Exhibit 10.30



 Exhibit 10.30 
 NAMED EXECUTIVE OFFICER COMPENSATION DETERMINATIONS 
 2011 Named
Executive Officer Compensation Determinations 
 The following is a description of certain compensation decisions made on
January 27, 2011, by the Pepco Holdings, Inc. (“PHI”) Board of Directors or the Compensation/Human Resources Committee (the “Committee”) with respect to the compensation payable to the PHI executive officers identified
below, each of whom is an executive officer listed in the Summary Compensation Table included in PHI’s proxy statement for its 2010 Annual Meeting (a “Named Executive Officer”). As to each executive officer listed below, the decisions
consisted of (i) the establishment of base salary for 2011, (ii) the establishment of the executive’s 2011 annual bonus opportunity and (iii) the establishment of the executive’s award opportunities for the period 2011-2013
pursuant to the Performance Stock Program and Restricted Stock Unit Program under the Pepco Holdings, Inc. Long-Term Incentive Plan (the “LTIP”). 
  

																							
	 	  	 	  	 	 	  	 	 	 	2011 Long-Term
Incentive Plan
Awards (2)	 
	 Name
	  	 Title
	  	2011
Base
Salary	 	  	Target 2011
Annual Bonus
Opportunity
as a
Percentage of
Base
Salary
(1)	 	 	Performance Stock
Program
Award
Opportunity (# of
shares) (3)	 	  	Restricted
Stock Unit
Program
Award (# of
units) (4)	 
							
	 Joseph M. Rigby
	  	 Chairman, President and Chief Executive Officer
	  	$	880,000	  	  	 	100	% 	 	 	Target	  	  	 	80,146	  	  	 	40,073	  
		  	  				  				 	 	Maximum	  	  	 	160,292	 	  			
							
	 David M. Velazquez
	  	 Executive Vice President
	  	$	484,000	  	  	 	60	% 	 	 	Target	  	  	 	22,040	  	  	 	11,020	  
		  	  				  				 	 	Maximum	  	  	 	44,080	 	  			
							
	 Anthony J. Kamerick
	  	 Senior Vice President and Chief Financial Officer
	  	$	498,000	  	  	 	60	% 	 	 	Target	  	  	 	22,678	  	  	 	11,339	  
		  	  				  				 	 	Maximum	  	  	 	45,356	 	  			
							
	 Kirk J. Emge
	  	 Senior Vice President and General Counsel
	  	$	391,000	  	  	 	60	% 	 	 	Target	  	  	 	14,244	  	  	 	7,122	  
		  	  				  				 	 	Maximum	  	  	 	28,488	  	  			
							
	 John U. Huffman
	  	 President and Chief Executive Officer, Pepco Energy Services
	  	$	365,000	  	  	 	60	% 	 	 	Target	  	  	 	13,297	  	  	 	6,648	  
		  	  				  				 	 	Maximum	  	  	 	26,594	  	  			

  

	(1)	An executive can earn from 0 to 180% of this percentage of his base salary as a cash bonus depending on the extent to which the preestablished performance goals are
achieved. See “Executive Incentive Compensation Plan” below for 2011 performance goals. 


	(2)	The shares of PHI common stock, $.01 par value (“Common Stock”) constituting (i) target award opportunity under the Performance Stock Program and
(ii) share award under the Restricted Stock Unit Program in the aggregate had a market value on December 31, 2010 equal to the following percentage of the executive’s 2011 base salary: 250% for Mr. Rigby; 125% for
Messrs. Velazquez and Kamerick; and 100% for Messrs. Emge and Huffman. 


	(3)	See “Long-Term Incentive Plan Awards — Performance Stock Program” below for a description of the Performance Stock Program. 


	(4)	See “Long-Term Incentive Plan Awards — Restricted Stock Unit Program” below for a description of the restricted stock unit awards.









 Executive Incentive Compensation Plan 

Each of the executive officers listed in the table above is a participant in the PHI Executive Incentive Compensation Plan. On
January 27, 2011, the Committee established the following performance objectives to be used for the determination of 2011 cash bonus awards for the executive officers. For Messrs. Rigby, Kamerick and Emge: (1) earnings relative to the
corporate plan, (2) cash flow, (3) electric system reliability, (4) customer satisfaction, (5) diversity, (6) safety and (7) key operational project completion. For Mr. Velazquez: (1) Power Delivery earnings
relative to plan, (2) capital expenditures, (3) operation and maintenance spending, (4) electric system reliability, (5) customer satisfaction, (6) diversity, (7) safety and (8) key operational project completion.
For Mr. Huffman: (1) Pepco Energy Services earnings relative to plan, (2) value of contracts executed, (3) power plant earnings relative to budget, (4) bad debt, (5) diversity and (6) safety. 

Long-Term Incentive Plan Awards 
 On January 27, 2011, the Committee established award opportunities pursuant to the Performance Stock Program and made awards of restricted stock units under the Restricted Stock Unit Program under
the LTIP. Participants in the LTIP are key executives of PHI and its subsidiaries selected by the Chairman of the Board of PHI and approved by the Committee, including each of the executive officers listed in the table above. 

Performance Stock Program 
 The award opportunities established under the Performance Stock Program accounts for two-thirds of each executive’s aggregate 2011 LTIP award opportunity. Depending on the extent to which the
preestablished performance goal, which is based on PHI’s total shareholder return relative to a group of peer companies over a three-year period beginning in 2011 and ending in 2013, the participant can earn from 0 to 200% of the target award
in the form of shares of Common Stock. If during the course of the three-year performance period, a significant event occurs, as determined in the discretion of the Compensation/Human Resources Committee, which the Committee expects to have a
substantial effect on total shareholder return during the period, the Committee may revise such measures. The target award opportunity and maximum award opportunity (representing 200% of the target award opportunity) of each listed executive officer
are shown in the table above. 
 Restricted Stock Unit Program 

Under the Restricted Stock Unit Program, each listed executive officer has received a grant of restricted stock units, which accounts for
one-third of the executive’s aggregate 2011 LTIP award opportunity. The restricted stock units are subject to forfeiture if the employment of the executive terminates before January 27, 2014 (the “Settlement Date”) except that,
unless the Compensation/Human Resources Committee determines otherwise, and subject to a contrary provision in the executive’s employment agreement, if any, in the event of the death, disability or retirement of the executive or if the
employment of the executive is terminated or the executive terminates employment for “good reason” following a “change in control,” as each such term is defined in the LTIP (a “Qualifying Termination of Employment”),
the award is prorated to the date of termination. On the Settlement Date or, if earlier, a Qualifying Termination of Employment, each restricted stock unit not forfeited will be settled by the delivery of one share of Common Stock. When a dividend
is paid on the Common Stock, the executive’s restricted stock unit balance is credited with additional restricted stock units equal to the number of shares that could be purchased with the cash amount of the dividend at the then current market
price. Dividend credits will vest only to the extent the underlying restricted stock units vest.