Exhibit (10)L

                              FNB Corporation
                          Pay-for-Performance Plan
                         Adopted February 23, 2006
                         Amended December 13, 2006


I.  Purpose.  The purpose of the Pay-for-Performance Plan (the "Plan") is to
provide incentive compensation awards to eligible employees who, through high
levels of performance, contribute to the success and profitability of FNB
Corporation ("FNB," the "Corporation").  The Plan is designed to support
organizational objectives and financial goals, as defined by the
Corporation's strategic and financial plans, by making available additional,
variable, and contingent incentive compensation.

II.  General Description.  The Plan is based upon the achievement of required
financial targets and other defined objectives before any incentive
compensation award is considered.  The Plan specifies goals that are
consistent with those contained in the strategic and financial plans of the
Corporation.

The Plan is designed to integrate the interests of the shareholders of FNB
with those of the Plan participants.  The target/award formulas support a
level of incentive compensation that will enable the Corporation and its
subsidiaries to attract, retain, and motivate high quality officer and staff
personnel and support the continued growth and profitability of FNB.

The Plan is established to augment regular salary and benefits programs
already in existence.  The Plan is not meant to be a substitute for salary
increases but supplemental to base salary and, as stated, a reward for
performance that contributes to outstanding levels of achievement.

III.  Definition of Terms.

A.  "Compensation Committee" shall mean a committee of the Corporation's
    Board of Directors comprised solely of independent, non-employee
    directors of FNB (the "Committee").

B.  "Plan Year" shall mean a full calendar year in which the Plan is in
    effect, unless otherwise specified.

C.  "Eligible Employees" shall mean, for the purpose of the Plan, all full-
    time and part-time employees who work a minimum of 1,000 hours per Plan
    Year and meet other term of service and standard of performance
    requirements established in Section V:  Plan Participation, with the
    exception of employees assigned to positions that have "production
    incentive" elements in the compensation packages for their positions.

D.  "Eligible Compensation" shall mean, for the purpose of the Plan, an
    Eligible Employee's regular earnings, which excludes overtime, bonuses,
    and any prior-year incentive award paid during the Plan Year.

E.  "Award" shall mean the incentive compensation award available to Eligible
    Employees for any Plan Year, as approved by the Committee.

F.  "Financial Plan" shall mean the budget, including quantitative
    objectives, established by the Corporation.
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G.  "Target Results" shall mean annual corporate goals, consistent with the
    Financial Plan of the Corporation, the attainment of which are integrated
    with the potential granting of incentive compensation awards.

IV.  Plan Administration.  The FNB Board of Directors (the "Board") has
delegated authority for the ongoing administration and interpretation of the
Plan to the Committee.  Throughout this Plan document, reference to the
actions and authority of the Committee presumes that the Committee will act
on final disposition of all matters pertaining to supplements or revisions to
the Plan, termination of the Plan, and annual Target Results, subject to law.
Actions of the Board and the Committee affecting the construction,
interpretation, and administration of the Plan shall be final and binding on
all parties, including the Corporation and the Eligible Employees.

Matters before the Board/Committee shall be decided upon by a majority vote
of the Board/Committee.  Eligible Employees who are members of the Board
shall make recommendations but shall not be entitled to vote on any matters
relating to eligibility for and/or determination of Awards for elements of
the Plan in which they directly participate.

Before the beginning of each Plan Year, the Committee may review and revise
the operating rules.  The Committee may also change performance measures and
Awards based upon those measures in order to emphasize specific goals and
objectives of the Plan.

The Corporation's Chief Financial Officer shall compute potential Awards,
consistent with the guidelines documented herein, to be presented to the
Committee for approval.  The Human Resources Department of FNB shall maintain
payment and other related records.

Finally, in accordance with the authority delegated to the Committee with
respect to the administration and interpretation of the Plan, the Committee
may take into account the presence or absence of nonrecurring or
extraordinary items of income, gain, expense, or loss, and any and all
factors that it may deem relevant, before approving Awards for any given Plan
Year.  Extraordinary occurrences may be excluded when calculating performance
results to insure that the best interests of the Corporation and its
shareholders are protected and are not brought into conflict with the
interests of Eligible Employees.

V.  Plan Participation.  Participation in the Plan is limited to full-time
and part-time employees of the Corporation and its subsidiaries who work a
minimum of 1,000 hours per Plan Year, with the exception of employees
assigned to positions that have "production incentive" elements in the
compensation packages for their positions.  Additionally, an individual must
have been employed by the Corporation or subsidiary prior to July 1 of the
Plan Year, and must remain an active employee through the date on which an
Award is paid, in order to receive an Award for the Plan Year.

The following is a summary of the positions selected by the Board for
participation in the Plan:

Tier     Participants

#1       President & Chief Executive Officer
#2       Executive Vice Presidents
#3       Senior Vice Presidents
#4       All Other Officers
#5       Remaining Eligible Employees

VI.  Operating Rules.

A.  The Plan shall be effective retroactively to January 1, 2006, with the
    first Plan Year being calendar year 2006.
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B.  The Plan shall become effective on the date noted herein, subject to the
    annual endorsement of Plan goals and parameters.

C.  The Committee shall administer the Plan, and may amend, suspend, or
    terminate the Plan at any time.

D.  The Committee shall adopt such rules and regulations and shall make
    determinations and interpretations of the Plan thereunder as it shall
    deem appropriate.  All such rules, regulations, and determinations shall
    be conclusive and binding upon all parties.

E.  Eligibility for participation in the Plan is based upon the eligibility
    requirements as stated herein.

F.  No Award shall be paid to any otherwise Eligible Employee who was placed
    on probation during the Plan Year and/or did not receive at least a
    rating of "meets job requirements" on his/her most recent individual
    performance appraisal prior to the Plan Year Award.

G.  Supplementary Plan documents relating to Eligible Employees, the targeted
    goals, and other pertinent matters will be prepared and approved by the
    Board at the beginning of each Plan Year.

H.  Awards may be made in accordance with Section VIII of this Plan document,
    subject to approval by the Committee.

I.  No right or interest of any Eligible Employee shall be assignable or
    transferable, or subject to any lien, directly, by operation of law, or
    otherwise, including levy, garnishment, attachment, pledge, or
    bankruptcy.

J.  Eligible Employees who meet all Plan requirements will receive approved
    Awards no later than February 1 following the end of a Plan Year.

K.  Basic Plan guidelines for any Plan Year shall be reviewed with the staff
    at the beginning of each Plan Year.

L.  An Award under the Plan shall not confer any right on the recipient to
    continue in the employ of the Corporation or subsidiary or limit in any
    way the right of the Corporation or subsidiary to terminate his/her
    employment at any time.  The receipt of an Award for one year shall not
    guarantee an Eligible Employee the right to receive an Award for any
    subsequent year.

M.  The Corporation or subsidiary shall deduct from payments made under this
    plan any federal, state, or local taxes to be withheld with respect to
    such payments.

N.  Should a participating employee's employment be terminated during the
    Plan Year, or prior to the distribution of any Plan Award, for any
    reason, he/she shall not be eligible to receive any Award.

VII.  Summary of Plan Parameters.

A.  Plan Awards.  Awards under the Plan are contingent upon the achievement
    of established targets for the Corporation.

B.  Performance Targets.  Targets will be established annually for several
    key performance factors that impact the interests of the shareholders of
    the Corporation.  The targets take into account industry peer group
    performance benchmarks and specific goals established for the
    Corporation.  In addition, the strategic performance factors are weighted
    to reflect the relative importance of each, as established by the
    Committee.  The targets are proprietary, confidential, and for internal
    use only and shall not be published.
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C.  Formation/Distribution of Awards.  As noted earlier in this document, the
    formation of Awards, and the distribution of same, is at the discretion
    of the Committee.  Awards may be made when the established performance
    targets are met or exceeded, and when the Committee, in its sole
    judgment, deems that such actions are in the best interests of the
    Corporation, its shareholders, and the Eligible Employees.

D.  Guidelines for the schedule of Plan Awards, along with factors that may
    impact these Awards, are established annually, and are integrated with
    the Corporation's strategic plan and Financial Plan.  These guidelines
    are updated annually and included under Section VIII of this Plan
    document.

VIII.  Summary of 2007 Performance Objectives.

A.  2007 Award Performance Targets

         Weight                    Category                Target

          50%                     Net Income
          20%          Core Transaction Deposit Growth
          20%                    Loan Growth
          10%          Asset Quality (Composite Score)


B.  2007 Pay-for-Performance Award Schedule Guideline

    Performance      Tier #1    Tier #2    Tier #3    Tier #4    Tier #5
       Level          Award      Award      Award      Award      Award

       100%            25%        12%         7%         4%         2%
       110%            32%        16%       9 1/2%     5 1/2%       3%
     Note: Awards are expressed as a percentage of Eligible Compensation
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