|   | · | 100%      achievement of the targets for the Objectives and individual strategic      initiatives. |
|--------|--------|----------------------------------------------------------------------------------------------------|

|   | · | 110%      achievement of the targets for the Objectives and individual strategic      initiatives. |
|--------|--------|----------------------------------------------------------------------------------------------------|

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| · |  The      site, segment and Corporation exceed all financial and strategic goals by      110% or greater,      and |
|--------|------------------------------------------------------------------------------------------------------------------------------|

| · | Individual      performance is at a superior level as determined by the executive’s      immediate supervisor, upon recommendation by the Chairman & CEO, the      President & COO and the Sr. Vice President, CFO & Treasurer and as      approved by the Committee, subject to the Corporation’s ability to      pay. |
|--------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | · | Objectives – Eighty      percent (80%) of the potential incentive payment amount is based on the      attainment of specified levels of four financial metrics weighted as set      forth below: |
|--------|--------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 1. | EBIT (earnings before interest      and taxes) –  weighed at30% |
|--------|----|---------------------------------------------------------------------------------|

|   | 2. | Operating Cash Flow      (EBITDA), defined as earnings before interest, taxes, depreciation      and amortization, plus or minus the change in working capital and related      operating non-current assets and liabilities (exclusive of cash) less      capital expenditures – weighed at30% |
|--------|----|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

|   | 3. | Bookings – weighed at      20% |
|--------|----|--------------------------------------|

|   | 4. | Operating Margin –      weighed at 20% |
|--------|----|----------------------------------------------|

|   | · | Individual Strategic      Initiatives – Twenty percent (20%) of the potential incentive      payment amount is based on the attainment of specified individual      strategic initiatives. |
|--------|--------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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|                      | EBIT (30%)              | OPERATING CASH FLOW (30%) | BOOKINGS (20%)          | OPERATING MARGIN (20%) |                    |
|---------------------------|-------------------------|---------------------------|-------------------------|------------------------|-------------------------|
|                      | %      of plan realized | %      of base            | %      of plan realized | %      of base         | %      of plan realized | %      of base | %      of plan realized | %      of base | Total      % of Base |
|                      |                    |                      |                    |                   |                    |   |   |   |   |
| Minimum      Threshold    | 80%                     | 0.19%                     | 80%                     | 0.19%                  | 80%                     | 0.13% | 80% | 0.13% | 0.64% |
|                      | 81%                     | 0.36%                     | 81%                     | 0.36%                  | 81%                     | 0.24% | 81% | 0.24% |   |
|                      | 82%                     | 0.54%                     | 82%                     | 0.54%                  | 82%                     | 0.36% | 82% | 0.36% |   |
|                      | 83%                     | 0.71%                     | 83%                     | 0.71%                  | 83%                     | 0.47% | 83% | 0.47% |   |
|                      | 84%                     | 0.88%                     | 84%                     | 0.88%                  | 84%                     | 0.59% | 84% | 0.59% |   |
|                      | 85%                     | 1.06%                     | 85%                     | 1.06%                  | 85%                     | 0.70% | 85% | 0.70% |   |
|                      | 86%                     | 1.23%                     | 86%                     | 1.23%                  | 86%                     | 0.82% | 86% | 0.82% |   |
|                      | 87%                     | 1.40%                     | 87%                     | 1.40%                  | 87%                     | 0.93% | 87% | 0.93% |   |
|                      | 88%                     | 1.57%                     | 88%                     | 1.57%                  | 88%                     | 1.05% | 88% | 1.05% |   |
|                      | 89%                     | 1.75%                     | 89%                     | 1.75%                  | 89%                     | 1.16% | 89% | 1.16% |   |
|                      | 90%                     | 1.92%                     | 90%                     | 1.92%                  | 90%                     | 1.28% | 90% | 1.28% |   |
|                      | 91%                     | 2.88%                     | 91%                     | 2.88%                  | 91%                     | 1.92% | 91% | 1.92% |   |
|                      | 92%                     | 3.84%                     | 92%                     | 3.84%                  | 92%                     | 2.56% | 92% | 2.56% |   |
|                      | 93%                     | 4.80%                     | 93%                     | 4.80%                  | 93%                     | 3.20% | 93% | 3.20% |   |
|                      | 94%                     | 5.76%                     | 94%                     | 5.76%                  | 94%                     | 3.84% | 94% | 3.84% |   |
|                      | 95%                     | 6.72%                     | 95%                     | 6.72%                  | 95%                     | 4.48% | 95% | 4.48% |   |
|                      | 96%                     | 8.64%                     | 96%                     | 8.64%                  | 96%                     | 5.76% | 96% | 5.76% |   |
|                      | 97%                     | 10.56%                    | 97%                     | 10.56%                 | 97%                     | 7.04% | 97% | 7.04% |   |
|                      | 98%                     | 12.48%                    | 98%                     | 12.48%                 | 98%                     | 8.32% | 98% | 8.32% |   |
|                      | 99%                     | 14.40%                    | 99%                     | 14.40%                 | 99%                     | 9.60% | 99% | 9.60% |   |
| Target      Award (85%)   | 100%                    | 16.32%                    | 100%                    | 16.32%                 | 100%                    | 10.88% | 100% | 10.88% | 54.4% |
|                      | 101%                    | 16.61%                    | 101%                    | 16.61%                 | 101%                    | 11.07% | 101% | 11.07% |   |
|                      | 102%                    | 16.90%                    | 102%                    | 16.90%                 | 102%                    | 11.26% | 102% | 11.26% |   |
|                      | 103%                    | 17.18%                    | 103%                    | 17.18%                 | 103%                    | 11.46% | 103% | 11.46% |   |
|                      | 104%                    | 17.47%                    | 104%                    | 17.47%                 | 104%                    | 11.65% | 104% | 11.65% |   |
|                      | 105%                    | 17.76%                    | 105%                    | 17.76%                 | 105%                    | 11.84% | 105% | 11.84% |   |
|                      | 106%                    | 18.05%                    | 106%                    | 18.05%                 | 106%                    | 12.03% | 106% | 12.03% |   |
|                      | 107%                    | 18.34%                    | 107%                    | 18.34%                 | 107%                    | 12.22% | 107% | 12.22% |   |
|                      | 108%                    | 18.62%                    | 108%                    | 18.62%                 | 108%                    | 12.42% | 108% | 12.42% |   |
|                      | 109%                    | 18.91%                    | 109%                    | 18.91%                 | 109%                    | 12.61% | 109% | 12.61% |   |
| Maximum      Award (100%) | 110%                    | 19.20%                    | 110%                    | 19.20%                 | 110%                    | 12.80% | 110% | 12.80% | 64.0% |

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| 1. | 2008      projected bonus payment calculations - Assumes 2008 Plan targets achieved      at 100% and 100% credit on individual strategic    initiatives. |
|----|----------------------------------------------------------------------------------------------------------------------------------------------------------|

| NAME           | (A)SALARY | (B)Maximum  Award |    Target      Award at 85% | (C)(80%      weighted) % earned  FINANCIAL METRICS | (D)(20%      weighted)    % earned INDIVIDUAL STRATEGIC      INITIATIVES | (E)% of      Award Earned | (F) $      award Earned |
|----------------|-----------|-----------------------------|--------------------------------------------|--------------------------------------------------------------|----------------------------------------------------------------------------------------------|---------------------------|------------------------------|
| Doe,      John | $200,000  | 80%                         |  68%                                  | 54.4%                                                        | 13.6%                                                                                        | 68%                       | $136,000                     |

| 2. | 2008      projected bonus payment calculations – Assumes 100% EBIT, 95% Cash Flow,      110% Bookings, 98% Operating Margin; and partial credit on achievement of      individual strategic initiatives. |
|----|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| NAME           | (A)SALARY | (B)Maximum  Award |   Target      Award at 85% | (C)(80%      weighted) % earned  FINANCIAL METRICS | (D)(20%      weighted)%      earnedINDIVIDUAL      STRATEGIC INITIATIVES | (E)% of      Award Earned | (F) $      award Earned |
|----------------|-----------|-----------------------------|--------------------------------------|--------------------------------------------------------------|--------------------------------------------------------------------------|---------------------------|------------------------------|
| Doe,      John | $200,000  | 80%                         |  68%                            | 44.2%                                                        | 8.0%                                                                     | 52.2%                     | $104,400                     |

| · | Segment      awards are based on performance independent of Corporate      performance.  The actual amount or percentage of incentive      compensation, if any, will be based upon achievement of the Objectives      outlined in Section VI and the individual strategic initiatives outlined      in Section VII.  Furthermore, the actual amount of individual      awards are subject to individual performance and its effect on the      achievement of these business goals, as bonus payments are not      guaranteed.  The Corporation reserves the right to increase or      reduce the amount of the incentive compensation paid under this Plan in      its sole discretion notwithstanding the level of attainment of the      specified Objective or individual strategic  initiatives. |
|--------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| · | The      Committee, Sr. Vice President, CFO & Treasurer, the President &      COO and the Chairman & CEO will review attainment of the business plan      goals and objectives at the close of the fiscal year.  Awards      will be paid in cash as soon as practicable after the Corporation has      publicly reported its fiscal year results and in no event later than March      15, 2009. |
|--------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| · | Exceptions      and adjustments to the Plan and the awards may be made at the discretion      of the Committee upon the recommendation of the Chairman & CEO,      President & COO and Sr. Vice President, CFO &      Treasurer. |
|--------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| · | Participants      in the Plan who enter after the start of the fiscal year may receive a      prorated award. |
|--------|---------------------------------------------------------------------------------------------------------------|

| · | Employee Benefits,      Taxes and Deductions - Awards paid under      this Plan are subject to applicable taxes, withholding as required by law,      401(k) contributions and other payroll  deductions. |
|--------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| · | Transfer or Change of      Assignment -      A participant transferring into or out of qualifying positions      during the fiscal year may receive a prorated award based on a share of      time spent in the qualifyingassignment. |
|--------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| · | Termination of      Employment -      Any participant who resigns or is dismissed from employment with      the Corporation and its subsidiaries and affiliates for any reason or who      is not on the active payroll on the date that the award is paid, will not      be eligible for an award. |
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