New England Bancshares, Inc.

  Annual Incentive Plan Design for CEO & President and Chief Financial Officer
                                Fiscal Year 2011

                       Highlights Overview and 2011 Goals


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CEO & CFO Annual Incentive Plan - Overview

To be effective, a structured incentive plan must:

-    Be supported by performance goals which can be easily assessed
-    Focus on critical  business  initiatives and objectives
-    Be controllable by incentive plan participants
-    Be clearly defined and easy to understand

An effective and  contemporary  incentive plan design  generates awards based on
performance  relative to several measures  (generally,  no more than five) which
are  weighted  to reflect  their  importance  to the  organization.  This design
focuses management and the Board on key results that must be accomplished during
the performance period

Typical measures used for CEOs & CFOs are:
<TABLE>
<CAPTION>
<S>                                          <C>                                <C>

------------------------------------------    ------------------------------   ------------------------------------------------
Profitability/Net Operating                      Expense Control                        Strategic/Qualitative
Income/EPS/ROA
------------------------------------------    ------------------------------   ------------------------------------------------
Net Interest Margin                               Regulatory Compliance                 Efficiency Ratio
------------------------------------------    ------------------------------   ------------------------------------------------
</TABLE>




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CEO & CFO Annual Incentive Plan    1        New England Bancshares, Inc. - 2011

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CEO & CFO Annual Incentive Plan - Overview (cont'd)

The  recommended  performance  measures  for the  President  &  Chief  Executive
Officer, the Executive Vice President & Chief Financial Officer are:

-      Earnings per Share (EPS)

-      Efficiency Ratio

-      Discretionary/Qualitative

          -    CEO: Consolidation Results; Board Education; Community Relations;
               Leadership
          -    CFO:  Consolidation  Results;  Expense Control;  Financial Goals;
               Growth
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CEO & CFO Annual Incentive Plan    2        New England Bancshares, Inc. - 2011



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Incentive Plan Award Opportunity for FY11

President & Chief Executive Officer
<TABLE>
<CAPTION>
<S>     <C>                      <C>                       <C>            <C>                 <C>               <C>

                                                             ----------------------------------------------------------------------
                                                                         Award as a Percent of Beginning Year Base Salary at
                                                                                   Various Performance Levels
---------------------------------- --------------------- --------------------------------------------------------------------------
          Measure                      Goal Weight             Below          Threshold(1)        Budget(2)           Maximum &
                                                              Threshold                                                Above (3)
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
EPS(4)                                     40%                    0%               4%                10%                14%
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
Efficiency Ratio(4)                        20%                    0%               2%                 5%                 7%
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
Discretionary/Qualitative(5)               40%                    0%               4%                10%                14%
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
                Totals                    100%                    0%              10%                25%                35%
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
</TABLE>

Notes:
(1)Level of performance at which awards begin to be paid
(2)The budgeted level should be achieved 60%/70% of the time
(3)Significantly better than budget (may be achieved 10% of the time)
(4)Specific EPS and  Efficiency  Ratio  performance  levels  will be  determined
     annually  within the first 30 days of the fiscal  year by the  Compensation
     Committee based on the operating budget and financial condition.
(5)Evaluated by Compensation Committee/Board using the following guidelines:
     -    Consolidation  -  Is  the  organization  clearly  defined?   Have  the
          executive  roles going  forward been  communicated?  Have all possible
          excess expenses been identified and addressed? Etc.
     -    Board  Education - Is the board informed of all industry  trends?  Are
          all board members involved appropriately via committee membership?  Is
          there an orientation  program for the board?  Is the board  succession
          plan effective?
     -    Community  Relations  - Is the CEO  visible in the  community?  Is the
          annual  giving  program   sufficient  and  effective?   Does  the  CEO
          participate on other boards and organizations?
     -    Leadership - Does the CEO effectively communicate the Bank's strategic
          vision? Is the Bank positioned effectively in the market? Does the CEO
          anticipate    industry   trends   and   take    appropriate    action?

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CEO & CFO Annual Incentive Plan    3        New England Bancshares, Inc. - 2011

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Incentive Plan/Award Opportunity for FY11

Executive Vice President & Chief Financial Officer
<TABLE>
<CAPTION>
<S>     <C>                      <C>                       <C>            <C>                 <C>               <C>

                                                             ----------------------------------------------------------------------
                                                                         Award as a Percent of Beginning Year Base Salary at
                                                                                   Various Performance Levels
---------------------------------- --------------------- --------------------------------------------------------------------------
          Measure                      Goal Weight             Below          Threshold(1)        Budget(2)           Maximum &
                                                              Threshold                                                Above (3)
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
EPS(4)                                     30%                    0%               1.5%                4.5%                7.5%
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
Efficiency Ratio(4)                        20%                    0%                1%                  3%                  5%
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
Discretionary/Qualitative(5)               50%                    0%               2.5%                7.5%               12.5%
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
                Totals                    100%                    0%                5%                  15%                25%
-------------------------------- ----------------------- ----------------- ------------------ -----------------  ------------------
</TABLE>

Notes:
(1)Level of performance at which awards begin to be paid
(2)The budgeted level should be achieved 60%/70% of the time
(3)Better than planned level (may be achieved 10% of the time)
(4)Specific EPS and  Efficiency  Ratio  performance  levels  will be  determined
     annually  within the first 30 days of the fiscal  year by the  Compensation
     Committee based on the operating budget and financial condition.
(5)Evaluated by the CEO using the following guidelines:
     -    Consolidation  -  Is  the  organization  clearly  defined?   Have  the
          executive  roles going  forward been  communicated?  Have all possible
          excess expenses been identified and addressed?
     -    Expense  Control - Have all  unnecessary  expenses been identified and
          addressed? How does the Bank compare to peers regarding expenses?
     -    Financial  Performance - Have the annual budget goals been met? Is the
          Bank a top  performer?  Does the CFO  contribute to the success of the
          Bank by identifying trends and developing appropriate action plans?
     -    Growth - Is the ALCO plan effectively  managed?  Is the Bank's capital
          position  effectively  managed?  Is the  financial  reporting  process
          effective in managing the Bank?

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CEO & CFO Annual Incentive Plan    4        New England Bancshares, Inc. - 2011

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Administrative Features - Considerations


Awards are earned by measuring  several  performance  areas as determined by the
CEO, Senior Managers and the Compensation  Committee/Board each year. During the
annual   business   planning    process,    critical    organization-wide    and
department/individual   measures  and  supporting  goals  are  determined.  Each
Participant is assigned up to five goals with at least one being an organization
goal. The  measures/goals are weighted to reflect the importance of each goal to
the overall success of NEBS; all goals should have a weight of 10% or more.

This Plan design  requires that  performance  measures,  weights and  supporting
goals be reviewed and reset/affirmed each year.

Each goal should have approximately a 60% - 70% probability of attainment at the
planned/target level.

Performance  is assessed at the end of each year.  The degree to which the goals
have been achieved will be assessed by the CEO,  appropriate  senior  management
and the Compensation Committee/Board.

Incentive awards generally may not be paid unless a threshold level of financial
performance (e.g., EPS) is met. The Board,  however,  upon recommendation by the
Chief  Executive  Officer  may  provide for  incentive  awards in  extraordinary
circumstances.  Generally,  such  discretionary  awards  would  not  exceed  the
threshold award level.

Approved  awards will be paid once a year within two and one-half  months (i.e.,
by June 15) after NEBS fiscal year in which the awards are earned.

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CEO & CFO Annual Incentive Plan    5        New England Bancshares, Inc. - 2011

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Administrative Features - Considerations (cont'd)


At the time a cash payment is made, all applicable taxes (e.g., federal,  state,
FICA) will be withheld from the award.

Participation  in the Annual  Incentive  Plan does not  constitute  any right or
privilege regarding continued employment with New England Bancshares.

A  Participant  who  voluntarily  terminates  after the end of the Plan year but
before the award is paid will forfeit any award.

The Chief  Executive  Officer will  administer  the Annual  Incentive  Plan with
oversight  by  the  Compensation   Committee  and  input  from  the  Board.  The
Compensation  Committee/Board  is responsible for all actions  regarding the CEO
and for  reviewing  the CEO's  recommendations  for other  members of the senior
management team.

The  Compensation  Committee/Board  has overall control of the Plan and has full
power and  authority  to:
Interpret  the Plan's  provisions

     -    Approve Plan Participants
     -    Act on the CEOs recommendations
     -    Amend or terminate the Plan
     -    Approve the award for the CEO

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CEO & CFO Annual Incentive Plan    6        New England Bancshares, Inc. - 2011