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LANCE, INC.
 2007 Annual Performance Incentive Plan for Officers
 Purposes and
Introduction
    
    The 2007 Annual Performance Incentive Plan provides for Performance
Awards under the Lance, Inc. 2007 Key Employee Incentive Plan (the
Incentive Plan). Except as otherwise expressly defined herein,
capitalized terms shall be as defined in the Incentive Plan.The primary purposes of the 2007 Annual Performance Incentive Plan for
Officers (the 2007 Plan) are to:
    
    
    Motivate behaviors that lead to the successful achievement of
specific sales, financial and operations goals that support Lances
stated business strategy.
    
    
    Emphasize link between participants performance and rewards for
meeting predetermined, specific goals.
    
    
    Focus participants attention on operational effectiveness from
both an earnings and an investment perspective.
    
    
    Promote the performance orientation at Lance and communicate to
employees that greater responsibility carries greater rewards.For 2007, participants will be eligible to earn incentive awards based
on the performance measures listed on Exhibit A hereto and defined as
follows:1.
    
    
    Corporate Earnings Per Share (Corporate EPS) is defined as the
fully diluted earnings per share of the Company for the 2007 fiscal
year, excluding special items, which are significant one-time income or
expense items.2.
    
    
    Net Sales Dollars is defined as sales and other operating revenue,
net of returns, allowances, discounts and other sales deduction items.3.
    
    
    Economic Profit is defined as net operating profit after income
taxes, less cost of capital charge of 9.0% on average capital employed.To achieve the maximum motivational impact, plan goals and the awards
that will be received for meeting those goals will be communicated to
participants as soon as practical after the 2007 Plan is approved by the
Compensation Committee of the Board of Directors.




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Each participant will be assigned a Target Incentive, stated as a
percent of base salary. The Target Incentive Award, or a greater or
lesser amount, will be earned at the end of the Plan Year based on the
attainment of predetermined goals.Base salary shall be the annual rate of base compensation for the Plan
Year which is set no later than April of such Plan Year; provided that
for any award intended to satisfy the Performance-Based Exception, base
salary shall be the annual rate of base compensation for the Plan Year
which is set no later than March 31 of such Plan Year.Not later than 75 days after fiscal year-end, 100% of the awards earned
will be payable to participants in cash.Plan Year
    
    The period over which performance will be measured is the Companys 2007
fiscal year (the Plan Year).Eligibility and
Participation
    
    Eligibility in the Plan is limited to Officers of Lance who are key to
Lances success. The Compensation Committee of the Board of Directors
will review and approve participants nominated by the President and
Chief Executive Officer. Participation in one year does not guarantee
participation in a following year, but instead will be reevaluated and
determined on an annual basis.Participants in the Plan may not participate in any other annual
incentive plan (e.g., sales incentives, etc.) offered by Lance or its
affiliates. Exhibit B includes the list of 2007 participants approved
by the Compensation Committee at its February 8, 2007 meeting.Target Incentive 
Awards
    
    Each participant will be assigned a Target Incentive expressed as a
percentage of his or her base salary. Participants may be assigned
Target Incentives by position, by salary level or based on other factors
as determined by the Compensation Committee.Target Incentives will be reevaluated at least every other year, if not
annually. If the job responsibilities of a position change during the
year, or base salary is increased significantly, the Target Incentive
shall be revised as appropriate.Exhibit B lists the Target Incentive for each participant for the Plan
Year. Target Incentives will be communicated to each participant as
close to the beginning of the year as practicable, in writing. Final
awards will be calculated by multiplying each participants Target
Incentive by the appropriate percentage (based on performance for the
year, as described below).
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Performance
Measures and Award
Funding
    
    The 2007 performance measures are on Exhibit A attached hereto.
 Threshold
    
    
    Target
    
    
    MaximumAward Level Funded
    
    
    50
    %
    
    
    100
    %
    
    
    200
    %
 Percent of payout will be determined on a straight line basis from
Threshold to Target and from Target to Maximum. There will be no payout
unless the Threshold for the applicable performance measure is reached.
The payout for Net Sales Dollars will not exceed Threshold unless
Corporate EPS equals or exceeds Threshold.The performance measures will be communicated to each participant as
soon as practicable after they have been established. Final Target
Incentive Awards will be calculated after the Compensation Committee has
reviewed the Companys audited financial statements for 2007 and
determined the performance level achieved.Threshold, Target and Maximum levels will be defined at the beginning of
each Plan Year for each performance measure.The following definitions for the terms Maximum, Target and Threshold
should help set the goals for each year, as well as evaluate the
payouts:
    
    Maximum: Excellent; deserves an above-market incentive
    
    Target: Normal or expected performance; deserves market-level
incentive
    
    Threshold: Lowest level of performance deserving payment above
base salary; deserves below-market incentiveIndividual 
Performance
    
    Each Officer will receive 45% of his or her Target Incentive Award based
on Corporate Earnings Per Share, 35% of his or her Target Incentive
Award based on Net Sales Dollars and 20% of his or her Target Incentive
Award based on Economic Profit.Form and
Timing of
Payments
    
    Final award payments will be made in cash as soon as practicable after
award amounts are approved by the Compensation Committee of the Board
of Directors, generally within 75 days after the end of the Companys
2007 fiscal year. All awards will be rounded to the nearest $100.Change in Status
    
    An employee hired into an eligible position during the Plan Year may
participate in the Plan for the balance of the Plan Year on a pro rata
basis.Certain
Terminations of
Employment
    
    In the event a participant voluntarily terminates employment (other than
Retirement) or is terminated involuntarily before the payment date, any
Award will be forfeited. In the event of death, Disability or
Retirement, the award will be paid on a pro rata basis at the higher of
the Target Incentive
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or actual performance after the end of the Plan
Year. Awards otherwise will be calculated on the same basis as for
other participants.Change In 
Control
    
    In the event of a Change in Control, pro rata payouts will be made at
the greater of (1) Target Incentives or (2) actual results for the
year-to-date, based on the number of days in the Plan Year preceding the
Change in Control. Payouts will be made within 30 days after the
relevant transaction has been completed.Withholding
    
    The Company shall withhold from award payments any Federal, foreign,
state or local income or other taxes required to be withheld.Communications
    
    Progress reports should be made to participants quarterly showing the
year-to-date performance results and the percentage of Target Incentives
that would be earned if results remain at that level for the entire
year.Executive Officers
    
    Notwithstanding any provisions to the contrary above, participation,
Target Incentive Awards and prorations for executive officers, including
the President and Chief Executive Officer, shall be approved by the
Compensation Committee.Stockholder Approval
    
    The 2007 Plan and the awards hereunder are made pursuant to the
Incentive Plan, which is subject to approval by the Companys
stockholders at the Annual Meeting of Stockholders to be held on April
26, 2007. Any award made under the 2007 Plan before the Incentive Plan
is approved by the Companys stockholders is conditioned upon such
approval and will be null and void if the Incentive Plan is not so
approved.Governance
    
    The Compensation Committee of the Board of Directors of Lance, Inc. is
ultimately responsible for the administration and governance of the
Plan. Actions requiring Committee approval include final determination
of plan eligibility and participation, identification of performance
measures, performance objectives and final award determination. The
Committee shall adjust any award due to extraordinary events such as
acquisitions, dispositions, discontinued operations, required accounting
adjustments or similar events;all as specified in Section 11(d) of the
Incentive Plan. The decisions of the Committee shall be conclusive and
binding on all participants.
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Exhibit A
 Performance Measures
 Performance Measure
    
    Weight
    
    Threshold
    
    Target
    
    MaximumCorporate EPS*
    
    45%
    
    $0.70
    
    $0.80
    
    $1.11Net Sales Dollars*
    
    35%
    
    $**
    
    $**
    
    $**Economic Profit*
    
    20%
    
    $**
    
    $**
    
    $**
 
 *
    
    Excludes special items and discontinued operations**
    
    These performance objectives are omitted because they are based on our confidential and
competitively sensitive business plans and we believe disclosure of the objectives would
likely result in substantial harm to our competitive positions. We view the target
performance objectives to be achievable if we generally meet our operating plans for 2007.




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Exhibit B
 Award
    
    TargetName
    
    Title
    
    Percentage
    
    IncentiveDavid V. Singer
    
    President and Chief Executive
Officer
    
    
    100
    %
    
    $
    550,000R. D. Puckett
    
    Executive Vice President,
Chief Financial Officer,
Treasurer and Secretary
    
    
    50
    %
    
    $
    183,750G. A. Patcha
    
    Senior Vice President 
Sales and Marketing
    
    
    *
    %
    
    $
    *E. D. Leake
    
    Vice President  Human Resources
    
    
    50
    %
    
    $
    112,500B. W. Thompson
    
    Vice President  Supply Chain
    
    
    50
    %
    
    $
    137,500F. I. Lewis
    
    Vice President  Sales
    
    
    50
    %
    
    $
    132,600H. D. Fields
    
    Vice President  Corporate
    
    
    *
    %
    
    $
    *M. E. Wicklund
    
    Controller and Assistant Secretary
    
    
    *
    %
    
    $
    *
 
 *
    
    Amounts are omitted for participants other than the Chief Executive Officer, Chief Financial
Officer and the Executive Officers who are named in the Summary Compensation Table of the
Companys Proxy Statement for the 2007 Annual Meeting of Stockholders. 6