Exhibit 10-P-6 Performance Stock Rights Description for 2006-2008 Performance
      Period.**


    Exhibit
      10-P-6

    


    Performance
      Stock Rights (PSRs)
      Description for 2006 - 2008 Performance Period

    Executive
      Compensation & Benefits

    Issued:
      March ___, 2006

    


    What
      are PSRs?

    


    PSRs
      give
      you the opportunity to earn a specified number of shares of Ford common stock
      to
      be issued following the end of the performance period, pending the Company's
      performance on the metrics applicable to the grant. It is different from a
      stock
      option grant that gives you the right to purchase shares of Ford stock at a
      specified price during a certain time period.

    


    Who
      is eligible to receive PSRs and when are they awarded?

    


    LL2
      and
      above employees are eligible to receive PSR grants in March of each year. The
      three-year performance period begins in January of the year of grant and ends
      in
      December three years later. For example, the performance period for the March
      2006 grant is from January 2006 through December 2008.

    


    Final
      awards are paid following the end of the performance period in shares of Ford
      Common Stock, after withholding shares to cover taxes.

    


    Initial
      PSR grants and final awards are subject to approval of the Compensation
      Committee.

    


    Will
      I receive dividends on my PSR grant?

    


    During
      the performance period, you will receive cash dividend equivalent payments
      that
      match the dividends paid to Ford shareholders based on 100% of the payout level
      for the performance stock rights granted to you. These payments will be made
      quarterly by Payroll as soon as practicable after the dividend payment
      date.

    


    How
      are the final awards calculated?

    


    Following
      the end of the three-year period, performance on the metrics is evaluated
      against the initial targets, and it is determined whether a final award will
      be
      made. Payouts can be zero or range from 10% to 150% of the initial grant amount,
      depending on Company performance on the metrics.

    


    How
      does the plan work?

    


    At
      the
      beginning of each performance period, management recommends a PSR grant amount
      based on your expected future contributions to Ford's success. Following the
      end
      of the three-year performance period, Ford's performance to the plan metrics
      is
      evaluated to determine the level of final award, if any.

     

    Each
      metric is weighted toward the total final award determination. Metrics for
      the
      Performance Stock Rights covering the 2006 - 2008 Performance Period include
      Shareholder Return, Total Cost Performance, Global Market Share, High Time
      in
      Service Improvement and Launch Metrics in the period.

    


    For
      example, performance results can be zero or range from 50% to 150%. Performance
      that does not reach at least the 50% payout level threshold will generate zero
      toward the total. Therefore, if all of the metrics failed to meet the minimum
      payout threshold of 50%, the final award would be zero. If four of the metrics
      failed to meet the minimum, but one metric met the 50% threshold, the final
      award payout would be 10% of the initial grant assuming each metric is weighted
      20%.

    


    PSRs
      are
      subject to the terms and conditions of the Company's 1998 Long-Term Incentive
      Plan.

    


    What
      happens to my grant if I leave the Company before the 3-year PSR performance
      period is over?

    


    If
      you
      leave the Company before the 3-year performance period is over, you will be
      eligible to receive a pro-rated award. Final awards are determined at the
      discretion of the Compensation Committee of the Board of
      Directors.