Exhibit
      10.1.21





[Strategic
      Energy, LLC Logo]











**EXECUTIVE
      COMMITTEE**


**LONG-TERM
      INCENTIVE PLAN**


**January
      1, 2007**





**OBJECTIVE**


The
      Strategic Energy LLC (SE) Long Term Incentive Plan (Plan) is designed to reward
      sustained value creation by providing competitive incentives for the achievement
      of long-term financial and operational performance goals. By providing
      market-competitive target awards, the plan supports the attraction and retention
      of talent critical to achieving SE’s strategic business objectives.





Eligible
      participants include executives as approved by the Compensation and development
      Committee (Committee) of the Board of Directors.





**TARGET
      AWARDS**


Award
      levels will be approved by the CEO and set forth as a percentage of the
      participant’s base salary at target. The percentage will vary based upon
      organizational responsibilities and market-compilation based upon industry
      data.
      Awards will be paid based upon performance. The annual target award percentage
      of base salary is stated in the participant’s original offer or information
      change letter. The target award will be granted 50% in performance shares and
      50% in cash. The number of performance shares will be determined at the date
      of
      the grant based upon the GPE stock price. Dividends will accrue quarterly on
      the
      performance shares and will be paid at the end of the performance period in
      accordance with the number of performance shares earned, if any.





**PERFORMANCE
      GOALS**


The
      award
      payout under the Plan will be determined by the proposed goals in the attached
      Appendix I. Performance at target will produce 100% of award and the level
      of
      such award can be increased or decreased (pro-rated) based upon performance.
      The
      maximum award is 300% of target value. Example: If, in the plan period, one
      of
      four components gets to the 300% cumulative target, then 300% is paid on that
      one component. If the other three components come in at target, then those
      three
      components pay out at 100% and the one component at 300%.





Total
      shareholder return is compared to an industry peer group of the Edison Electric
      Institute (EEI) index of electric companies, during a three-year measurement
      period. At the end of the three-year measurement period, GPE will assess its
      total shareholder return compared to the EEI index. Depending upon how GPE
      ranks, the payout percentages will be determined in accordance with the schedule
      indicated. There will not be any payout for a negative return over the
      three-year performance period.





Performance
      criteria are fixed for the duration of the three-year period and will only
      be
      changed upon the approval of the Committee.





**PLAN
      GUIDELINES**


|1. | It
              is anticipated a new three-year plan will be instituted each year,
              with
              applicable payouts in the first quarter of the year following the
              conclusion of each three-year plan.
|-- | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

|2. | For
              calculation purposes, base salaries effective January 1stof
              the year of grant will be applied.
|-- | ------------------------------------------------------------------------------------------------------------------------------

|3. | The
              award percentage of base salary is stated in the participant’s original
              offer or information change letter.
|-- | -------------------------------------------------------------------------------------------------------------------------------------------

|4. | You
              must be on active payroll at the time of disbursement to be eligible
              for
              payment.
|-- | -------------------------------------------------------------------------------------------------------------------------------

|5. | The
              50% cash incentive will be in cash, less applicable taxes and
              withholdings.
|-- | -----------------------------------------------------------------------------------------------------------

|6. | Following
              the end of the performance period, performance shares, as determined
              by
              the performance against the performance criteria at the end of the
              period,
              will be paid in shares of GPE common stock as determined by the Great
              Plains Energy Compensation and Development Committee. Dividend equivalent
              units over the performance period will be figured on the final number
              of
              shares earned and will be paid in cash. Approved awards will be paid
              to
              each participant as soon as practicable after the end of the performance
              period and after the Committee has certified the performance against
              the
              performance criteria. The Company will be authorized to withhold the
              amount of withholding taxes due in respect of an award or payment and
              to
              take other actions as may be necessary in the opinion of the company
              to
              satisfy all obligations for the payment of
              taxes.
|-- | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

|7. | Any
              eligible participant hired on or after July 1 of a plan year will be
              eligible for participation in the following year’s three-year
              plan.
|-- | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

|8. | For
              calculation purposes, each goal will have a maximum percentage payout
              as
              identified up to 300%. Achievement of any goal below the minimum
              percentage will receive 0% payout. Any goal attainment between the
              established minimum and maximum percentage payout will be pro-rated
              between each threshold.
|-- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

7.
            The
                goals established for the plan period are fixed for the duration
                of the
                period and will only be changed by theCommittee.


8.
            The
                Committee has the exclusive right to modify, change, or alter this
                Plan at
                any time. This Plan will not be construed as an employment
                contract.
















[Strategic
      Energy, LLC Logo]














**LONG-TERM
      INCENTIVE OBJECTIVES - 2007**


**APPENDIX
      I**








Goal
            %
                Allocation
            Measures
            Payout
                %Cumulative
                pre-tax net income
              ($
                millions)
            25%
            (1)
              (1)
              (1)
              (1)
            50%
              100%
              200%
              300%Return
                on Invested Capital
            25%
            (1)
              (1)
              (1)
              (1)
            50%
              100%
              200%
              300%Total
                Shareholder Return
            25%
            35thpercentile
              50thpercentile
              65thpercentile
              81stpercentile
            50%
              100%
              150%
              200%MWhs
                under management by
              December
                31, 2009 ($ millions)
            25%
            (1)
              (1)
              (1)
              (1)
            50%
              100%
              200%
              300%





(1)
      Confidential information