EXHIBIT10.9

This publication describes thenew Annual Value Creation Plan for key employees of Metaldyne. Some ofthe AVC Plan's highlights include:

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| •  | Participants areselected by the Metaldyne Executive Committee. |

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| •  | The Plan'sfinancial targets are based on prior year EBITDA adjusted for capitalefficiency. |

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| •  | You and yourmanager set individual performance targets. |

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| •  | Target Planawards may be 10% of pay or more, depending on position scopeand responsibility. You may earn more or less than your target based onactual Company (and, as applicable, Unit) performance and individualperformance relative to targets. |

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| •  | For any Planpayment to be made in any year, Company performance results must be atleast 50% of targeted results. |

The AnnualValueCreation Plan (AVCP)

Metaldyne iscommitted to ensuring that our total compensation program is consistentwith market competitive pay practices and provides opportunities toattract and retain excellent performers essential to our businesssuccess. As a component of your total compensation, the Annual ValueCreation Plan works to support our overall business objectives byaligning individual goals with the goals of shareholders and focusingattention on the key measures of success. The plan is designed toreward achievement of key business goals and individual performancebased on your contributions.

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WhoParticipates

The Metaldyne Executive Committeeidentifies the specific positions that are eligible for participationin the AVC Plan. The Executive Committee is made up of the CEO, CFO,and VP HR of Metaldyne. In general, the Committee will awardeligibility to division management, plant managers and their directreports (depending on size of the operation), and corporatemanagement.

Performance Measures

AVCPawards are based on "Corporate", which isdefined as all of Metaldyne, "Unit", which isthe level for which you have most direct accountability (defined asdivision or group), and "Individual"performance during the year.

Corporate and UnitPerformance

As defined in the box on the following page,the Annual Value Creation Plan uses targeted EBITDA("Earnings Before Interest, Taxes, Depreciation andAmortization") as the measure of Corporate and Unitperformance. While there are many possible measures for performance,EBITDA was selected because it is a good measure of cash flow –the "fuel" for reinvestment in our businessesand valued by investors because cash flow provides resources forreinvestment.

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Each year, targeted EBITDA willbe established based on prior year EBITDA adjusted for capitalefficiency.

"TargetedEBITDA"
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|   | EBITDA (pronounced"E-BE-DA") is a measure of cash flowcalculated as revenue minus expenses (before interest, taxes,depreciation and amortization). By excluding interest, taxes,depreciation and amortization from the expenses used in thecalculation, the earnings figure that results is a good indication ofthe amount of money being brought into the company.For the AVCPlan, prior year EBITDA is adjusted for capital efficiency. Theadjustment is made as shown at right. |

Components ofFormula

Prior YearEBITDA+

|                                                           |  |      |  |  |  |  |  |  |  |  |
|-----------------------------------------------------------|--|------|--|--|--|--|--|--|--|--|
| Prior year grossCapex                                     |  | }    |  |  |
| Less:Prior year depreciationexpense                       |  | x45% |  |  |
| Less:Prior year estimated depreciation on leasedassets(1) |  |
| Plus/less: Change in workingcapital(2)                    |  |
|                                                           |

=

Currentyear targetedEBITDA
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|-----------|----------------------------------------------------------------------------------------------|
| (1)  | Depreciationon Leased Assets affect units that have leased assets that are paid byCorporate. |
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|-----------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|
| (2)  | Workingcapital is defined as: Current Assets (excluding Cash, Trade AR andintercompany receivables) less Current Liabilities (excluding Trade AP,ST Notes Payable, accrued intercompany interests payable, andintercompany notes payable.) |

Individual Performance

At the beginning of each year, you and your immediate managerwill establish three to five measurable goals that are consistent withorganizational goals (and subject to approval by the next level ofmanagement). At the end of the year, individual performance will bemeasured relative to those goals. Each year, there may be acorporate-wide focus for some or all of the individual goals.

AVC Plan Steps – Beginning of the Year

At the beginning of each year, we go through the followingfive steps:

Beginning of Year – Step 1: DetermineYour Target Award

Your AVC Plan target award is simply apercentage of your annual base salary. This percentage is based on yourposition and scope of responsibility.

Target AwardExample:

Setting AVC Plan Target Award: Assumethe employee's AVC Plan target is 10% of 12/31 basesalary, and that base salary is $80,000. In this case, theemployee's AVC Plan award target is $8,000 (10% X$80,000).

Beginning of Year – Step 2: Determine Unitand Related Components

If yours is a Unit position(those reporting through an operations group president), your AVC Planaward will be made up of three components: 1) Corporate adjustedEBITDA, 2) Unit adjusted EBITDA, and 3) individual performance.Alternatively, if yours is a Corporate position (all other

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positions), your AVC Plan award will be madeup of two components: 1) Corporate adjusted EBITDA and 2) individualperformance.

Beginning of Year – Step 3: Determine theCorresponding Component Weighting

Each component of your AVCPlan award has a "weighting" that indicatesthe component's relative importance to your overall Plan award,as summarized in the following chart:

|                    |  |                                                   |  |                                           |        |         |  |  |  |  |
|--------------------|--|---------------------------------------------------|--|-------------------------------------------|--------|---------|--|--|--|--|
| Ifyourposition is: |  | These measures are considered foryour AVCP award: |  | And eachmeasure hasthisrelativeweighting: |
| Corporate          |  | CorporateAdjustedEBITDA                           |  |                                      | 75     | %  |
|               |  | IndividualPerformance                             |  |                                      | 25     | %  |
|               |  |                                              |  |                                      | 100    | %  |
|               |  |                                              |  |                                      |   |    |
| Unit               |  | CorporateAdjusted EBITDA                          |  |                                      | 40     | %  |
|               |  | UnitAdjustedEBITDA                                |  |                                      | 35     | %  |
|               |  | IndividualPerformance                             |  |                                      | 25     | %  |
|               |  |                                              |  |                                      | 100    | %  |
|                    |

ComponentWeighting Example:

Assume an employee in aUnit position has an AVC Plan target of $8,000. The employee'starget award is made up of the following components:

|                          |  |                             |  |  |  |  |
|--------------------------|--|-----------------------------|--|--|--|--|
| Corporate AdjustedEBITDA |  | 40%weight X $8,000 = $3,200 |
| Unit AdjustedEBITDA      |  | 35% weight X $8,000 =$2,800 |
| Individual Performance   |  | 25%weight X $8,000 =$2,000  |
|                     |  | $8,000                      |
|                          |

Beginning of Year – Step 4: Determine Target Performance forthe Year

The Plan's financial targets are establishedbased on prior year EBITDA adjusted for capital efficiency. At thebeginning of the year you will receive information about the target forCorporate adjusted EBITDA in the coming year and, as applicable, thetarget for Unit adjusted EBITDA.

Beginning of Year – Step5: Set Your Individual Goals for the Year

By February 15 ofeach year, you and your manager will set individual performance targetsfor the year. Your individual performance goals must be approved by thenext higher level of management. Each year, there may be acorporate-wide focus on some or all of the individual goals.

AVC Plan Steps – End of the Year

At the endof each plan year, AVC Plan awards will be determined following thesefour steps:

End of Year – Step 1: Determine ActualPerformance Result

Soon after the end of each Plan year, actualCorporate Adjusted EBITDA, Unit Adjusted EBITDA and individualperformance results will be measured. Adjusted EBITDA measures arecompared to the targets, (determined by adjusting prior year EBITDA forcapital efficiency) and individual performance results are compared togoals set at the beginning of the year.

Results for each of thecategories are expressed as Actual Performance divided by TargetPerformance. In this way, 100% indicates performance targetswere met for the measure; a percentage above 100% indicatesperformance targets were exceeded — below 100% meansperformance targets were not achieved.

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Determine Actual PerformanceExample:

Assume the target for Unit EBITDA was $10million, and actual Unit Adjusted EBITDA was $11 million. Thenperformance results for Unit Adjusted EBITDA equals 110% oftarget ($11 million actual divided by $10 million targeted = 1.10 or110%).

End of Year – Step 2: DetermineCorresponding Payment Factor

The AVC Plan then uses a"Performance Payment Factor" (see table,below) to determine a percentage of target award for each component(Corporate Adjusted EBITDA, individual performance and, for Unitpositions, Unit Adjusted EBITDA).

|                                                              |  |                                                                                           |  |  |  |  |
|--------------------------------------------------------------|--|-------------------------------------------------------------------------------------------|--|--|--|--|
| Percent of target achieved for agiven component (see Step1): |  | Performance PaymentFactor:                                                                |
| <80%oftarget                                              |  | 0%of target award                                                                         |
| 80% oftarget                                                 |  | 50% of target award                                                                       |
| 85%of target                                                 |  | 65% of targetaward                                                                        |
| 90% of target                                                |  | 80% oftarget award                                                                        |
| 95% of target                                                |  | 90%of target award                                                                        |
| 100% oftarget                                                |  | 100% of targetaward                                                                       |
| 105% of target                                               |  | 110% oftarget award                                                                       |
| 110% oftarget                                                |  | 120% of targetaward                                                                       |
| 115% of target                                               |  | 135% oftarget award                                                                       |
| 120% oftarget                                                |  | 150% of targetaward                                                                       |
| 120% –150% of target                                   |  | 150% of target award plus3% for each additional 1% that performanceexceeds 120% of target |
| >150%of target                                            |  | 240% of targetaward                                                                       |
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No payment will be made for anyaward component when actual performance for that component is below80% of target. Regardless of results for other measures, ifCorporate Adjusted EBITDA falls below 50% for any year, therewill be no AVC Plan awards paid for that year.

Results betweenthe levels stated on the chart above will be interpolated, i.e., foractual results between the stated percentages, there will be acorresponding payment level between the stated payment factorpercentages.

Determine Payment FactorExample:

Assume actual Corporate adjusted EBITDA is120% of target. Using the Performance Payment Factor table, wecan determine that 150% of the target award for the CorporateAdjusted EBITDA component will be paid.

End of Year –Step 3: Multiply by Component Weighting

After determining theapplicable Performance Payment Factor for each award component based onthe actual results for Corporate Adjusted EBITDA (and Unit AdjustedEBITDA for Unit positions) and individual performance results, thePerformance Payment Factors are multiplied by the applicable componentweighting determined at the beginning of the year.

Component Weighting Example:

For aUnit employee with the following results for each performance category— Corporate Adjusted EBITDA – 120% of target; UnitAdjusted EBITDA – 110% of target; and IndividualPerformance – 100% of target — the PerformancePayment Factors and the Component Weightings are multiplied asfollows:

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|                          |  |                      |     |               |  |        |     |                    |  |        |   |        |  |        |    |         |  |        |   |        |  |        |    |         |  |        |
|--------------------------|--|----------------------|-----|---------------|--|--------|-----|--------------------|--|--------|---|--------|--|--------|----|---------|--|--------|---|--------|--|--------|----|---------|--|--------|
| PerformanceCategory      |  | Performance vs. Plan |     | PaymentFactor |  |   |     | ComponentWeighting |  |   |   | Total  |  |   |
| CorporateAdjustedEBITDA: |  |                 | 120 | %        |  |   | 150 | %             |  |   | X |   |  |   | 40 | %  |  |   | = |   |  |   | 60 | %  |  |   |   |   |
| UnitAdjustedEBITDA:      |  |                 | 110 | %        |  |   | 120 | %             |  |   | X |   |  |   | 35 | %  |  |   | = |   |  |   | 42 | %  |  |   |   |   |
| IndividualPerformance:   |  |                 | 100 | %        |  |   | 100 | %             |  |   | X |   |  |   | 25 | %  |  |   | = |   |  |   | 25 | %  |  |   |   |   |
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Endof Year – Step 4: Sum of Weighted Payment Factors Equals ActualAward

The fourth and final step to determine the actual AnnualValue Creation Plan award is to sum the weighted performance paymentfactors for each component, then multiply the total by the target awardamount, as illustrated in the following example.

Actual Award Example:

Assume youare a Unit employee with a total Plan award target of $8,000. Alsoassume the following results are achieved for each performancecategory: Corporate Adjusted EBITDA – 120% of target; UnitAdjusted EBITDA – 110% of target; and IndividualPerformance – 100% of target. Given these assumptions,your actual AVC Plan award is determined to be 127% of the$8,000 target award, or $10,160.

|                           |  |                               |     |               |                    |         |     |                    |  |        |  |        |    |         |  |        |   |        |  |        |           |         |  |  |  |  |
|---------------------------|--|-------------------------------|-----|---------------|--------------------|---------|-----|--------------------|--|--------|--|--------|----|---------|--|--------|---|--------|--|--------|-----------|---------|--|--|--|--|
| PerformanceCategory       |  | Performancevs. Plan           |     | PaymentFactor |                    |    |     | ComponentWeighting |  |   |  | Total  |
| Corporate AdjustedEBITDA: |  |                          | 120 | %        |                    |    | 150 | %             |  | X      |  |   | 40 | %  |  |   | = |   |  |   | 60        | %  |
| UnitAdjustedEBITDA:       |  |                          | 110 | %        |                    |    | 120 | %             |  | X      |  |   | 35 | %  |  |   | = |   |  |   | 42        | %  |
| IndividualPerformance:    |  |                          | 100 | %        |                    |    | 100 | %             |  | X      |  |   | 25 | %  |  |   | = |   |  |   | + 25 | %  |
|                      |  | **TotalWeightedPerformance:** |     |          | 127                | %  |
|                      |  | TargetAward:                  |     | $             | 8,000    |    |
|                      |  | **ActualAward:**              |     | $             | 10,160   |    |
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Additional Information

ProratedAwards

If you move between units within the year, your awardwill be calculated to reflect the time spent in each unit. If you moveinto or out of an AVCP eligible position, you will receive a proratedaward based on your 12/31 salary.

Termination ofEmployment

If you terminate employment prior to the paymentdate, due to death, retirement or disability, you will be eligible fora pro-rata share when awards are paid. If you terminate for any otherreason prior to payment date, you forfeit your award for the planyear.

Administration

The Executive Committeewill administer the plan. This committee will consist of the CEO, CFOand VPHR of Metaldyne.

Future of the Plan

TheCompensation Committee of the Board reserves the right to amend,interpret or cancel the plan at any time based on the best interests ofthe Company and its shareholders. This plan supercedes all priordocumentation relating to the Annual Value Creation Plan.

Questions?

If you have questions about theAnnual Value Creation Plan described here, or about any other aspect ofyour Metaldyne compensation program, contact your local Human Resourcesdepartment.

Note:

At no time is thisplan to be considered an employment contract between the participantsand the Company. It does not guarantee participants the right ofcontinued employment. It does not affect a participant's right toleave the Company or the Company's right to discharge aparticipant.

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