Form of Incentive Compensation Plan Goals



 Exhibit 10.14 
 

 
 FORM OF ANNUAL INCENTIVE COMPENSATION PLAN GOALS 
 Corporate Goals 
 I. Bank Profitability Goal (X%) 

The Bank profitability goal is measured as pre-SFAS 133 adjusted ROE (excluding extraordinary items), with a sliding scale to recognize the effect of changes in spread
and net income due to changes in LIBOR, while emphasizing factors controlled by management. 
 Various LIBOR Scenarios 
  

							
	  	  	LIBOR < xx%	  	LIBOR = xx% -yy%	  	LIBOR > yy%
	 Pre SFAS 133 adjusted ROE (excluding impact
 of extraordinary items) spread to LIBOR
	  		  		  	
				
	 MINIMUM
	  	X	  	X	  	X
				
	 Pre SFAS 133 adjusted ROE (excluding impact
 of extraordinary items) spread to LIBOR
	  		  		  	
				
	 TARGET
	  	X	  	X	  	X
				
	 Pre SFAS 133 adjusted ROE (excluding impact
 of extraordinary items) spread to LIBOR
	  		  		  	
				
	 MAXIMUM
	  	X	  	X	  	X

 II. Advances Penetration Goal (X%) 
 Advances penetration is measured by calculating an average ratio of total advances outstanding for each eligible member. This approach provides incentive to market advance products to the entire membership, as each
customer is given an equal weighting regardless of asset size or outstanding advances. 
 The recommended goals are as follows: 
  

						
	 Minimum
	  	X	%	 	(X% growth)
	 Target
	  	X	%	 	(X% growth)
	 Maximum
	  	X	%	 	(X% growth)

  

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 Sales Goals (X%) 
 I. Increase the number of cash management products and services sold by the following amount: 
  

					
		 	Minimum	  	X
		 	Target	  	X
		 	Maximum	  	X

 II. Increase member utilization of FHLBAccess (X%) 
 Increase the number of members initiating wire transfer and safekeeping transactions by the following amount: 
  

					
		 	Minimum	  	X
		 	 Target
	  	X
		 	 Maximum
	  	X

 III. National Account Advances (X%) 
 Participant(s) will receive an award based on the Bank’s achievement of its profitability goal as described in the Corporate goals and on growth in
advances to national accounts. 
 Growth in Advances to National Accounts (X%) 
  

					
	Tier I	  		  	
			
	 Payment pursuant to this goal is calculated as follows:
	  		  	
	  
 X% of the total increase in average advances outstanding to national accounts
from January 1 to December 31
	  	X	  	 Number of customers that increased advances
                 Total customers

			
		  		  	
			
	Tier II	  		  	
			
	 Payment pursuant to this goal is calculated as follows:
	  		  	
	  
 X% of the total increase in average advances outstanding to national accounts
from January 1 to December 31
	  	X	  	 Number of customers that increased advances
                 Total
customers

			
		  		  	

  

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 VI. Incentive Compensation Plan Participants and Award Opportunities 
 The table below reflects award opportunities for the Bank-wide, Executive and Sales Incentive Plans. Award opportunities are expressed as a percentage of annual base
salary earned during the plan year. 
  

							
	 Level
	  	 Award
Opportunities
 (%)
 (min. / target / max.)

	 President*
	  	30	  	45	  	65
	 Executive Vice President
	  	20	  	35	  	45
	 Senior Vice President
	  	15	  	30	  	40
	 SVP, Dir. Internal Audit (1)
	  	15	  	30	  	40
	 First Vice President
	  	15	  	25	  	35
	 Vice President
	  	12	  	20	  	25
	 Vice President, Internal Audit (1)
	  	12	  	20	  	25
	 Assistant Vice President
	  	8	  	15	  	20
	 Banking Officer
	  	6	  	10	  	15
	 Sales Incentive Plan
	  	10	  	25	  	40
	 Cash Management Services Plan
	  	10	  	25	  	40
	 National Account Sales (2)
	  	5	  	12.5	  	20
	 Bank-wide Incentive Plan
	  	2	  	5	  	8



	(1)	Includes a 40% weighting on corporate goals and 60% weighting on individual goals. 


	(2)	Includes profitability component only. 

  

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