Payout = 200%)
	
	 	
	 	
	 	
	 	

	70%
	 	RSI EVA ($MM)	 	($	66.2	)	 	($	37.6	)	 	$	15.4	 
	30%
	 	RSI Dry Operating Revenue Attainment ($MM)	 	$	3,678.67	 	 	$	3,811.93	 	 	$	4,002.52	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	Dry Operating Revenue is defined as RSI Gross Revenue minus RSI FUM minus FMS fuel revenue	 	 	 	 	 	 	 	 	 	 	 	 




	 	 	THRESHOLD, TARGET, AND TWO TIMES PERFORMANCE
	 
	 	 	If RSI does not attain the ($66.2) MM EVA threshold for the Current Year
performance, all incentive payments are forfeited for all Plan Participants.
	 
	 	 	The following table highlights incentive multiples for Threshold, Target and
Two times Performance.




	 	 	 	 	 
	Threshold

(Payout = 25%)	 	
Target

(Payout = 100%)
	 	2 Times

(Payout = 200%)



 






 








	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 3



PLAN DESCRIPTION (continued)




	 	 	EXAMPLE:
	 
	 	 	A Participant whose annual rate of pay (as defined in the “Eligible Base Salary
Calculation” section) is $154,500, qualifies for a target incentive payout of
70% or $108,150 (based on Level 14).




	 	 	 	 	 	 	 	 	 
	Eligible Base Salary	 	Target Incentive Payout(%)	 	Target Incentive Payout
	
	 	
	 	

	$154,500
	 	 	70	%	 	$	108,150	 




	 	 	Assume that, during the plan year, the Incentive Multiple is 105.00% for RSI
EVA and 90.00% for RSI Dry Operating Revenue. The Participant would be
eligible for a total incentive payout calculated as follows:




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	Target	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Eligible	 	 	 	 	 	Incentive	 	 	 	 	 	 	 	 	 	 	 	 	 	Incentive	 	 	 	 	 	 	 	 
	 	 	Base	 	 	 	 	 	Payout	 	 	 	 	 	 	 	 	 	 	 	 	 	Multiple	 	 	 	 	 	 	 	 
	Components	 	Salary	 	 	 	 	 	(%)	 	 	 	 	 	Weight	 	 	 	 	 	Percentage	 	 	 	 	 	Payout
	
	 	
	 	 	 	 	 	
	 	 	 	 	 	
	 	 	 	 	 	
	 	 	 	 	 	

	RSI EVA
	 	$	154,500	 	 	 	x	 	 	 	70	%	 	 	x	 	 	 	70	%	 	 	x	 	 	 	105.00	%	 	 	=	 	 	$	79,490	 
	RSI Dry Rev
	 	$	154,500	 	 	 	x	 	 	 	70	%	 	 	x	 	 	 	30	%	 	 	x	 	 	 	90.00	%	 	 	=	 	 	$	29,201	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	
	 
	Total Calculated Incentive
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	=	 	 	$	108,691	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	
	 




	 	 	INCENTIVE PAYOUT CALCULATION – PART II
	 
	 	 	Part II of the Incentive Payout Calculation focuses on a behavioral performance
modifier, consisting of seven behavioral components. The goal of the Plan is
not only to achieve the targeted financial results but also to reach them
utilizing the right behaviors. Participants will be rated on how well the Plan
objectives are achieved, while demonstrating the appropriate behaviors. The
behavioral performance modifier rating may result in an incentive payment up to
25% above or up to 50% below the calculated payout, given company performance
for the Current Year.
	 
	 	 	The following are the components of the behavioral performance modifier:



   Behavioral Components*




	 	 	 	 	 
	1.	 	
Impact:
	 	Thought leader and change agent
	2.	 	
Diversity:
	 	Respects differences and promotes diversity
	3.	 	
Teamwork:
	 	Fosters teamwork
	4.	 	
Customer Focus:
	 	Customer and externally focused
	5.	 	
Ownership:
	 	Takes ownership
	6.	 	
Leadership 1:
	 	Ethics and integrity
	7.	 	
Leadership 2:
	 	Vision and purpose




	 	 	* Additional information on how the behavioral components may impact your
incentive will be distributed to you at a later date.



 






 











	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 4



PLAN ADMINISTRATION




	 	 	The following rules apply to all Plan Participants. The Company reserves the
right to alter, modify, change or terminate any of the provisions described
below at any time, with or without notice at its sole discretion.




	•	 	 	Base Salary Calculation
	 
	 	 	 	For the purpose of incentive calculations, Eligible Base Salary is defined
as the annual rate of pay for the calendar year, excluding all other
compensation paid to the Participant during the year, including but not
limited to bonus, incentives, commissions, employee benefits, relocation
expenses, and any imputed income for which the Participant may be eligible.
	 
	 	 	 	Employees who are newly hired, promoted or transferred into or out of
eligible positions, and those who move from one eligibility level to
another will receive pro-rata incentive based on the annual rate of pay and
Target Incentive Award in eligible positions, provided they are employed in
good standing without any performance issues (see Exclusion Criteria) at
the time incentives are distributed.
	 
	 	 	 	The annual rate of pay for a Participant whose base salary changes within
the calendar year is calculated below. Salaried employees are paid
semi-monthly, each check representing 1/24 of the annual base salary.
Daily pay for a salaried employee is calculated by dividing the annual
salary by 365 days per year.






	 	 	 	Eligible Base Salary Calculation Example
	 
	 	 	 	Annual rate of pay would be calculated as follows for a Participant who
begins a calendar year with a base salary of $150,000, then effective
April 1, receives an increase to a base salary of $156,000:




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	January 1 through March 31:
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	Total # of days in period
	 	=	 	90	 	=	 	0.247 x $150,000	 	=	 	$	37,050
	 	
	 	 	 	
	 	 	 	 	 	 	 	 	 	 	 
	 	Total # of days in Year
	 	 	 	365	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	April 1 through December 31:
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	365 - 90
	 	=	 	275	 	=	 	0.753 x $156,000	 	=	 	$	117,468
	 	
	 	 	 	
	 	 	 	 	 	 	 	 	 	 	

	 	Total # of days in year
	 	 	 	365	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Annual Rate of Pay for Calendar Year
	 	 	 	 	 	 	 	 	 	 	 	=	 	$	154,500*
	*Rounded to nearest hundred for ease of computation in Example
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 



 






 








	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 5



PLAN ADMINISTRATION (continued)




	 	•	Change of Control
	 
	 	 	Notwithstanding anything in this Plan to the contrary, in the event of a
Change of Control of the Company (as defined and adopted by the Board of
Directors on August 18, 1995 and which definition may be changed from time
to time), the funds necessary to pay the incentive for Participants, will be
placed in a trust administered by an outside financial institution. The
amount of each Participant’s incentive will be determined in accordance with
the provisions of the Plan by an accounting firm chosen by the Company.
Should a Change of Control occur during the current plan year, Participants
will receive instructions regarding the collection of incentive awards.
	 
	 	•	Currency
	 
	 	 	Each incentive component’s multiple will be calculated based on the
in-country currency, as shown on the unit’s business plan. The
Participant’s incentive payout will be calculated based on the currency the
eligible base salary is expressed in.
	 
	 	•	Disability, Permanent Disability Retirement, or Death
	 
	 	 	Participants who leave the Company during the calendar year via disability
or permanent disability retirement may be eligible, subject to the Exclusion
Criteria, for pro-rata incentive. The spouse or legal representative of a
deceased Participant may be eligible, subject to the Exclusion Criteria, for
a pro rata incentive as well.
	 
	 	•	Eligibility
	 
	 	 	Employees whose positions are designated in the Eligible Position table and
who are employed in good standing, without any performance issues (see
Exclusion Criteria) at the time of payout are eligible to participate in
this Plan. Individuals who have written agreements which specifically
provide for incentive compensation other than that which is provided in this
Plan or who are Participants in any other short-term incentive compensation
plan of RSI, its subsidiaries or affiliates are not eligible to participate
in this Plan.
	 
	 	 	Employees who are newly hired, promoted or transferred into or out of
eligible positions, and those who move from one eligibility level to another
will receive pro-rata incentive based on the annual rate of pay and Target
Incentive Award in eligible positions, provided they are employed in good
standing without any performance issues (see Exclusion Criteria) at the time
incentives are distributed.



 






 








	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 6



PLAN ADMINISTRATION (continued)




	 	•	Exclusion Criteria
	 
	 	 	Participation in the Plan is not a right, but a privilege subject to annual
review by the Company. The Company retains the right, at its sole and
absolute discretion, to withhold payment from any Participant who violates
or who has violated any Company principle or policy, or the rules contained
in this Plan, even if there are no documented performance issues in the
Participant’s personnel file.
	 
	 	•	Maximum Incentive Award Opportunity
	 
	 	 	The maximum incentive opportunity will be two times Payout. The Participant
may exceed the two times cap only through the Behavioral Performance
Modifier.
	 
	 	•	No Guarantee
	 
	 	 	Eligible employees who participate in this Plan, by virtue of participation,
are not assured that they will receive any incentive. The achievement of the
Plan components and the Behavioral Performance Modifier, will determine the
extent to which Participants will be entitled to receive a payout. If RSI
does not attain the ($66.2) MM EVA threshold for the Current Year
performance, all incentive payments are forfeited for all Plan Participants.
All incentive payouts are subject to the sole discretion of the Board of
Directors of the Company.
	 
	 	•	Plan Scale for Current Plan Year – RSI EVA
	 
	 	 	The following scale illustrates how the Plan Scale works for the RSI EVA
portion of the Incentive Payout Calculation. Noted are the points where
Threshold, Target and Two Times are achieved. Incentive amounts are
dependent on the multiple declared, based solely on RSI EVA. Earnings Per
Share or “EPS” is shown only as a frame of reference.








	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Threshold	 	Target	 	Two Times
	 	 	
	 	
	 	

	EVA ($MM)
	 	$	(66.2	)	 	$	(37.6	)	 	$	15.4	 
	EPS
	 	$	1.57	 	 	$	2.05	 	 	$	2.95	 
	Payout
	 	 	25	%	 	 	100	%	 	 	200	%



 






 








	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 7



PLAN ADMINISTRATION (continued)




	 	•	Promotion
	 
	 	 	A Participant who is promoted during the calendar year will receive a
pro-rata incentive based on the annual rate of pay and the Target Incentive
Award in the eligible positions. The Participant will receive a pro-rata
incentive based on the appropriate Plan for his/her management level,
position and the portion of time spent in each position during the year.
	 
	 	•	Retirement
	 
	 	 	Only Participants who retire on or after December 31st of the calendar year
(under the provisions of one of the Company’s retirement plans) are eligible
for full payouts of incentive. No pro-rata incentives will be paid upon
retirement except as noted under the Disability, Permanent Disability
Retirement, or Death section.
	 
	 	•	Sale of Business
	 
	 	 	If a business is sold, the Participants of the sold business will receive a
pro-rata incentive for the year in which the business is sold. Such payment
will be made in a lump sum or over time at the Company’s discretion. The
Participants need to be employed in good standing, without any performance
issues (see Exclusion Criteria), at the time incentives are distributed.
	 
	 	•	Termination
	 
	 	 	Participants leaving the Company under any conditions other than those
outlined in the Change of Control, Disability, Permanent Disability
Retirement, or Death or Eligibility sections of this Plan are not eligible
for the incentive for the year in which they leave, nor are they eligible
for the preceding year, if such incentives have not yet been distributed,
unless otherwise required by law.
	 
	 	•	Workers’ Compensation or Leave of Absence (“LOA”)
	 
	 	 	A Participant who leaves the payroll due to a workers’ compensation leave or
LOA will be eligible to receive a pro-rata incentive for the year in which
they leave the payroll, provided the employee worked for at least six months
of the calendar year, unless otherwise required by law.



 






 








	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 8



DEFINITIONS


Definitions are for informational and explanatory purposes only. The Company
can change and interpret the defined terms below at its sole discretion.



	•	 	Dry Operating Revenue
	 
	 	 	RSI Gross Revenue minus RSI Freight Under Management (FUM) minus Fleet
Management Solutions (FMS) fuel revenue.
	 
	•	 	Eligible Base Salary
	 
	 	 	For the purpose of incentive calculations, the annual rate of pay for the
calendar year, excluding all other compensation paid to the employee during
the year, including but not limited to bonus, incentives, commissions,
employee benefits, relocation expenses, and any imputed income for which the
Participant may be eligible.
	 
	•	 	EVA
	 
	 	 	Economic Value Added. EVA is a measurement tool that determines whether a
business is earning more than its true cost of capital by incorporating the
cost of equity capital as well as debt capital. EVA can be expressed in the
following formula: EVA = Net Earnings After Tax (NAT) minus “an equity
charge.”
	 
	•	 	Equity Charge
	 
	 	 	The Average Equity times the Cost of Equity as determined by the Chief
Financial Officer.
	 
	•	 	Incentive Interval
	 
	 	 	The Incentive Interval (“Interval”) is the (i) improvement needed, over and
above Targeted performance, to declare a two times payout and (ii) the
shortfall from Target that will cause a lower payout. The following chart
illustrates the Interval concept for the RSI EVA component.




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	25% Payout (Threshold)
	

	 	 	 	 	 	 	Interval	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	Threshold to	 	Threshold Payout	 	Threshold
	Component	 	Target	 	Target	 	Calculation	 	Payout
	
	 	
	 	
	 	
	 	

	RSI EVA ($MM)
	 	 	($37.6	)	 	$	28.6	 	 	 	($37.6) - $28.6 = ($66.2	)	 	 	($66.2	)




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	2x Payout
	

	 	 	 	 	 	 	Interval	 	 	 	 	 	 	 	 
	Component	 	Target	 	Target to 2x	 	2x Payout Calculation	 	2x Payout
	
	 	
	 	
	 	
	 	

	RSI EVA ($MM)
	 	 	($37.6	)	 	$	53.0	 	 	 	($37.6) + $53.0 = $15.4	 	 	$	15.4	 



 






 








	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 9



PLAN ADMINISTRATION (continued)


	•	 	Incentive Multiple
	 
	 	 	
The Incentive Multiple for each component is the difference (positive or
negative) between Actual and Target, divided by the Interval of that
component adjusted for the slope of the payout percentage, plus or minus
100%. Assume RSI’s Actual EVA for the Current Year is ($34.95) MM. The RSI
Incentive Multiple would be calculated as illustrated in the following two
steps:




STEP 1:
“Percent Above Target” Calculation




	 	 	 	 	 	 	 	 	 
	Actual RSI EVA
	 	 	 	 	($	34.95)  MM
	Target RSI EVA
	 	 	–	 	($	37.60)  MM
	 
	 	 	 	 	 	

	Variance from Target RSI EVA
	 	 	=	 	$	2.65  MM
	RSI Incentive Interval*
	 	 	÷	 	$	53.00  MM
	 
	 	 	 	 	 	

	Percent Above Target
	 	 	=	 	 	5.00%



STEP 2:
“Incentive Multiple” Calculation




	 	 	 	 	 	 	 	 	 	 	 
	 	 	Target RSI EVA
	 	 	 	 	 	 	100.00	%
	Percent Above Target
	 	 	+	 	 	 	5.00	%
	 
	 	 	 	 	 	 	
	 
	 	Incentive Multiple
	 	 	=	 	 	 	105.00	%




	 	 	*If Actual RSI EVA is below Target, the interval is $28.6 MM. If Actual RSI
EVA is above Target, the interval is $53.0 MM.
	 
	 	 	For more information on the Incentive Multiple and its relationship to the
various components of the Incentive Payout, please refer to the Incentive
Payout Calculation example illustrated in the Plan Description.
	 
	•	 	Incentive Payout or Calculated Incentive


The potential Incentive Payout determined by multiplying the Participant’s
Target Incentive Award, the Weight and the Incentive Multiple.
	 
	•	 	NAT


The consolidated Net Earnings After Tax for the year, including appropriate
accruals for all incentive estimated to be payable for that year.
	 
	•	 	Participant


Any employee of the Company designated to be eligible to participate in this
Management Incentive Plan.
	 
	•	 	Target Incentive Award


The Target Incentive Award per Participant is the percentage of the
Participant’s Eligible Base Salary to which the Incentive Payout Calculation
will be applied.



 






 











	 	 	 
	 	 	
SENIOR MANAGEMENT
	2003 MANAGEMENT INCENTIVE COMPENSATION PLAN	 	
LEVELS MS14 – MS22
	 	 	
PAGE 10



ELIGIBLE POSITIONS



2003 SENIOR MANAGEMENT ELIGIBLE POSITIONS




	 	 	 	 	 	 	 
	 	 	 	 	Position
	 	 	Position Title	 	Number
	 	 	
	 	

	1	 	
Chairman, President and CEO
	 	 	9349	 
	2	 	
SR EVP Finance & CFO
	 	 	1069	 
	3	 	
EVP General Counsel and Secretary
	 	 	1512	 
	4	 	
EVP HR, Public Affairs, and Corporate Communications
	 	 	9296	 
	5	 	
EVP Domestic Supply Chain Solutions
	 	 	9489	 
	6	 	
EVP Fleet Management Solutions
	 	 	9201	 
	7	 	
EVP International SCS
	 	 	9202	 
	8	 	
SVP & CIO
	 	 	9224	 
	9	 	
SVP FMS Operations
	 	 	9326	 
	10	 	
SVP Sales and Marketing
	 	 	9220	 
	11	 	
SVP AAI Operations
	 	 	9494	 
	12	 	
SVP Strategic Planning and Development
	 	 	9520	 
	13	 	
SVP Field Finance
	 	 	9217	 
	14	 	
SVP and Treasurer
	 	 	9176	 
	15	 	
SVP High Tech and Consumer Industries
	 	 	9492	 
	16	 	
SVP Business & Accounting Services
	 	 	9328	 
	17	 	
SVP Asset Management
	 	 	9463	 
	18	 	
VP/Managing Director Europe
	 	 	N/A	 
	19	 	
VP/GM Canada
	 	 	0002	 
	20	 	
VP Corporate Communications
	 	 	9007	 
	21	 	
VP & Controller
	 	 	9330	 
	22	 	
VP Compensation and Benefits
	 	 	1265	 
	23	 	
VP Tax
	 	 	9331	 
	24	 	
VP Public Affairs
	 	 	1277	 
	25	 	
VP Dedicated Contract Carriage
	 	 	9281	 
	26	 	
VP/MD Latin America
	 	 	9284	 
	27	 	
VP Product and Technology Development
	 	 	9154	 
	28	 	
VP Region
	 	 	9034	 
	29	 	
VP Sales
	 	 	9297	 
	30	 	
VP Automotive
	 	 	9040	 
	31	 	
VP Strategic Sourcing
	 	 	9346	 
	32	 	
VP Safety Health and Security
	 	 	9046	 
	33	 	
VP Maintenance
	 	 	1005	 
	 
	**	 	
Other positions may be added through the course of the year