exv10w39



 





EXHIBIT 10.39




CITIZENS REPUBLIC BANCORP, INC.

Management Incentive Plan — 2007





	I.	 	PURPOSE:






	 	1.	 	Ensure achievement of strategic goals.
	 
	 	2.	 	Align management more closely with shareholder.
	 
	 	3.	 	Strengthen links between pay and performance.






	II.	 	ELIGIBILITY:






	 	Ø	 	Senior Vice Presidents and above and certain other officers based upon
corporate responsibility who are not participants in another established
incentive plan with payment amounts determined by performance in relation to
goal.
	 
	 	Ø	 	Awards will be pro-rated based on months served for staff members with less
than 12 months of service in a Plan Year. Some new hire participant awards may
be guaranteed based on offer letter.
	 
	 	Ø	 	Staff members become eligible to participate in the plan by virtue of promotion or new hire.
	 
	 	Ø	 	Staff members must be actively employed at the time of payout to receive an award.
	 
	 	Ø	 	A staff member who terminates employment before the Plan Year is not eligible to receive an award.
	 
	 	Ø	 	If participant is on corrective action on the last day of the quarter/year
they are not eligible for incentive payment
	 
	 	Ø	 	Minimum annual performance rating of Productive required in most recent Annual
Performance Review in both Key Performance Activities and Competencies
	 
	 	Ø	 	This plan does not represent a contract with any individual plan participant
	 
	 	Ø	 	The plan may be changed, modified or terminated at any time throughout the plan year






	III.	 	PARTICIPATION RATE:





     The participation rate for individual positions is benchmarked from market data research
provided by various surveys and consultants.




	IV.	 	INCENTIVE COMPONENTS:
	 
	 	 	The Management Incentive Plan components consist of:






	 	Ø	 	Initial factors: Revenue, Net Income after Taxes (represents net income after
tax and prior to the impact of restructuring and merger related expenses),
Non-Performing Assets, Merger Cost.
	 
	 	Ø	 	Secondary factors: A Revenue and Net Income Peer Ranking vs. Peer Group
factor may be used to determine the FINAL weighted average factor for the
Corporate Component portion of the payout.






	V.	 	AWARD DETERMINATION:










Targeted Incentive Pool Determination







Base Salary x Participation Rate x Service Factor = Targeted Incentive Pool



The participant’s Base Salary at plan year end is used in the calculation.



Participation Rates are determined at start of plan year and approved by the Human Resources
Compensation Committee. Participation Rates are stated as % of base salary and are based on job
function and value to the corporation.



The Service Factor is equal to the number of months the participant is employed with the
corporation during the plan year divided by 12. Example: 1.0 is equal to 12 months, .5 is equal
to 6 months.




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Level Participation Determination






	 	 	 	 	 	 	 
	 	 	 	 	Line of Business	 	Individual Level
	 	 	Corporate Level	 	Level	 	Weighting
	Job Function	 	Weighting	 	Weighting	 	(Discretionary)
	Corporate Executive
	 	70%	 	 	 	30%
	Corporate Staff
	 	60%	 	 	 	40%
	Line of Business Staff
	 	40%	 	40%	 	20%








Corporate Level Components & Weightings






	 	 	 
	Components	 	Weighting
	Total Revenue
	 	35%
	Net Income after Taxes
	 	30%
	Non-Performing Assets
	 	20%
	Merger Cost
	 	15%
	(All independent components)
	 	 





The results of each Corporate Level component will be placed against the payout tier structure at
the end of the plan year to determine the weighted average payout for Corporate Level performance.
(See payout tier structure at end of document).






Line of Business & Individual Level Components & Weightings





Line of Business Level Performance: 2-4 quantifiably measurable goals should be assigned. Includes
such items as growth, financial measures, service levels, etc... — Items that are typically
numerical in nature. Goal setting for this section should provide the measure, the goal and an
assigned weighting to each goal so that the total equals 100%. Goals should be set at levels that
are challenging to reach at 100%. The results for each measurable goal will be placed against a
corporate payout tier structure at the end of the plan year to determine a weighted average Line of
Business result. (See payout tier structure at end of document).



Individual (Discretionary) Level Performance: 2-4 qualitative goals/initiatives that are not
quantifiable, but are measurable on the 1-4 rating scale. Includes such items as audits, surveys,
specific special projects, solutions/strategies, implementations, etc... — Items that are not
numerical in nature. Goal setting for this section should provide the goal/initiative, the success
indicator and an assigned weighting to each goal/initiative so that the total equals 100%. Goals
should be set at levels that are challenging to reach at 100%. The results for each
goal/initiative will be placed against a corporate payout tier structure on a 1-4 rating scale at
the end of the plan year to determine a weighted average Individual result. (See payout tier
structure at end of document).






Performance Factor






For the individual (discretionary) level component, a performance indicator of 0% to 150% will be
applied against the Individual (discretionary) level final results. Achievement of 100% should be
based on meeting all expectations in every way. A performance indicator exceeding 100% should be
reserved for truly extraordinary performance.






MIP Incentive Calculation







(Targeted Incentive Pool x Weighted Avg Corporate Result)

+

(Targeted Incentive Pool x Weighted Avg Line of Business Result)

+

(Targeted Incentive Pool x Weighted Avg Individual Result) x Performance Factor

=

Calculated MIP Incentive Earned





	VI.	 	AWARD PAYMENTS:





All awards earned under Management Incentive Plan will be paid as soon as practical following
approval by the Compensation and Human Resources Committee in February.



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	VII.	 	ADDITIONAL PROVISIONS:






	 	1.	 	The Management Incentive Plan shall be administered by the Compensation
and Human Resources Committee of the Corporation.
	 
	 	2.	 	While all attempts will be made to follow the incentive formulas and
metrics, subjective adjustments occasionally can and will be made both upwards and
downwards based on management discretion which will require CEO approval.






	 	Ø	 	Adjustments will be considered based on value of an individual’s contribution
to performance during the year and not based on comparison to prior year awards,
comparison to peer’s incentive levels, attitude, effort, etc.
	 
	 	Ø	 	Subjective adjustments will be the exception and not the rule. Management
will however reserve the right to make these subjective adjustments if necessary
to be equally fair to shareholders and plan participants.






	 	3.	 	The incentive award for the Chairman and President and CEO will be
determined by the Compensation and Human Resources Committee of Citizens Banking
Corporation Board of Directors.
	 
	 	4.	 	A special award fund (Discretionary) equal to 15% of the aggregate
incentive award will be available for individual awards as determined by the
President and CEO. Awards from this fund are made to staff members who are not
participants in the Management Incentive Plan.






	 	Ø	 	Awards for the Discretionary Fund will be made only in recognition of
exemplary achievements.
	 
	 	Ø	 	Distribution of all available amounts in this fund is not mandatory. (see
discretionary award guidelines in section VIII)






	 	5.	 	Participation in the Management Incentive Plan shall not be construed as
giving any employee the right to continued employment with the corporation for the
full or for any subsequent period.






	VIII.	 	DISCRETIONARY AWARD GUIDELINES:






	 	Ø	 	Objectives: Recognize and promote exemplary individual performance or initiative.
	 
	 	Ø	 	Eligible Participants: All staff members are eligible except staff members who
are in established incentive plans with payment amounts determined by performance in
relation to established goals.
	 
	 	Ø	 	Nomination Process: Managers would nominate staff member(s) according to
established guidelines. They should also obtain concurrence and approval from their
respective Direct Report to the CEO.
	 
	 	Ø	 	Monetary Guidelines: Range of $500 to $3000. Larger amounts could be given in
exceptional circumstances.
	 
	 	Ø	 	Guidelines: Discretionary awards should be given in recognition for one or more
of the following performance criteria:






     Earnings:




	 	•	 	Expense reduction
	 
	 	•	 	Revenue enhancement






     Innovation:




	 	•	 	Continuous improvement efforts
	 
	 	•	 	Innovative delivery alternatives
	 
	 	•	 	Foresight and planning to prevent crises






     Achievement:




	 	•	 	Unique/specialized skills or knowledge of value to the company, i.e., Key Performers
	 
	 	•	 	Sustained high performance
	 
	 	•	 	Exemplary performance during unusual circumstances or specific events
	 
	 	•	 	Special projects completed in an exceptional manner or ahead of schedule
	 
	 	•	 	Extraordinary client service





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2007 Full Year Forecast vs. 2007 Approved Scale Structure




	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	MIP will be initially calculated based on the following components and payout tier structure.	 	 	 	 	 	 	2007 BUDGET
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	Budget	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	Total Revenue	 	Actual	 	 	 	 	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	 	 
	35%
	 	2006 Actual = *	 	% to Actual (Actual/Budget)	 	 	<85	%	 	 	 	85	%	 	 	92.5	%	 	 	96.25	%	 	 	98.125	%	 	 	99.0625	%	 	 	100	%	 	 	100.5	%	 	 	101	%	 	 	101.5	%	 	 	102	%	 	 	102.5	%	 	 	103	%	 	 	103.5	%	 	No Cap
	 
	 	2007 Budget = *	 	Payout Factor	 	 	0	%	 	 	 	50	%	 	 	60	%	 	 	70	%	 	 	80	%	 	 	90	%	 	 	100	%	 	 	105	%	 	 	110	%	 	 	115	%	 	 	120	%	 	 	125	%	 	 	130	%	 	 	135	%	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	Budget	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	Net Income After Tax *	 	Actual	 	 	 	 	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	 	 
	30%
	 	2006 Actual = *	 	% to Actual (Actual/Budget)	 	 	<85	%	 	 	 	85	%	 	 	92.5	%	 	 	96.25	%	 	 	98.125	%	 	 	99.0625	%	 	 	100	%	 	 	100.5	%	 	 	101	%	 	 	101.5	%	 	 	102	%	 	 	102.5	%	 	 	103	%	 	 	103.5	%	 	No Cap
	 
	 	2007 Budget = *	 	Payout Factor	 	 	0	%	 	 	 	50	%	 	 	60	%	 	 	70	%	 	 	80	%	 	 	90	%	 	 	100	%	 	 	105	%	 	 	110	%	 	 	115	%	 	 	120	%	 	 	125	%	 	 	130	%	 	 	135	%	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	* Amount represents net income after tax and prior to the impact of
restructuring and merger related expenses.	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	Amount communicated to Investment Community	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	Merger Cost Savings *	 	Actual	 	 	 	 	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	 	 
	15%
	 	2006 Actual = *	 	% to Actual (Actual/Budget)	 	 	<85	%	 	 	 	85	%	 	 	92.5	%	 	 	96.25	%	 	 	98.125	%	 	 	99.0625	%	 	 	100	%	 	 	100.25	%	 	 	100.5	%	 	 	100.75	%	 	 	101	%	 	 	101.25	%	 	 	101.5	%	 	 	101.75	%	 	No Cap
	 
	 	2007 Budget = *	 	Payout Factor	 	 	0	%	 	 	 	50	%	 	 	60	%	 	 	70	%	 	 	80	%	 	 	90	%	 	 	100	%	 	 	105	%	 	 	110	%	 	 	115	%	 	 	120	%	 	 	125	%	 	 	130	%	 	 	135	%	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	Budget	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	Non Performing Assets	 	Actual	 	 	 	 	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	*	 	 	 	 	 
	20%
	 	2006 Actual = *	 	% to Actual (Actual/Budget)	 	 	> 110	%	 	 	 	110	%	 	 	105	%	 	 	102.5	%	 	 	101.25	%	 	 	100.625	%	 	 	100	%	 	 	97	%	 	 	94	%	 	 	91	%	 	 	88	%	 	 	85	%	 	 	82	%	 	 	79	%	 	No Cap
	 
	 	2007 Budget = *	 	Payout Factor	 	 	0	%	 	 	 	50	%	 	 	60	%	 	 	70	%	 	 	80	%	 	 	90	%	 	 	100	%	 	 	110	%	 	 	120	%	 	 	130	%	 	 	140	%	 	 	150	%	 	 	160	%	 	 	170	%	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	100%	 	Payout % is incremental between tiers (ex. Each % over budget earns x% additional incentive)	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 






Discretionary Modifier  — Guidelines Only




An additional peer group ranking modifier may be used to determine final payouts of MIP




	 	 	 
	Component	 	Weighting
	Revenue

	 	50%
	Net Income
	 	50%






	 	 	 
	Peer Ranking	 	Factor
	Above 75th Percentile 

Below 25th Percentile
	 	125%

50%






2007 vs 2006 performance




Peer Group:

*





	1	 	Discretion may be used by the comp committee to over-ride the formula under appropriate circumstances
	 
	2	 	Any adjustments for unusual items (such as acquisitions, divestitures) will require comp committee approval
	 
	3	 	The above numbers will not include the impact of extraordinary items
	 
	4	 	The above numbers will be adjusted to neutralize the impact of equity compensation
	 
	5	 	The above numbers will be adjusted to normalize the impact of equity adjustments due to interest
rate movements
	 
	6	 	The discretion of management and the Compensation Committee is the final factor in the
determination of
eligibility and for final determination of payment award.







 




			
	*	 	Portions of this exhibit have been omitted pursuant to Citizens’ request to the Secretary of the
Securities and Exchange Commission for confidential treatment pursuant to Rule 24b-2 under the Securities and
Exchange Act of of 1934, as amended.






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