Summary of 2006 Executive Incentive Compensation Program



 Exhibit 10.27 
  
 OMNOVA Solutions Inc. 
  
 Summary of 2006 Executive Incentive Compensation Program 
  

	A.	Set forth below are the plan weights and individual measures under the Executive Incentive Compensation Program applicable for the Company’s executive officers for fiscal year
2006. 

  
 2006 Executive Incentive Plan Weights

  

					
	 	  	Financial


	 Name and Position

	  	Corporate

	  	Segment


	 Kevin M. McMullen
 Chairman, Chief Executive Officer and President
	  	100%   	  	 
			
	 Michael E. Hicks
 Senior Vice President & Chief Financial Officer; Treasurer
	  	100%   	  	 
			
	 James C. LeMay
 Senior Vice President, Business Development; General Counsel
	  	100%   	  	 
			
	 Gregory T. Troy
 Senior Vice President, Human Resources
	  	100%   	  	 
			
	 Douglas E. Wenger
 Senior Vice President & Chief Information Officer
	  	100%   	  	 
			
	 Robert H. Coleman
 President, Decorative Products
	  	30%   	  	70%    
			
	 Harold P. Franze
 President, Building Products
	  	30%   	  	70%    
			
	 James J. Hohman
 Vice President; President, Performance Chemicals
	  	30%   	  	70%    

  

			
	 Individual Measures

	  	Weighting


	 Corporate
	  	 
	 Earnings Per Share – fully diluted, excluding unusual items
	  	75%
	 Cash Flow – daily average debt plus cash
	  	25%
	Segment	  	 
	 Segment Operating Profit – as stated in financial statements excluding unusual items
	  	75%
	 Segment Cash Flow – 13 point average cash generated from operating activities including capital expenditures
	  	25%









	B.	Pursuant to the Executive Incentive Compensation Program, the Compensation and Corporate Governance Committee establishes threshold, target and maximum performance objectives at the
beginning of each fiscal year. For the 2006 fiscal year, the Committee also approved a special “upside” objective, which would provide eligibility for a payout of 115% of the individual’s maximum bonus opportunity if achieved. At the
conclusion of the fiscal year, the Committee then evaluates the extent to which the performance objectives were achieved and, based on that evaluation, as well as its evaluation of the executive’s individual performance, awards a bonus
commensurate with the objectives achieved and the individual’s performance during that fiscal year. In order for any payout to be achieved, the Corporate EPS threshold objective must be achieved. Set forth below are threshold, target and
maximum bonus opportunities under the Executive Incentive Compensation Program for fiscal year 2006 for each of the Company’s executive officers. The bonus opportunity is expressed as a percentage of the executive officer’s base salary.


  
 2006 Executive Incentive Plan 

Incentive Opportunities 
  

									
	 Name and Position

	  	Threshold

	 	Target

	 	Maximum

	 	Special
“Upside”


	 Kevin M. McMullen
 Chairman, Chief Executive Officer and President
	  	31%	 	94%	 	125%	 	144%
					
	 Michael E. Hicks
 Senior Vice President & Chief Financial Officer; Treasurer
	  	25%	 	75%	 	100%	 	115%
					
	 James C. LeMay
 Senior Vice President, Business Development; General Counsel
	  	25%	 	75%	 	100%	 	115%
					
	 Gregory T. Troy
 Senior Vice President, Human Resources
	  	25%	 	75%	 	100%	 	115%
					
	 Douglas E. Wenger
 Senior Vice President & Chief Information Officer
	  	25%	 	75%	 	100%	 	115%
					
	 Robert H. Coleman
 President, Decorative Products
	  	25%	 	75%	 	100%	 	115%
					
	 Harold P. Franze
 President, Building Products
	  	25%	 	75%	 	100%	 	115%
					
	 James J. Hohman
 Vice President; President, Performance Chemicals
	  	25%	 	75%	 	100%	 	115%