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ADC TELECOMMUNICATIONS

MANAGEMENT INCENTIVE PLAN DOCUMENT

FISCAL YEAR 2001  





 
 
 

ADC TELECOMMUNICATIONS
  MANAGEMENT INCENTIVE PLAN DOCUMENT
  FISCAL YEAR 2001    
  



PLAN NAME AND EFFECTIVE DATE  


    The name of this Plan is the ADC Telecommunications, Inc. ("Company"), Management Incentive Plan—Fiscal Year ("FY") 2001, effective
November 1, 2000 through October 31, 2001. 


PURPOSE  


    The purpose of the Plan is to provide, with full regard to the protection of shareholder's investments, a direct financial incentive for eligible managers and
key employees to make a significant contribution to the Company's established goals. 



ELIGIBILITY  


    For Fiscal Year 2001 eligibility is limited to regular (not temporary) executives and certain management and higher-level individual contributor positions. In
order to be eligible, you can not participate in any other ADC incentive plan other than the stock option program and must be employed in an eligible
job no later than October 1, 2001. Participation is communicated to you through an incentive opportunity statement ("Participant Form"), which provides a statement of the target incentive level
for your job and of the relevant performance goals. 



TIME OF PAYMENT  


    Payments which become due under this Plan are made as soon as administratively feasible following the close of the Company's fiscal year. In the past, this
payment date has generally occurred in late December. 


PLAN GOALS  


    The Plan reinforces the key goals that support ADC's long-term strategic plans. These goals differ across business groups and are listed on the
Participant Form attached to this document. The goal weights and the threshold, target, and maximum performance levels also are specified on the attachment. 



    Economic
Value Added (EVA) is a key measure of ADC success. Simply stated, EVA is a financial measure of the economic return ADC produces after taking into account the cost of all the
capital used to produce the return. A certain level of improvement in Economic Value Added as compared to the previous fiscal year (EVAI) is an important goal under this Plan. 


Individual Performance  


    In addition to the business performance goals, an individual performance factor might be applied to the calculation of your MIP payout. This is an optional
feature of the Plan, and each business group can determine if and under what circumstances it will be used. The factor ranges from 50% to 150% of your overall payout. 


MINIMUM PERFORMANCE PAYOUT REQUIREMENTS  


    To ensure protection of shareholder interest before an incentive payout can be generated, the following criteria must be met: (1) ADC EVA must be
positive, and (2) performance on at least one of the core goals (EVAI or revenue) must be at or above the threshold level. 


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CALCULATION OF PAYMENTS  


    Prior to making any payments under this Plan, the Board of Directors must agree that the claimed performance levels have been achieved. The size of your award
will be based on four factors: 



	1.
	Target Incentive Opportunity—expressed as a percentage of an individual's FY 2001 eligible base salary earnings. This is
noted on the attachment to this Plan summary.



	2.
	FY2001 Eligible Base Salary Earnings. This is the amount actually paid to you during the fiscal year in Base Salary. Base Salary for
purposes of this Plan excludes any salary continuation pay paid by ADC payroll and any disability insurance paid by an insurer.



	3.
	Business Performance against the established goals.



	4.
	The Individual Performance Factor, which might or might not be considered by your business group. 




    The
range of potential awards can be from zero to three times your target award. At target business and individual performance, the award would be 100% of the stated target percent of
your Base Salary Earnings. 


    This
can be displayed as follows for the business performance factors: 



	Threshold
	 	Target
	 	Maximum

	0% of Target Incentive Opportunity	 	100% of Target Incentive Opportunity	 	300% of Target Incentive Opportunity





	•
	Results
between threshold-target and target-maximum are interpolated for each goal.



	•
	Your
individual target incentive opportunity is indicated on your participant form 




    Here
is an example of a hypothetical award calculation. Refer to the attached Goal Sheet for the performance factors and weightings that apply to you. 


    Assume
we have a Business Group Plan participant with the following facts: 



	Grade:	 	15
	Target Payout:	 	15% of base salary earnings
	Base Salary Earnings:	 	$60,000
	ADC EVA is positive.	 	 
	 	 	 






	Goal
 
	 	Weight
	 	Achievement
	 
	 
	 	 
	 	(As a % of Target)
 
	 
	ADC EVA Improvement	 	30	%	100.4	%
	Group EVA Improvement	 	30	%	100.8	%
	Group Revenue	 	20	%	110.2	%
	Key Division Goal	 	20	%	99.8	%
	 	 	 	 	
	 
	Overall Result as % of Target	 	 	 	102.4	%
	Individual Performance Factor	 	 	 	100	%






Calculation
of Payment: 


    $60,000
(FY Base Salary Earnings) × 15% (Target Incentive Opportunity) × 102.4% (Overall Result as a % of
Target) × 100% (Individual Performance Factor) = $9,216. 


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EFFECT OF CHANGES IN EMPLOYMENT STATUS  


    Termination of Employment.  If you leave employment with ADC for any reason other than death prior to the end of the
Fiscal Year, you will not receive an award under the Plan. 


    Change in Job Within the Company but not Eligible for the Management Incentive Plan.  A participant, who changes jobs
within the Company but is not eligible for this Plan, retains the right to a pro rata payout for full months served under this Plan. The first of the month will be used as the basis for rounding to
full months. If terms are inconsistent with those other plans, ADC reserves the full authority to define the appropriate prorating. 



    Change Based upon Promotion or Demotion to Another MIP Eligible Position with the Same MIP Goals.  A current participant
who is promoted or demoted from a MIP eligible position to another MIP eligible position with the same MIP goals during the fiscal year has a pro rata calculation of payment based upon the full months
of service in each position during the Fiscal Year, provided at least three months was served in each position. The 1st of the month will be used as the basis for rounding to full
months. If a participant is in an eligible position for less than three months during the fiscal year, the payment calculation is based on the incentive level of the position served in the longest. 



    Change Based upon a Transfer to Another Position or ADC group with Different MIP Goals.  A transfer is defined as a
change in position which results in the MIP participant working under new MIP goals. How a transfer payout is calculated is based on the quarter in which the effective date occurs. To minimize
compensation issues related to the movement of executives and key managers between business units and groups, the following guidelines will be used: 



	Fiscal Year Qtr

of Effective Date
 
	 	Impact on MIP

Payout Calculation

	1st Quarter	 	Payout is based on the new MIP goals for the entire fiscal year
	2nd & 3rd Quarter	 	The participant's payout for the period prior to the effective date of the transfer will be based on the old Plan goals applied to months of service. The participant's payout for service after the
effective date of the transfer will be based on the overall MIP results of the old goals and job or the new goals and job, whichever results in a higher payout for the participant. For this comparison, the calculation will be made using annual
earnings (prorated for number of full months eligibility) multiplied by new and old goal performance and target incentive levels. The 1st of the month will be used as the basis for rounding to full months.
	4th Quarter	 	Payout is based on the old MIP goals for the entire fiscal year





    Death.  If you die during the fiscal year and were a participant at the time of your death, your heirs as determined by
will or applicable laws of descent and distribution have a pro-rata calculation of payment based upon the time that you served in the eligible position during the fiscal year. 


COMPLIANCE WITH SECTION 162(M) OF THE INTERNAL REVENUE CODE OF 1986  


    If a current Plan year payout causes your total cash compensation to exceed one million dollars in the Fiscal Year, you must defer the portion that exceeds the
one million dollars in the ADC Telecommunications Deferred Compensation Plan. 


ADMINISTRATION  


    A Management Incentive Plan Committee ("Committee") appointed and authorized by the Company's Board of Directors will administer this Plan. Subject to the
complete and full discretion of 


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the Board of Directors, the Committee is authorized to make all decisions as required in administration of the Plan and to exercise its discretion to define, interpret, construe, apply and make any
exceptions to the terms of the Plan. 


AMENDMENT OR TERMINATION OF PLAN  


    The Board of Directors reserves and retains the right to modify, rescind or terminate this plan in whole or in part, at its sole discretion. Nothing in this
Plan limits this right in any way or creates any right to any employee of future participation in this Plan or any other plan, or constitutes any guarantee of compensation or employment with ADC.
Further, neither the Board of Directors nor the Company has any obligation under this Plan or otherwise to adopt this or any other plan in any future fiscal year. 


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ADC TELECOMMUNICATIONS MANAGEMENT INCENTIVE PLAN DOCUMENT FISCAL YEAR 2001