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                                                                   EXHIBIT 10(I)
                                                                                










                         FIRST CHICAGO NBD CORPORATION
                  SUPPLEMENTAL PERSONAL PENSION ACCOUNT PLAN
                  ------------------------------------------
              (As Amended and Restated Effective January 1, 1997)
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                         FIRST CHICAGO NBD CORPORATION
                  SUPPLEMENTAL PERSONAL PENSION ACCOUNT PLAN
              (As Amended and Restated Effective January 1, 1997)

                                        
     1. Purpose. The purpose of the First Chicago NBD Corporation Supplemental
Personal Pension Account Plan (the "Supplemental Plan") is to provide benefits
to those participants in the First Chicago NBD Corporation Personal Pension
Account Plan (the "PPAP") whose benefits are reduced by operation of Sections
401(a)(4), 401(a)(17) or 415 of the Internal Revenue Code of 1986, as amended
(the "Code") (or any comparable section or sections of any future legislation
that amend, supplement or supersede said Sections 401(a)(4), 401(a)(17) or 415).
The Supplemental Plan as set forth herein is an amendment, restatement and
continuation, effective January 1, 1997, of the Pension Restoration
/Supplemental Plan for Certain Officers of NBD Bancorp, Inc. and The First
National Bank of Chicago Supplemental Pension Plan, as both were constituted on
December 31, 1996. The rights and benefits of any participant under either such
plan whose employment terminated prior to January 1, 1997 shall be governed by
the respective plan as in effect on the date of the participant's termination of
employment.

     2. Supplemental Plan Exhibits and Supplements. The provisions of the
Supplemental Plan may be modified from time to time by Exhibits and Supplements
thereto. The provisions of such Exhibits and Supplements are part of the
Supplemental Plan and supersede the Supplemental Plan to the extent necessary to
eliminate inconsistencies between the Supplemental Plan and each such Exhibit or
Supplement.

     3. Definitions. Unless the context clearly implies or indicates to the
contrary, a word, term or phrase used or defined in the PPAP is similarly used
or defined in the Supplemental Plan. The masculine pronoun whenever used herein
is deemed to include the feminine and the singular shall be deemed to include
the plural whenever the context requires.

     4. Eligibility. Each individual who, on or after the effective date, is a
participant in the PPAP shall be eligible for a benefit hereunder if (a) such
individual's employment terminates after completing five years of Vesting
Service under the PPAP, or (b) a Change of Control shall have occurred during
the individual's employment with an Employer.

     5. Supplemental Benefit. Each eligible individual shall become a
participant hereunder if and when he becomes entitled to a supplemental benefit
determined in accordance with the following:

               (a) First, there shall be determined the maximum annual pension
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                   benefit to which the participant would have been entitled
                   under the PPAP, as amended and in effect on his employment
                   termination date or date there is a Change of Control, but
                   disregarding any limitations on compensation or benefits that
                   are set forth in the PPAP as of that date pursuant to
                   Sections 401(a)(17) or 415 of the Code or any limitations on
                   benefits imposed to comply with Section 401(a)(4) of the
                   Code;

               (b) Then, there shall be determined the maximum annual pension
                   benefit to which the participant is entitled under the PPAP,
                   as amended and in effect as of his employment termination
                   date or date there is a Change of Control, taking into
                   account any limitations on compensation or benefits that are
                   set forth in the PPAP as of that date pursuant to Sections
                   401(a)(17) or 415 of the Code and any limitations on benefits
                   to comply with Section 401(a)(4) of the Code; and

               (c) Finally, the excess, if any, of (a) above over (b) above
                   shall be the amount of the supplemental benefit payable under
                   the Supplemental Plan.

     6. Payment of Supplemental Plan Benefits; Normal Form. Except as provided
in paragraph 7 or 8 below, payment of a supplemental benefit shall be made in
cash in one lump sum payment as soon as practicable following the earlier of:
(a) a participant's termination of employment, for participants whose employment
terminates before August 1, 1998, or the close of the calendar year in which the
participant's termination of employment occurs, for participants whose
employment terminates on or after August 1, 1998; or (b) a Change of Control;
provided, however, that notwithstanding the foregoing no in-service distribution
of any participant's supplemental benefit shall be required as a result of or in
connection with the actions and transactions contemplated by or effectuated in
connection with the Agreement and Plan or Reorganization by and between BANC ONE
CORPORATION and the Corporation. The amount of the lump sum payment shall be the
actuarial equivalent (determined in the same manner as a lump sum under the
PPAP) of the supplemental benefit to which the participant is entitled under
paragraph 5.

     7. Optional Forms of Payment. Instead of a lump sum payment under paragraph
6 above, a participant whose lump sum supplemental benefit exceeds $5,000 (or
such larger amount established by the Committee from time to time), by making a
written election prior to the date his employment terminates in accordance with
rules established by the Committee, may have his supplemental benefit: (a) paid
in any of the forms offered under the PPAP; or (b) transferred to the First
Chicago NBD Corporation Deferred Compensation Plan, provided that, at the time
his employment terminates, he has attained age 55 and completed 15 years of
Vesting Service and satisfied requirements established by the Committee as to
minimum benefits. The
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Committee or its delegate shall have complete discretion to establish, change or
eliminate forms of distribution and the rules pertaining to the election and
timing of such distributions from time to time, with or without notice to
participants.

     8. Survivor's Benefits. Upon the death of a participant during his
employment or after the termination of his employment and prior to the date his
supplemental benefit is paid or commences under paragraph 6 or 7 above, the
participant's' Designated Beneficiary will be paid a lump sum benefit equal to
the amount the participant would have been paid under paragraph 6 had his
employment terminated on the date of his death.

     9. Non-Duplication of Benefits. In the event that a participant's
employment terminates and he is paid a benefit under the Supplemental Plan and a
supplemental benefit becomes later payable to such participant upon his
subsequent termination of employment, the supplemental benefit then payable
shall be reduced by the actuarial equivalent of any benefit previously paid
under the Supplemental Plan so as to avoid duplication of benefits.

     10. Administration. The Supplemental Plan shall be administered by the
Committee in its sole and absolute discretion and its decision on any matter
involving the administration and interpretation of the Supplemental Plan
(including, without limitation, all questions of eligibility to participate in
the Supplemental Plan, the right of any individual to receive Supplemental Plan
benefits and the amount and/or form and election of such benefits) shall be
binding on all parties; provided, however, that a Committee member may not take
any action with respect to any benefits payable to him under the Supplemental
Plan unless he could take such action even if he were not a Committee member.
The Committee may delegate such of its rights, powers and discretions to agents
as it deems desirable.

     11. Prohibition of Alienation. Except as to debts owing to the Corporation
or any of its subsidiaries, or payments required under a qualified domestic
relations order, as defined in Section 414(p) of the Code, benefits under the
Supplemental Plan may not be anticipated, alienated, assigned or encumbered and
any attempt to do so shall be void.

     12. Records. All records held by the Corporation's Human Resources
Department with respect to any employee shall be binding upon everyone for
purposes of the Supplemental Plan.

     13. Amendment and Termination. The Corporation, acting through the
Organization, Compensation and Nominating Committee of its Board of Directors or
by anyone authorized by the Board of Directors, may amend the Supplemental Plan
from time to time and may terminate it at any time, retroactively or
prospectively; provided, however, that, except as may otherwise be required by
law, no such termination shall be permitted upon or following a Change of
Control so long as the PPAP continues without termination and, provided,
further, upon and following any termination of the PPAP, no
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such amendment to or termination of the Supplemental Plan shall reduce the
benefits to which a participant (or his beneficiary) is entitled under the
Supplemental Plan as of the date of such amendment or termination.

     14. Financing of Supplemental Plan Benefits. Any benefits payable to a
participant under the Supplemental Plan shall be financed from the general
assets of his Employer, and no participant, or group of participants, shall
acquire any claim upon any specific asset of an Employer solely by reason of his
being a participant in the Supplemental Plan. This paragraph shall not prohibit
the Corporation from transferring assets to a grantor trust for the purpose of
providing benefits hereunder, which grantor trust shall remain subject to the
claims of the Corporation's creditors.

     15. Benefits Intended for Select Group of Managers or Highly-Compensated
Employees. This Supplemental Plan is intended to be maintained primarily for the
purpose of providing deferred compensation to a select group of management or
highly compensated employees and shall be administered accordingly.

     16. Controlling Laws. To the extent not superseded by Federal law, the laws
of Illinois (except its laws of conflict) shall be controlling in all matters
relating to the Supplemental Plan.