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Exhibit 10.79
 U S AIRWAYS GROUP, INC.
Performance-Based Award Plan
(Amended and Restated Effective November 2, 2005)
 Section I. Purpose
  
    
    Focus management efforts on the creation of long-term stockholder value.
    
    Encourage strategic decision-making by providing rewards for the long-term
achievement of Company goals.
  Section II. Eligibility Criteria
   Section III. Award Levels
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Award Levels Expressed as  Percentages of Base Salary
 Officer Level
    
    Threshold
    
    Target
    
    MaximumCEO
    
    54%
    
    125%
    
    200%EVP
    
    43%
    
    100%
    
    175%SVP
    
    30%
    
    70%
    
    140%VP
    
    20%
    
    45%
    
    90%
  Section IV. Award Calculation
  A)
    
    Performance Cycles and Transition Performance CyclesA performance cycle, over which TSR is measured, is the three-year period beginning January
1 of a given year and ending December 31 of the second following year (each a Performance
Cycle). The Committee, in its sole discretion, may authorize Performance Cycles, and it is
anticipated, although not assured, that a three-year Performance Cycle will begin each
January 1.All officers of the Company (or an Affiliate) otherwise eligible to participate in the Plan
will be eligible to participate in a special Performance Cycle commencing September 27,
2005, and ending December 31, 2008.
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In addition to the Performance Cycles described in the preceding paragraphs, there will be
two transition performance cycles over which TSR is measured (each a Transition Performance
Cycle). Those officers who were not entitled to participate in Performance Cycles
beginning before September 27, 2005, will be eligible to participate in two Transition
Performance Cycles beginning on September 27, 2005, and ending on December 31, 2006, and
December 31, 2007, respectively.B)
    
    Peer Group and Award Payout PercentagesThe competitive peer group consists of the following thirteen companies: AirTran, Alaska,
American, ATA Holdings, Continental, Delta, Frontier, Hawaiian, JetBlue, Midwest Express,
Northwest, Southwest, and United. Such competitive peer group is subject to modification,
in the Committees sole discretion, to take account of unforeseen events such as mergers,
dispositions, bankruptcies and other significant business changes.Award payout percentages will be based on the TSR of the Company relative to the TSRs of
competitive peer group companies, as follows:
 Company TSR
    
    
    
    

Payout
as a %Relative Rank
    
    
    
    
    of Base SalaryVP
    
    SVP
    
    EVP
    
    CEO1 of 14
    
    90
%
    
    140
%
    
    175
%
    
    200
%
    
    Maximum2 of 14
    
    82.5
%
    
    128.33
%
    
    162.5
%
    
    187.5
%3 of 14
    
    75
%
    
    116.67
%
    
    150
%
    
    175
%4 of 14
    
    67.5
%
    
    105
%
    
    137.5
%
    
    162.5
%5 of 14
    
    60
%
    
    93.33
%
    
    125
%
    
    150
%6 of 14
    
    52.5
%
    
    81.67
%
    
    112.5
%
    
    137.5
%7 of 14
    
    45
%
    
    70
%
    
    100
%
    
    125
%
    
    Target8 of 14
    
    38.75
%
    
    60
%
    
    86
%
    
    108
%9 of 14
    
    32.5
%
    
    50
%
    
    71
%
    
    89
%10 of 14
    
    26.25
%
    
    40
%
    
    57
%
    
    71
%11 of 14
    
    20
%
    
    30
%
    
    43
%
    
    54
%
    
    Threshold12 of 14
    
    0
%
    
    0
%
    
    0
%
    
    0
%13 of 14
    
    0
%
    
    0
%
    
    0
%
    
    0
%14 of 14
    
    0
%
    
    0
%
    
    0
%
    
    0
%
  Section V. Award Payment Timing, Early Payment and Termination
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Section VI. Plan Administration
  provided,
however,
 Section VII. Absence of Plan Funding; No Equity Interest
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Section VIII. No Transferability
  Section IX. No Employment Rights
  Section X. Interpretation, Amendment and Termination
  provided, however,
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