EXHIBIT 10.6



  
 Exhibit 10.6

  
 UNITED BANK 
  
 West Springfield, Massachusetts 
  
 INCENTIVE PLAN 
  
 2004 
  









  
 UNITED BANK 
 West Springfield, Massachusetts 
  
 INCENTIVE PLAN 
  
 Table of Contents 
  

			
	 	  	Page


	 Introduction and Highlights of Incentive Plan for 2004
	  	1-2
		
	 Incentive Plan
	  	 
		
	 Section I - Definitions
	  	3   
		
	 Section II - Participation
	  	4   
		
	 Section III - Activating the Plan
	  	4   
		
	 Section IV - Calculation of Awards
	  	4   
		
	 Section V - Distribution of Awards
	  	5   
		
	 Section VI - Plan Administration
	  	5   
		
	 Section VII - Amendment, Modification, Suspension or Termination
	  	5   
		
	 Section VII - Effective Date
	  	6   
		
	 Section IX - Employer Relations with Participants
	  	6   
		
	 Section X - Governing Law
	  	6   
		
	 Section XI - President’s Discretion
	  	6   
		
	 2004 Performance Goals
	  	Appendix A
		
	 Distribution of Awards
	  	Appendix B

  









  
 UNITED BANK 
 West Springfield, Massachusetts 
  
 Introduction and Highlights of 
 Incentive Plan for 2004 
  
 Thomas Warren and Associates has been
retained by the United Bank to develop an incentive plan. It is important to examine the benefits which accrue to the organization through the operation of the incentive plan. 
  

	 	•	 	Provides Motivation: The opportunity for incentive awards provides all employees with the impetus to “stretch” for challenging, yet attainable, goals.


  

	 	•	 	Provides Retention: by enhancing the bank’s competitive compensation posture. 

  

	 	•	 	Provides Team Building: by making the incentive award dependent on the attainment of bank goals, a “team orientation” is fostered among all employees.


  

	 	•	 	Provides Competitive Compensation Strategy: The implementation of incentive arrangements is common in the banking industry today. 

  

 - 1 - 








 The highlights of the incentive plan included in the following pages are as follows: 
  

	 	1.	The recommended plan is competitive compared with similar sized banks and the banking industry in general. 

  

	 	2.	The Board of Directors controls all aspects of the Plan. 

  

	 	3.	All employees are participants with the exception of Personal Bankers and Financial Services Representatives. 

  

	 	4.	The financial criteria necessary for plan operation consists of ROA, Growth in Core Deposits, and Efficiency Ratio Goals. 

  

	 	5.	Award distribution would be made during the first quarter of the following plan year. 

  

	 	6.	The categories of incentive plan participants are as follows: 

  

			
	 Position Level

	  	Range of Bonus Awards


	 Exempt 11
	  	0% - 35%
	 Exempt 10
	  	0% - 27%
	 Exempt 7 - 9
	  	0% - 23%
	 Exempt 3 - 6
	  	0% - 19%
	 Nonexempt 3 - 10
	  	 0% - 8%


  

 - 2 - 








  
 UNITED BANK  
 West Springfield,
Massachusetts 
  
 The Board of Directors of United Bank has established this
Incentive Plan. The purpose of the plan is to meet and exceed financial goals and to promote a superior level of performance relative to the bank’s competition in its market area. Through payment of incentive compensation beyond base salaries, the plan provides reward for meeting and exceeding the bank’s financial goals as well as
recognition of individual achievements for plan participants. 
  
 SECTION I - DEFINITIONS 
  
 Various terms used in the plan are defined as follows: 
  
 Base Salary: the base salary at the end of the plan year, excluding any bonuses, contributions to employee benefit programs, or other compensation not designated as salary. 
  
 Board of Directors: The Board of Directors of United Bank. 

  
 President & CEO: President and CEO of
United Bank. 
  
 Performance Goals: Those pre-set
objectives and goals which are required to activate distribution of awards under the plan. 
  
 Compensation Committee: The Compensation Committee of the Board of Directors of the Bank. 
  
 Plan Participants: All employees of the bank with the exception of Personal Bankers and the Financial Services Representatives. 
  
 Plan Year: The calendar year. 
  

 - 3 - 








 SECTION II - ELIGIBILITY TO PARTICIPATE 
  
 To be eligible for an award under the plan, a plan participant must be in regular full-time,
reduced full-time or regular part-time service of the bank during the calendar year. If a plan participant leaves the employ of the bank during the plan year, he/she is not eligible to receive an award. However, if the active full-time service with
the bank of a participant in the plan is terminated by death, disability, or retirement, as defined by the United Bank Retirement Plan Summary Plan Descriptions, a pro-rated award will be granted based on active service during the plan year.
Pro-rated awards will also be granted for participants hired during the plan year, if the participant was on an approved leave of absence during the plan year and for those in a reduced full time or regular part time status. 
  
 SECTION III - ACTIVATING THE PLAN 
  
 The operation of the plan is predicated on attaining and exceeding performance goals. The
goals will consist of ROA, core deposit growth, and Efficiency Ratio goals. The performance goals for the plan year are set forth in Appendix A. The plan will activate at .55 ROA for the entire plan. 
  
 SECTION IV - CALCULATION OF AWARDS 
  
 The Compensation Committee designates a rate of distribution for the award. The actual rate
of distribution is based upon bank performance as shown in the matrix (Appendix B). The full Board of Directors will approve the final award distributions. 
  

 - 4 - 








 SECTION V - DISTRIBUTION OF AWARDS 
  
 Distribution of awards will be made during the first quarter following the plan year.
Distribution of the incentive award must be approved by the Board of Directors. In the event of death, any approved award as outlined in Section II for distribution will become payable to the designated beneficiary of the participant as
recorded under the bank’s group life insurance program, or in the absence of a valid designation, to the participant’s estate. 
  
 SECTION VI - PLAN ADMINISTRATION 
  
 The Compensation Committee shall, with respect to the plan, have full power and authority to construe, interpret and manage, control and administer this plan, and to pass
and decide upon cases in conformity with the objectives of the plan under such rules as the Board of Directors of the bank may establish. 
  
 Any decision made or action taken by the Bank, the Board of Directors, or the Compensation Committee arising out of, or in connection with, the administration,
interpretation, and effect of the plan shall be at their absolute discretion and will be conclusive and binding on all parties. 
  
 No member of the Board of Directors, Compensation Committee, or employee of the bank shall be liable for any act or action hereunder, whether of omission or commission,
by a plan participant or employee or by any agent to whom duties in connection with the administration of the plan have been delegated in accordance with the provision of the plan. 
  
 SECTION VII - AMENDMENT, MODIFICATION, SUSPENSION OR TERMINATION 
  
 The bank reserves the right, by and through its Board of Directors to amend, modify,
suspend, reinstate or terminate all or part of the plan. Management will communicate to each participant any amendment, suspension or termination or any material modification of the plan. 
  

 - 5 - 








 SECTION VIII - EFFECTIVE DATE OF THE PLAN 
  
 The effective date of the plan shall be January 1, 2004 and the January 1 of each calendar
year for succeeding plan years. 
  
 SECTION IX -
EMPLOYER RELATION WITH PARTICIPANTS 
  
 Neither establishment nor the
maintenance of the plan shall be construed as conferring any legal rights upon any participant or any person for a continuation of employment, nor shall it interfere with the right of an employer to discharge any participant or otherwise deal with
him/her without regard to the existence of the plan. 
  
 SECTION X - GOVERNING LAW 
  
 Except to the extent pre-empted
under federal law, the provisions of the plan shall be construed, administered and enforced in accordance with the domestic internal law of the State of Massachusetts. In the event of relevant changes in the Internal Revenue Code, related rulings
and regulations, or changes imposed by other regulatory agencies affecting the continued appropriateness of the plan and awards made thereunder, the Board may, at its sole discretion, accelerate or change the manner of payments of any unpaid awards
or amend the provisions of the plan. 
  
 SECTION
XI - PRESIDENT’S DISCRETION 
  
 The President & CEO will review
the amounts to be awarded to individual participants in the incentive plan. To be eligible for a full award under the plan, a plan participant’s most recent performance appraisal must meet acceptable standards, defined as a “Meets
Most” performance rating. A pro-rated award of 50% will be allowed for a “Meets Some” performance rating. There will be no award if under a written warning at the time the awards are approved by the Board of Directors. 
  
 The President may recommend to the Board of Directors an adjustment to a bonus award for an
individual if their performance warrants. Board of Directors may adjust the President & CEO’s bonus award. 
  

 - 6 - 








 APPENDIX A 
  
 UNITED BANK 
 West Springfield, Massachusetts

  
 2004 Performance Goals 
  

					
	 	  	Weight

	 	2004
Budget


	 1) ROA
	  	50%	 	.73
	 2) Growth in Core Deposits
	  	30%	 	15%
	 3) Efficiency Ratio
	  	20%	 	66.33%

  









  
 Appendix B 
  
 EXEMPT LEVEL 11 
  

																	
	 ROA
Goal =50%

	  	Award Based
on ROA

	 	 	Growth
in Core
Deposits = 30%

	  	Award Based
on Growth
in Deposits

	 	 	Effic. Ratio
Goal = 20%

	  	Award Based
On Effic. Ratio

	 	 	Total
Award

	 
	 0.580
	  	5.78	%	 	12.00	  	3.47	%	 	68.00	  	2.31	%	 	11.56	%
	 0.650
	  	8.66	%	 	13.50	  	5.20	%	 	67.00	  	3.46	%	 	17.32	%
	 0.730
	  	11.55	%	 	15.00	  	6.93	%	 	66.00	  	4.62	%	 	23.10	%
	 0.800
	  	14.44	%	 	16.50	  	8.66	%	 	65.00	  	5.77	%	 	28.87	%
	 0.880
	  	17.33	%	 	18.00	  	10.40	%	 	64.00	  	6.93	%	 	34.66	%

  
 EXEMPT LEVEL 10

  

																	
	 ROA
 Goal =50%

	  	 Award Based
 on ROA

	 	 	Growth
in Core
Deposits = 30%

	  	Award Based
on Growth
in Deposits

	 	 	Effic. Ratio
Goal = 20%

	  	Award Based
On Effic. Ratio

	 	 	Total
Award

	 
	 0.580
	  	5.78	%	 	12.00	  	3.47	%	 	68.00	  	2.31	%	 	11.56	%
	 0.650
	  	7.70	%	 	13.50	  	4.62	%	 	67.00	  	3.08	%	 	15.40	%
	 0.730
	  	9.63	%	 	15.00	  	5.78	%	 	66.00	  	3.85	%	 	19.26	%
	 0.800
	  	11.55	%	 	16.50	  	6.93	%	 	65.00	  	4.62	%	 	23.10	%
	 0.880
	  	13.48	%	 	18.00	  	8.09	%	 	64.00	  	5.39	%	 	26.96	%

  
 EXEMPT LEVELS 7-9

  

																	
	 ROA
Goal =50%

	  	 Award Based
 on ROA

	 	 	Growth
in Core
Deposits = 30%

	  	Award Based
on Growth
in Deposits

	 	 	Effic. Ratio
Goal = 20%

	  	Award Based
On Effic. Ratio

	 	 	Total
Award

	 
	 0.580
	  	3.85	%	 	12.00	  	2.31	%	 	68.00	  	1.54	%	 	7.70	%
	 0.650
	  	5.78	%	 	13.50	  	3.47	%	 	67.00	  	2.31	%	 	11.56	%
	 0.730
	  	7.70	%	 	15.00	  	4.62	%	 	66.00	  	3.08	%	 	15.40	%
	 0.800
	  	9.63	%	 	16.50	  	5.78	%	 	65.00	  	3.85	%	 	19.26	%
	 0.880
	  	11.55	%	 	18.00	  	6.93	%	 	64.00	  	4.62	%	 	23.10	%

  









  
 EXEMPT LEVELS 3 - 6

  

																	
	 ROA
 Goal =50%

	  	Award Based
on ROA

	 	 	Growth
in Core
Deposits = 30%

	  	Award Based
on Growth
in Deposits

	 	 	Effic. Ratio
Goal = 20%

	  	Award Based
On Effic. Ratio

	 	 	Total
Award

	 
	 0.580
	  	1.93	%	 	12.00	  	1.16	%	 	68.00	  	0.77	%	 	3.86	%
	 0.650
	  	3.85	%	 	13.50	  	2.31	%	 	67.00	  	1.54	%	 	7.70	%
	 0.730
	  	5.78	%	 	15.00	  	3.47	%	 	66.00	  	2.31	%	 	11.56	%
	 0.800
	  	7.70	%	 	16.50	  	4.62	%	 	65.00	  	3.08	%	 	15.40	%
	 0.880
	  	9.63	%	 	18.00	  	5.78	%	 	64.00	  	3.85	%	 	19.26	%

  
 NONEXEMPT LEVELS
3-10 
  

																	
	 ROA
 Goal =50%

	  	Award Based
on ROA

	 	 	Growth
in Core
Deposits = 30%

	  	 Award Based
on Growth
 in Deposits

	 	 	Effic. Ratio
Goal = 20%

	  	Award Based
On Effic. Ratio

	 	 	Total
Award

	 
	 0.580
	  	1.54	%	 	12.00	  	0.92	%	 	68.00	  	0.62	%	 	3.08	%
	 0.650
	  	2.12	%	 	13.50	  	1.27	%	 	67.00	  	0.85	%	 	4.24	%
	 0.730
	  	2.70	%	 	15.00	  	1.62	%	 	66.00	  	1.08	%	 	5.40	%
	 0.800
	  	3.27	%	 	16.50	  	1.96	%	 	65.00	  	1.31	%	 	6.54	%
	 0.880
	  	3.85	%	 	18.00	  	2.31	%	 	64.00	  	1.54	%	 	7.70	%

  









  
 UNITED BANK 
  
 West Springfield, Massachusetts 
  
 INCENTIVE PLAN 
  
 2005 
  









  
 UNITED BANK 
  
 West Springfield, Massachusetts 
  
 INCENTIVE PLAN 
  
 Table of Contents 
  

			
	 	  	Page


	 Introduction and Highlights of Incentive Plan for 2005
	  	1-2
		
	 Incentive Plan
	  	 
		
	 Section I - Definitions
	  	3   
		
	 Section II - Participation
	  	4   
		
	 Section III - Activating the Plan
	  	4   
		
	 Section IV - Calculation of Awards
	  	4   
		
	 Section V - Distribution of Awards
	  	5   
		
	 Section VI - Plan Administration
	  	5   
		
	 Section VII - Amendment, Modification, Suspension or Termination
	  	5   
		
	 Section VIII - Effective Date
	  	6   
		
	 Section IX - Employer Relations with Participants
	  	6   
		
	 Section X - Governing Law
	  	6   
		
	 Section XI - President’s Discretion
	  	6   
		
	 2005 Performance Goals
	  	Appendix A
		
	 Distribution of Awards
	  	Appendix B

  









  
 UNITED BANK 
  
 West Springfield, Massachusetts 
  
 Introduction and Highlights of 
 Incentive Plan for 2005 
  
 Thomas Warren and Associates has been retained by the United Bank to develop an incentive plan. It is important to examine the benefits which accrue to the organization
through the operation of the incentive plan. 
  

	 	•	 	Provides Motivation: The opportunity for incentive awards provides all employees with the impetus to “stretch” for challenging, yet attainable, goals.


  

	 	•	 	Provides Retention: by enhancing the bank’s competitive compensation posture. 

  

	 	•	 	Provides Team Building: by making the incentive award dependent on the attainment of bank goals, a “team orientation” is fostered among all employees.


  

	 	•	 	Provides Competitive Compensation Strategy: The implementation of incentive arrangements is common in the banking industry today. 

  

 - 1 - 








 The highlights of the incentive plan included in the following pages are as follows: 
  

	 	1.	The recommended plan is competitive compared with similar sized banks and the banking industry in general. 

  

	 	2.	The Board of Directors controls all aspects of the Plan. 

  

	 	3.	All employees are participants with the exception of Personal Bankers and Financial Services Representatives. 

  

	 	4.	The financial criteria necessary for plan operation consists of ROA, Growth in Core Deposits, and Efficiency Ratio Goals. 

  

	 	5.	Award distribution would be made during the first quarter of the following plan year. 

  

	 	6.	The categories of incentive plan participants are as follows: 

  

			
	 Position Level

	  	Range of Bonus Awards


	 Exempt 11
	  	0% - 45%
	 Exempt 10
	  	   0% - 37.5%
	 Exempt 7 - 9
	  	0% - 30%
	 Exempt 3 - 6
	  	   0% - 22.5%
	 Nonexempt 3 - 10
	  	   0% - 10.5%

  

 - 2 - 








  
 UNITED BANK 
 West Springfield, Massachusetts 
  
 The Board of Directors of United Bank has established this Incentive Plan. The purpose of the plan is to meet and exceed financial goals and to promote a superior
level of performance relative to the bank’s competition in its market area. Through payment of incentive compensation beyond base salaries, the plan provides reward for meeting and exceeding the bank’s financial goals as well as
recognition of individual achievements for plan participants. 
  
 SECTION I - DEFINITIONS 
  
 Various terms used in the plan are defined as follows: 
  
 Base Salary: the base salary at the end of the plan year, excluding any bonuses, contributions to employee benefit programs, or other compensation not designated as salary. 
  
 Board of Directors: The Board of Directors of United Bank. 

  
 President & CEO: President and CEO of United
Bank. 
  
 Performance Goals: Those pre-set objectives and
goals which are required to activate distribution of awards under the plan. 
  
 Compensation Committee: The Compensation Committee of the Board of Directors of the Bank. 
  
 Plan Participants: All employees of the bank with the exception of Personal Bankers and the Financial Services Representatives. 
  
 Plan Year: The calendar year. 
  

 - 3 - 








 SECTION II - ELIGIBILITY TO PARTICIPATE 
  
 To be eligible for an award under the plan, a plan participant must be in regular full-time,
reduced full-time or regular part-time service of the bank during the calendar year. If a plan participant leaves the employ of the bank during the plan year, he/she is not eligible to receive an award. However, if the active full-time service with
the bank of a participant in the plan is terminated by death, disability, or retirement, as defined by the United Bank Retirement Plan Summary Plan Descriptions, a pro-rated award will be granted based on active service during the plan year.
Pro-rated awards will also be granted for participants hired during the plan year, if the participant was on an approved leave of absence during the plan year and for those in a reduced full time or regular part time status. 
  
 SECTION III - ACTIVATING THE PLAN 
  
 The operation of the plan is predicated on attaining and exceeding performance goals. The
goals will consist of core deposit growth, total loan growth and a discretionary goal. The performance goals for the plan year are set forth in Appendix A. The plan will activate at .60 ROA for the entire plan. 
  
 SECTION IV - CALCULATION OF AWARDS 
  
 The Compensation Committee designates a rate of distribution for the award. The actual rate
of distribution is based upon bank performance as shown in the matrix (Appendix B). The full Board of Directors will approve the final award distributions. 
  

 - 4 - 








 SECTION V - DISTRIBUTION OF AWARDS 
  
 Distribution of awards will be made during the first quarter following the plan year.
Distribution of the incentive award must be approved by the Board of Directors. In the event of death, any approved award as outlined in Section II for distribution will become payable to the designated beneficiary of the participant as
recorded under the bank’s group life insurance program, or in the absence of a valid designation, to the participant’s estate. 
  
 SECTION VI - PLAN ADMINISTRATION 
  
 The Compensation Committee shall, with respect to the plan, have full power and authority to construe, interpret and manage, control and administer this plan, and to pass
and decide upon cases in conformity with the objectives of the plan under such rules as the Board of Directors of the bank may establish. 
  
 Any decision made or action taken by the Bank, the Board of Directors, or the Compensation Committee arising out of, or in connection with, the administration,
interpretation, and effect of the plan shall be at their absolute discretion and will be conclusive and binding on all parties. 
  
 No member of the Board of Directors, Compensation Committee, or employee of the bank shall be liable for any act or action hereunder, whether of omission or commission,
by a plan participant or employee or by any agent to whom duties in connection with the administration of the plan have been delegated in accordance with the provision of the plan. 
  
 SECTION VII - AMENDMENT, MODIFICATION, SUSPENSION OR TERMINATION 
  
 The bank reserves the right, by and through its Board of Directors to amend, modify,
suspend, reinstate or terminate all or part of the plan. Management will communicate to each participant any amendment, suspension or termination or any material modification of the plan. 
  

 - 5 - 








 SECTION VIII - EFFECTIVE DATE OF THE PLAN 
  
 The effective date of the plan shall be January 1, 2005 and the January 1 of each calendar
year for succeeding plan years. 
  
 SECTION IX -
EMPLOYER RELATION WITH PARTICIPANTS 
  
 Neither establishment nor the
maintenance of the plan shall be construed as conferring any legal rights upon any participant or any person for a continuation of employment, nor shall it interfere with the right of an employer to discharge any participant or otherwise deal with
him/her without regard to the existence of the plan. 
  
 SECTION X - GOVERNING LAW 
  
 Except to the extent pre-empted
under federal law, the provisions of the plan shall be construed, administered and enforced in accordance with the domestic internal law of the Commonwealth of Massachusetts. In the event of relevant changes in the Internal Revenue Code, related
rulings and regulations, or changes imposed by other regulatory agencies affecting the continued appropriateness of the plan and awards made thereunder, the Board may, at its sole discretion, accelerate or change the manner of payments of any unpaid
awards or amend the provisions of the plan. 
  
 SECTION XI - PRESIDENT’S DISCRETION 
  
 The President &
CEO will review the amounts to be awarded to individual participants in the incentive plan. To be eligible for a full award under the plan, a plan participant’s most recent performance appraisal must meet acceptable standards, defined as a
“Meets Most” performance rating. A pro-rated award of 50% will be allowed for a “Meets Some” performance rating. There will be no award if under a written warning at the time the awards are approved by the Board of Directors.

  
 The President may recommend to the Board of Directors an adjustment to a bonus
award for an individual if their performance warrants. Board of Directors may adjust the President & CEO’s bonus award. 
  

 - 6 - 








  
 APPENDIX A 
  
 UNITED BANK 
 West Springfield, Massachusetts 
  
 2005 Performance Goals 
  

					
	 	  	Weight

	 	2005 Goal


	 1) Growth in Core Deposits*
	  	25%	 	5%
	 2) Growth in Total Loans
	  	25%	 	10%
	 3) Discretionary**
	  	50%	 	100% performance

  

	*	already takes into account potential loss of core account dollars due to stock purchase 

  

	**	This goal will be an assessment by the Compensation Committee of the Board as to how the bank did in terms of working through the offering during 2005 

  









  
 Appendix B 
  
 EXEMPT LEVEL 11 
  

																		
	 Growth
in Core
Deposits =
Goal =25%

	  	Award Based
on Growth
in Deposits

	 	 	Growth
in Total
Loans=
Goal =25%

	  	Award Based
on Growth
in Total Loans

	 	 	Discretionary
Goal = 50%

	 	 	Award Based
On Discretionary

	 	 	Total
Award

	 
	 <4.00
	  	0.00	%	 	<8.00	  	0.00	%	 	<80	%	 	0.00	%	 	0.00	%
	 4.00
	  	3.75	%	 	8.00	  	3.75	%	 	80	%	 	7.50	%	 	15.00	%
	 4.50
	  	5.63	%	 	9.00	  	5.63	%	 	90	%	 	11.25	%	 	22.50	%
	 5.00
	  	7.50	%	 	10.00	  	7.50	%	 	100	%	 	15.00	%	 	30.00	%
	 5.50
	  	9.38	%	 	11.00	  	9.38	%	 	110	%	 	18.75	%	 	37.50	%
	 6.00
	  	11.25	%	 	12.00	  	11.25	%	 	120	%	 	22.50	%	 	45.00	%
	 >6.00
	  	11.25	%	 	>12.00	  	11.25	%	 	>120	%	 	22.50	%	 	45.00	%

  
 EXEMPT LEVEL 10

  

																		
	 Growth
in Core
Deposits =
Goal =25%

	  	Award Based
on Growth
in Deposits

	 	 	Growth
in Total
Loans=
Goal =25%

	  	Award Based
on Growth
in Total Loans

	 	 	Discretionary
Goal = 50%

	 	 	Award Based
On Discretionary

	 	 	Total
Award

	 
	 <4.00
	  	0.00	%	 	<8.00	  	0.00	%	 	<80	%	 	0.00	%	 	0.00	%
	 4.00
	  	3.13	%	 	8.00	  	3.13	%	 	80	%	 	6.25	%	 	12.50	%
	 4.50
	  	4.69	%	 	9.00	  	4.69	%	 	90	%	 	9.38	%	 	18.75	%
	 5.00
	  	6.25	%	 	10.00	  	6.25	%	 	100	%	 	12.50	%	 	25.00	%
	 5.50
	  	7.81	%	 	11.00	  	7.81	%	 	110	%	 	15.63	%	 	31.25	%
	 6.00
	  	9.38	%	 	12.00	  	9.38	%	 	120	%	 	18.75	%	 	37.50	%
	 >6.00
	  	9.38	%	 	>12.00	  	9.38	%	 	>120	%	 	18.75	%	 	37.50	%

  









  
 EXEMPT LEVELS 7 - 9

  

																		
	 Growth
in Core
Deposits =
Goal =25%

	  	Award Based
on Growth
in Deposits

	 	 	Growth
in Total
Loans=
Goal =25%

	  	Award Based
on Growth
in Total Loans

	 	 	Discretionary
Goal = 50%

	 	 	Award Based
On Discretionary

	 	 	Total
Award

	 
	 <4.00
	  	0.00	%	 	<8.00	  	0.00	%	 	<80	%	 	0.00	%	 	0.00	%
	 4.00
	  	2.50	%	 	8.00	  	2.50	%	 	80	%	 	5.00	%	 	10.00	%
	 4.50
	  	3.75	%	 	9.00	  	3.75	%	 	90	%	 	7.50	%	 	15.00	%
	 5.00
	  	5.00	%	 	10.00	  	5.00	%	 	100	%	 	10.00	%	 	20.00	%
	 5.50
	  	6.25	%	 	11.00	  	6.25	%	 	110	%	 	12.50	%	 	25.00	%
	 6.00
	  	7.50	%	 	12.00	  	7.50	%	 	120	%	 	15.00	%	 	30.00	%
	 >6.00
	  	7.50	%	 	>12.00	  	7.50	%	 	>120	%	 	15.00	%	 	30.00	%

  
 EXEMPT LEVELS 3 - 6

  

																		
	 Growth
in Core
Deposits =
Goal =25%

	  	Award Based
on Growth
in Deposits

	 	 	Growth
in Total
Loans=
Goal =25%

	  	Award Based
on Growth
in Total Loans

	 	 	Discretionary
Goal = 50%

	 	 	Award Based
On Discretionary

	 	 	Total
Award

	 
	 <4.00
	  	0.00	%	 	<8.00	  	0.00	%	 	<80	%	 	0.00	%	 	0.00	%
	 4.00
	  	1.88	%	 	8.00	  	1.88	%	 	80	%	 	3.75	%	 	7.50	%
	 4.50
	  	2.81	%	 	9.00	  	2.81	%	 	90	%	 	5.63	%	 	11.25	%
	 5.00
	  	3.75	%	 	10.00	  	3.75	%	 	100	%	 	7.50	%	 	15.00	%
	 5.50
	  	4.69	%	 	11.00	  	4.69	%	 	110	%	 	9.38	%	 	18.75	%
	 6.00
	  	5.63	%	 	12.00	  	5.63	%	 	120	%	 	11.25	%	 	22.50	%
	 >6.00
	  	5.63	%	 	>12.00	  	5.63	%	 	>120	%	 	11.25	%	 	22.50	%

  
 NONEXEMPT LEVELS
3-10 
  

																		
	 Growth
in Core
Deposits =
 Goal =25%

	  	Award Based
on Growth
in Deposits

	 	 	 Growth
in Total
Loans=
 Goal =25%

	  	Award Based
on Growth
in Total Loans

	 	 	Discretionary
Goal = 50%

	 	 	Award Based
On Discretionary

	 	 	Total
Award

	 
	 <4.00
	  	0.00	%	 	<8.00	  	0.00	%	 	<80	%	 	0.00	%	 	0.00	%
	 4.00
	  	0.88	%	 	8.00	  	0.88	%	 	80	%	 	1.75	%	 	3.50	%
	 4.50
	  	1.31	%	 	9.00	  	1.31	%	 	90	%	 	2.63	%	 	5.25	%
	 5.00
	  	1.75	%	 	10.00	  	1.75	%	 	100	%	 	3.50	%	 	7.00	%
	 5.50
	  	2.19	%	 	11.00	  	2.19	%	 	110	%	 	4.38	%	 	8.75	%
	 6.00
	  	2.63	%	 	12.00	  	2.63	%	 	120	%	 	5.25	%	 	10.50	%
	 >6.00
	  	2.63	%	 	>12.00	  	2.63	%	 	>120	%	 	5.25	%	 	10.50	%