The following table identifies eligible participants and the targeted bonus level:**Individual Participation Levels**       **Incentive Target (% of base salary****Position Level*** **assuming 100% attainment of plan target)** Level 7 (CEO)  100%     Level 6 (Executive Officer LevelVice Presidents)  75%     Level 5 (Other Vice Presidents)  60%     Level 4 (Senior Director)  50%     Level 3 (Director, Manager,Sr. Member of Professional/Engineering Staff)  25%     Level 2 (Member of Professional/Engineering Staff, Professional,Clerical and Administrative Staff)  10%     Level 1(Technicians**)  5% * Actual incentive targets for level 1-5 participants could be higher or lower than those listedabove as the CEO has discretion to designate alternate target participation levels from theforegoing list for non-executive officers and the Compensation Committee and the Board havediscretion to designate alternate target participation levels for executive officers. ** Technicians also participate in the quarterly production bonus plan.Actual Management Incentive Plan payments can be more or less than the targeted amount basedon actual performance against plan target.**Plan Targets**Plan targets for the purposes of this bonus plan will be determined by attainment of identifiedfinancial, strategic or departmental objectives, which may consist of quantifiable and qualitativefactors. Incentive awards made pursuant to this plan ultimately are discretionary and do notconstitute “wages” under any federal or state payment of wages or wage and hour law.The CEO, in conjunction with the Compensation Committee, reserves the right to amend or change plantargets at any time during the plan year on a go-forward basis, if such a change is deemed to be inthe best interest of Evergreen Solar, Inc.The CEO and the Compensation Committee also reserve the right to make discretionary bonus paymentsto plan and non-plan participants, based on their contribution to Evergreen Solar goals andobjectives, regardless of the achievement of plan targets.
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**Establishment of Company Plan Targets**The CEO will recommend plan targets to the Compensation Committee. Targets can be a combination offinancial, strategic and/or departmental objectives and can vary from one plan year to the next.Quarterly targets are established for the plan on a semi-annual basis.**Determination and Approval of Company Performance Results and Departmental Objective Results**The CEO will review Company performance with the Compensation Committee each quarter. Uponapproval from the Compensation Committee, Management Incentive Plan calculations will be initiatedand payment will be made to eligible participants.Awards will be paid in lump sums (subject to applicable withholding) as soon as practical followingthe Compensation Committee’s quarterly approval, but in no event later than March 15thof calendar year following the calendar year in which a quarterly amount is no longer subject to a“substantial risk of forfeiture” for purposes of Section 409A of the Internal Revenue Code (i.e. byMarch 15th of the calendar year following the year of vesting).Approved by the Compensation Committeeof the Board of Directors on April 28, 2010
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