Exhibit 10.07



 





Exhibit 10.07




February 2007




MARTIN MARIETTA MATERIALS, INC.




AMENDED AND RESTATED EXECUTIVE INCENTIVE PLAN





	I.	 	PURPOSE
	 
	 	 	The purpose of the Martin Marietta Materials, Inc. Executive Incentive Plan (the “Plan”) is
to enhance profits and overall performance by providing for its key management an additional
inducement for achieving and exceeding Martin Marietta Materials, Inc. (“MMM” or the
“Corporation”) performance objectives. Additionally, the Plan will allow a level of
compensation that is appropriate when compared with compensation levels of other comparable
organizations.
	 
	II.  	 	STANDARD OF CONDUCT AND PERFORMANCE EXPECTATION






	 	A.	 	It is expected that the business and individual goals and objectives
established for this Plan will be accomplished in accordance with the Corporation’s
policy on ethical conduct in business. It is a prerequisite before any award can be
considered that a participant will have acted in accordance with the Martin Marietta
Materials, Inc. Code of Ethics and Standards of Conduct and fostered an atmosphere to
encourage all employees acting under the participant’s supervision to perform their
duties in accordance with the highest ethical standards. Ethical behavior is
imperative. Thus, in achieving one’s goals, the individual’s commitment and adherence
to the Corporation’s ethical standards will be considered paramount in determining
awards under this Plan.
	 
	 	B.	 	Plan participants whose individual performance is determined to be less than
acceptable are not eligible to receive incentive awards.






	III.	 	EFFECTIVE DATE
	 
	 	 	The Plan will become effective each year commencing January 1.
	 
	IV.	 	BASIC PROGRAM ELIGIBILITY
	 
	 	 	Subject to the discretion of the Chief Executive Officer of the
Corporation, an employee will be eligible to participate in the Plan
for any Plan year in which the employee is classified no later than
July 1 of that year as one of the following:





President

Vice President

General Manager

Director

Others recommended by a Corporate Officer





	 	 	A Corporate Officer is any elected officer of the Corporation.





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	V.  	 	BASIS FOR AWARDS
	 
	 	 	Awards will be paid based on the actual base salary paid to each participant during each
Plan year, and will be determined based on the following criteria:





	 	 	 	 	 
	A.	 	Responsibility	 	Target Incentive Award
	 	 	Level	 	(% of Annual Salary)
	 

	 	Chief Financial Officer
	 	80-100%
	 
	 	 	 	 
	 

	 	Division Presidents
	 	60%-80%
	 
	 	 	 	 
	 

	 	Designated VPs of major functions
reporting to the Corporation’s President
(Corporate Unit Head)
	 	60%-80%
	 
	 	 	 	 
	 

	 	Vice President/General Manager
reporting to a Division President or
Corporate Unit Head
	 	40%-50%
	 
	 	 	 	 
	 

	 	Designated Directors/General
Managers/Vice Presidents
	 	30%-50%
	 
	 	 	 	 
	 

	 	Other Directors/Managers
	 	30%-35%







	     	 	The award percentages noted above may be adjusted up or down subject to the discretion of
the Chief Executive Officer of the Corporation.






	 	B.	 	Available Award
	 
	 	 	 	Total incentive awards will be based on a combination of the performance of MMM, the
Operating Unit (as defined below), the Corporate Unit (as defined below) and the
individual, depending on the position occupied by the participant and other factors
described below. An “Operating Unit” is an operating unit(s) of the Corporation for
which the individual is responsible (for example, one or more segments, divisions,
regions, districts, etc.) as designated by the Chief Executive Officer. A “Corporate
Unit” is a non-operating unit(s) of the Corporation for which the individual is
responsible (for example, one or more of finance, legal, marketing, purchasing, etc.)
as designated by the Chief Executive Officer. The portion of the total award
determined by the performance of MMM, the Operating Unit, the Corporate Unit and the
individual is outlined below.





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	 	1.	 	Operating Units 
	 
	 	 	 	For Division Presidents, participants reporting to Division Presidents, and
participants whose work is primarily related to an Operating Unit, the award
will be based on the following:





	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Operating Unit	 	 	Division	 	 	MMM	 	 	Individual	 
	 	 	Performance	 	 	Performance	 	 	Performance	 	 	Performance	 
	Divisions
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Line Management
	 	 	50	%	 	 	—	 	 	 	25	%	 	 	25	%
	Staff
	 	 	37.5	%	 	 	—	 	 	 	25	%	 	 	37.5	%
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Areas, Districts &
Regions
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Line Management
	 	 	50	%	 	 	12.5	%	 	 	12.5	%	 	 	25	%
	Staff
	 	 	37.5	%	 	 	12.5	%	 	 	12.5	%	 	 	37.5	%







	 	2.	 	Corporate Units
	 
	 	 	 	For individuals reporting to the Chief Executive Officer who are responsible
for a Corporate Unit and are not in an Operating Unit (“Corporate Unit head”),
participants reporting to a Corporate Unit head, and participants whose work
is primarily related to the Corporation, the award will be based on the
following:






	 	•	 	Fifty percent (50%) of the award will be based on MMM performance, as
defined in Paragraph V.C.1 below.
	 
	 	•	 	Fifty percent (50%) of the award will be based on individual
performance, as defined in Paragraph V.C.2 above.






	 	3.	 	Combined Responsibilities
	 
	 	 	 	For individuals who have responsibilities described in both Paragraphs V.B.1
and V.B.2 above, the award will be based on the following:






	 	•	 	Sixty-five percent (65%) of the award will be based on the performance
of MMM and the Operating Unit(s) which that individual is responsible, as
defined in Paragraph V.C.1 below.
	 
	 	•	 	Thirty-five percent (35%) of the award will be based on individual
performance, as defined in Paragraph V.C.2 below.





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	 	C.	 	Performance Criteria






	 	1.	 	MMM, Operating Units and Corporate Units 
	 
	 	 	 	MMM, Operating Unit and Corporate Unit performance will be measured by profit
contribution, cash flow, sales and production metrics and/or other appropriate
financial performance, return, safety and other factors reflecting the
performance of the Corporation, Operating Unit and Corporate Unit.
	 
	 	 	 	The Management Development and Compensation Committee of the Board of
Directors will determine the percentage that was achieved by MMM and the Chief
Executive Officer of the Corporation will determine the percentage that was
achieved by the Operating Units and the Corporate Units, each based on an
assessment of the factors listed above and on a subjective evaluation of the
overall contribution to the Corporation and will apply that percentage to the
portion of the total award that is available for MMM, the Operating Unit(s)
and/or the Corporate Unit(s) as outlined in Paragraph V.B. above.
	 
	 	2.	 	Individual Performance
	 
	 	 	 	The portion of the total award based on individual performance, if applicable,
will be based on an assessment of the actual achievement of the individual
relative to quantitative, measurable goals established for the Plan year,
conduct in accordance with the Corporation’s Code of Ethics and Standards of
Conduct and a subjective evaluation of the relative significance of one’s
efforts in respect to its bearing on the overall Corporation, Operating
Unit(s) and/or Corporate Unit(s).
	 
	 	 	 	The Chief Executive Officer will determine the percentage that was achieved by
the individual based on an assessment of the factors listed above and on a
subjective evaluation of the overall contribution of the individual, and will
apply that percentage to the portion of the total award that is available for
the individual, as outlined in Paragraph V.B. above.






	 	D.	 	Discretion of the Chief Executive Officer
	 
	 	 	 	Subject to approval by the Management Development and Compensation Committee of the
Board of Directors, the Chief Executive Officer of the Corporation may modify the
percentage of available award for any or all of the MMM, Operating Unit, Corporate
Unit and/or individual awards, based on an assessment of organizational and/or
individual contribution. The participant’s individual performance may impact the
percent of available MMM, Operating Unit and/or Corporate Unit award. The
performance of MMM, the Operating Unit and/or Corporate Unit may impact the percent
of available individual award.
	 
	 	E.	 	Payment of Awards
	 
	 	 	 	Awards under the Plan shall be payable in a lump sum, excluding the amounts, if any,
credited on an elective or non-elective basis to stock units pursuant to the Martin
Marietta





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	 	 	 	Materials, Inc. Incentive Stock Plan, as soon as practicable following the close of
the Plan year.
	 
	 	F.	 	Changes in Participation
	 
	 	 	 	An employee must be a full-time employee of the Corporation on December 31 of the
Plan Year to be eligible to participate in the Plan. It is recognized that during a
Plan year, individual changes in the eligibility group may occur as participants
change jobs or terminate through death, retirement or other reasons. As these
circumstances occur, the Chief Executive Officer of the Corporation may, in his
discretion, give consideration to grant the award under the Plan and/or to adjust the
amount of incentive award paid.
	 
	 	 	 	Persons in the eligibility group hired during a Plan year may be eligible for an
award under the Plan in that year at the discretion and approval of the Chief
Executive Officer.





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