**Exhibit 10.1**

**BOISE CASCADE, L.L.C.**

**Annual Incentive AwardNotification**

**Corporate**

*ChiefExecutive Officer*

**This**AnnualIncentive AwardNotification (“Notification”) is granted on March 31, 2007, byBoise Cascade, L.L.C. (“Boise”) to William Thomas Stephens (“Awardee” or “you”)pursuant to the Boise Incentive and Performance Plan (the “Plan”) and pursuantto the following terms:

**1.**                                       Any payment (“Award”) made under this Notificationand the Plan is subject to all the terms and conditions of the Plan.  An Award is not earned until paid.

2.                                       Forpurposes of this Award, the following terms shall have the meanings statedbelow.  All capitalized terms not definedin this Notification shall have the meaning stated in the Plan.

2.1.                              “AwardPeriod” means the 2007 calendar year.

2.2.                              “BaseSalary” means your annual pay rate in effect at the end of the Award Period,without taking into account (a) any amounts deferred pursuant to an electionunder any 401(k) plan, pre-tax premium plan, deferred compensation plan, orflexible spending account sponsored by Boise during the Award Period, (b) anyincentive compensation, employee benefit, or other cash benefit paid orprovided under any retention, incentive, bonus or employee benefit plansponsored by Boise, and (c) any excellence award, gains upon stock optionexercises, restricted stock grants or vesting, moving or travel expensereimbursement, imputed income, or tax gross-ups, without regard to whether thepayment or gain is taxable income to you.

2.3.                              “IncentiveCash Flow” means EBITDA (earnings before interest, taxes, and non-cash itemssuch as depreciation, depletion, and amortization), adjusted for non-cashlong-term compensation, less a charge for working capital.  The charge for working capital is 9% per year(0.75% per month) times the working capital balance (excluding cash).

2.4.                              “IncentiveCompensation Cap” means the total dollar amount allowable for all company-wideincentive plan awards (including all divisions and business units), asestablished by Boise and approved by the Board. The total aggregate awards of all incentive plans, whether paidquarterly or annually, are subject to the Incentive Compensation Cap.  If the Cap is exceeded, all awards arereduced pro rata.  The attached chartidentifies Incentive Compensation Cap amounts for specified levels ofEBITDA.  For this purpose, EBITDA meansthe EBITDA dollar amount set out in Boise’s Form 10-K, taking intoaccount any adjustments deemed appropriate by the Board.

2.5.                              “Safety”means the recordable incident rate for Boise, including internationaloperations.

3.                                       Yourtarget award percentage is 65% of your Base Salary.

4.                                       ThePerformance Goals applicable to your Award are corporate Incentive Cash Flow,Safety, and discrete performance objectives as may be determined as part ofyour work plan outlined by your supervisor. All Performance Goal calculations, including Base Salary, corporateIncentive Cash Flow, Incentive Compensation Cap, Safety, and any otherperformance objectives, shall be made by Boise, in its sole discretion.  Your Award will be determined as follows:

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4.1.                              *Corporate Incentive Cash Flow*.  Target corporate Incentive Cash Flow has beenestablished.  Boise will determine actualcorporate Incentive Cash Flow and, using the attached payout chart, a payoutmultiple will be identified.  Your BaseSalary will be multiplied by your target award percentage, and the resultingnumber will be multiplied by the identified corporate Incentive Cash Flowpayout multiple to reach the amount of the Award.

4.2.                              *Safety Adjustment.* Your target award amount may be adjusted based on Safety results, asfollows.  The target recordable incidentrate is 2.2.  Boise will determine theactual recordable incident rate.  If theactual recordable incident rate is greater than target, the amount of thetarget award amount calculated pursuant to Section 4.1 will be reduced by10%.  If the actual recordable incidentrate is less than or equal to target, no reduction for Safety will apply.

4.3.                              *Incentive Compensation Cap Adjustment*.  The target award amount will also beadjusted, on a pro rata basis, based on the Incentive Compensation Cap fundsavailable for the Award Period.

4.4.                              *Additional Adjustments.* Your supervisor may recommend increasing or decreasing your target awardamount by up to 50% based on your performance relative to the work planoutlined with your supervisor. Notwithstanding your Performance Goals and any supervisorrecommendation, Boise and/or the Committee reserve the right to adjust oreliminate the target award amount, at any time until paid, in their sole andabsolute discretion, whether or not your Performance Goals have been met.  Such adjustment or elimination shall be basedupon such factors as Boise or the Committee deems relevant to itsdetermination.

4.5.                              *General Terms*.  Payoutmultiples between numbers indicated on the chart will be calculated usingstraight-line interpolation.  Your Awardis capped at 2.25 times your target award percentage.

5.                                       ThisAward, if any, will be paid in cash or other method of delivering comparablevalue no later than March 15, 2008.

6.                                       Ifyou terminate employment before December 31, 2007, the determination of yourAward, if any, will be treated in accordance with the Plan and in such manneras determined by the Committee.  If you terminateemployment after December 31, 2007, and before an Award is paid, otherthan as described in Section 7(a) of the Plan, whether voluntarily orinvoluntarily, with or without cause, you may or may not be eligible to receivean Award for the Award Period, as determined by Boise in its sole and absolutediscretion.

7.                                       Ifany provision of this Notification or the Plan is held to be illegal or invalidfor any reason, such illegality or invalidity shall not affect the remainingparts of the Notification and Plan, and they shall be construed and enforced asif the illegal or invalid provision were not included.

8.                                       Youshall have no power or right to transfer, assign, anticipate, pledge,hypothecate, or otherwise encumber all or any part of any amount which may bepaid to you under this Notification and the Plan.

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**BOISE CASCADE, L.L.C.**

**Annual Incentive AwardNotification**

**Corporate**

*SeniorVice President*

**This**AnnualIncentive AwardNotification (“Notification”) is granted on March 31, 2007, byBoise Cascade, L.L.C. (“Boise”) to Tom Carlile (“Awardee” or “you”) pursuant tothe Boise Incentive and Performance Plan (the “Plan”) and pursuant to thefollowing terms:

**1.**                                       Any payment (“Award”) made under this Notificationand the Plan is subject to all the terms and conditions of the Plan.  An Award is not earned until paid.

2.                                       Forpurposes of this Award, the following terms shall have the meanings statedbelow. All capitalized terms not defined in this Notification shall have themeaning stated in the Plan.

2.1.                              “AwardPeriod” means the 2007 calendar year.

2.2.                              “BaseSalary” means your annual pay rate in effect at the end of the Award Period,without taking into account (a) any amounts deferred pursuant to an electionunder any 401(k) plan, pre-tax premium plan, deferred compensation plan, orflexible spending account sponsored by Boise during the Award Period, (b) anyincentive compensation, employee benefit, or other cash benefit paid orprovided under any retention, incentive, bonus or employee benefit plan sponsoredby Boise, and (c) any excellence award, gains upon stock option exercises,restricted stock grants or vesting, moving or travel expense reimbursement,imputed income, or tax gross-ups, without regard to whether the payment or gainis taxable income to you.

2.3.                              “IncentiveCash Flow” means EBITDA (earnings before interest, taxes, and non-cash itemssuch as depreciation, depletion, and amortization), adjusted for non-cashlong-term compensation, less a charge for working capital.  The charge for working capital is 9% per year(0.75% per month) times the working capital balance (excluding cash).

2.4.                              “IncentiveCompensation Cap” means the total dollar amount allowable for all company-wideincentive plan awards (including all divisions and business units), asestablished by Boise and approved by the Board. The total aggregate awards of all incentive plans, whether paidquarterly or annually, are subject to the Incentive Compensation Cap.  If the Cap is exceeded, all awards arereduced pro rata.  The attached chartidentifies Incentive Compensation Cap amounts for specified levels ofEBITDA.  For this purpose, EBITDA meansthe EBITDA dollar amount set out in Boise’s Form 10-K, taking intoaccount any adjustments deemed appropriate by the Board.

2.5.                              “Safety”means the recordable incident rate for Boise, including internationaloperations.

3.                                       Yourtarget award percentage is 65% of your Base Salary.

4.                                       ThePerformance Goals applicable to your Award are corporate Incentive Cash Flow,Safety, and discrete performance objectives as may be determined as part ofyour work plan outlined by your supervisor. All Performance Goal calculations, including Base Salary, corporateIncentive Cash Flow, Incentive Compensation Cap, Safety, and any otherperformance objectives, shall be made by Boise, in its sole discretion.  Your Award will be determined as follows:

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4.1.                              *Corporate Incentive Cash Flow*.  Target corporate Incentive Cash Flow has beenestablished.  Boise will determine actualcorporate Incentive Cash Flow and, using the attached payout chart, a payoutmultiple will be identified.  Your BaseSalary will be multiplied by your target award percentage, and the resultingnumber will be multiplied by the identified corporate Incentive Cash Flowpayout multiple to reach the amount of the Award.

4.2.                              *Safety Adjustment.* Your target award amount may be adjusted based on Safety results, asfollows.  The target recordable incidentrate is 2.2.  Boise will determine theactual recordable incident rate.  If theactual recordable incident rate is greater than target, the amount of thetarget award amount calculated pursuant to Section 4.1 will be reduced by10%.  If the actual recordable incidentrate is less than or equal to target, no reduction for Safety will apply.

4.3.                              *Incentive Compensation Cap Adjustment*.  The target award amount will also beadjusted, on a pro rata basis, based on the Incentive Compensation Cap fundsavailable for the Award Period.

4.4.                              *Additional Adjustments.* Your supervisor may recommend increasing or decreasing your target awardamount by up to 50% based on your performance relative to the work planoutlined with your supervisor. Notwithstanding your Performance Goals and any supervisorrecommendation, Boise and/or the Committee reserve the right to adjust oreliminate the target award amount, at any time until paid, in their sole andabsolute discretion, whether or not your Performance Goals have been met.  Such adjustment or elimination shall be basedupon such factors as Boise or the Committee deems relevant to itsdetermination.

4.5.                              *General Terms*.  Payoutmultiples between numbers indicated on the chart will be calculated usingstraight-line interpolation.  Your Awardis capped at 2.25 times your target award percentage.

5.                                       ThisAward, if any, will be paid in cash or other method of delivering comparablevalue no later than March 15, 2008.

6.                                       Ifyou terminate employment before December 31, 2007, the determination of yourAward, if any, will be treated in accordance with the Plan and in such manner asdetermined by the Committee.  If youterminate employment after December 31, 2007, and before an Award is paid,other than as described in Section 7(a) of the Plan, whether voluntarilyor involuntarily, with or without cause, you may or may not be eligible toreceive an Award for the Award Period, as determined by Boise in its sole andabsolute discretion.

7.                                       Ifany provision of this Notification or the Plan is held to be illegal or invalidfor any reason, such illegality or invalidity shall not affect the remainingparts of the Notification and Plan, and they shall be construed and enforced asif the illegal or invalid provision were not included.

8.                                       Youshall have no power or right to transfer, assign, anticipate, pledge,hypothecate, or otherwise encumber all or any part of any amount which may bepaid to you under this Notification and the Plan.

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**BOISE CASCADE, L.L.C.**

**Annual Incentive AwardNotification**

**Paper, Packaging & Newsprint**

*ExecutiveVice President*

**This**AnnualIncentive AwardNotification (“Notification”) is granted on March 31, 2007, byBoise Cascade, L.L.C. (“Boise”) to Alexander Toeldte (“Awardee” or “you”)pursuant to the Boise Incentive and Performance Plan (the “Plan”) and pursuantto the following terms:

**1.**                                       Any payment (“Award”) made under this Notificationand the Plan is subject to all the terms and conditions of the Plan.  An Award is not earned until paid.

2.                                       Forpurposes of this Award, the following terms shall have the meanings statedbelow.  All capitalized terms not definedin this Notification shall have the meaning stated in the Plan.

2.1.                              “AwardPeriod” means the 2007 calendar year.

2.2.                              “BaseSalary” means your annual pay rate in effect at the end of the Award Period,without taking into account (a) any amounts deferred pursuant to an electionunder any 401(k) plan, pre-tax premium plan, deferred compensation plan, orflexible spending account sponsored by Boise during the Award Period, (b) anyincentive compensation, employee benefit, or other cash benefit paid or providedunder any retention, incentive, bonus or employee benefit plan sponsored byBoise, and (c) any excellence award, gains upon stock option exercises,restricted stock grants or vesting, moving or travel expense reimbursement,imputed income, or tax gross-ups, without regard to whether the payment or gainis taxable income to you.

2.3.                              “IncentiveCash Flow” means EBITDA (earnings before interest, taxes, and non-cash itemssuch as depreciation, depletion, and amortization), adjusted for non-cashlong-term compensation, less a charge for working capital.  The charge for working capital is 9% per year(0.75% per month) times the working capital balance (excluding cash).  Incentive Cash Flow may be calculated at acorporate, division, or location level.

2.4.                              “IncentiveCompensation Cap” means the total dollar amount allowable for all company-wideincentive plan awards (including all divisions and business units), asestablished by Boise and approved by the Board. The total aggregate awards of all incentive plans, whether paidquarterly or annually, are subject to the Incentive Compensation Cap.  If the Cap is exceeded, all awards arereduced pro rata.  The attached chartidentifies Incentive Compensation Cap amounts for specified levels ofEBITDA.  For this purpose, EBITDA meansthe EBITDA dollar amount set out in Boise’s Form 10-K, taking intoaccount any adjustments deemed appropriate by the Board.

2.5.                              “Safety”means the recordable incident rate for Boise, including internationaloperations.

3.                                       Yourtarget award percentage is 65% of your Base Salary.

4.                                       ThePerformance Goals applicable to your Award are corporate Incentive Cash Flow,Paper Incentive Cash Flow, Packaging and Newsprint Incentive Cash Flow, Safety,and discrete performance objectives as may be determined as part of your workplan outlined by your supervisor.  AllPerformance Goal calculations, including Base Salary, corporate Incentive CashFlow, Paper Incentive Cash Flow, Packaging and Newsprint Incentive Cash Flow,Incentive Compensation Cap, Safety, and any other performance objectives, shallbe made by Boise, in its

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sole discretion.  Your Award will be determined as follows:

4.1.                              *Corporate Incentive Cash Flow*.  25% of your Award will be based on corporateIncentive Cash Flow.  Target corporateIncentive Cash Flow has been established. Boise will determine actual corporate Incentive Cash Flow and, using theattached payout chart, a payout multiple will be identified.  To calculate the corporate Incentive CashFlow portion of the payout, your Base Salary will be multiplied by your targetaward percentage; that result will then be multiplied by the identifiedcorporate Incentive Cash Flow payout multiple; and that result will bemultiplied by 25%.

4.2.                              *Paper Incentive Cash Flow*. 50% of your Award will be based on Paper Incentive Cash Flow.  Target Paper Incentive Cash Flow has beenestablished.  Boise will determine actualPaper Incentive Cash Flow and, using the attached payout chart, a payoutmultiple will be identified.  Tocalculate the Paper Incentive Cash Flow portion of the payout, your Base Salarywill be multiplied by your target award percentage; that result will then bemultiplied by the identified Paper Incentive Cash Flow payout multiple; andthat result will be multiplied by 50%.

4.3.                              *Packaging and Newsprint Incentive Cash Flow*.  25% of your Award will be based on Packagingand Newsprint Incentive Cash Flow. Target Packaging and Newsprint Incentive Cash Flow has been established.  Boise will determine actual Packaging andNewsprint Incentive Cash Flow and, using the attached payout chart, a payoutmultiple will be identified.  Tocalculate the Packaging and Newsprint Incentive Cash Flow portion of thepayout, your Base Salary will be multiplied by your target award percentage;that result will then be multiplied by the identified Packaging and NewsprintIncentive Cash Flow payout multiple; and that result will be multiplied by 25%.

4.4.                              *Safety Adjustment.* Your target award amount may be adjusted based on Safety results, asfollows.  The target recordable incidentrate is 2.2.  Boise will determine theactual recordable incident rate.  If theactual recordable incident rate is greater than target, the aggregate amount ofthe target award amount calculated pursuant to Sections 4.1, 4.2, and 4.3will be reduced by 10%.  If the actualrecordable incident rate is less than or equal to target, no reduction forSafety will apply.

4.5.                              *Incentive Compensation Cap Adjustment*.  The target award amount will also beadjusted, on a pro rata basis, based on the Incentive Compensation Cap fundsavailable for the Award Period.

4.6.                              *Additional Adjustments.* Your supervisor may recommend increasing or decreasing your target awardamount by up to 50% based on your performance relative to the work plan outlinedwith your supervisor.  Notwithstandingyour Performance Goals and any supervisor recommendation, Boise and/or theCommittee reserve the right to adjust or eliminate the target award amount, atany time until paid, in their sole and absolute discretion, whether or not yourPerformance Goals have been met.  Suchadjustment or elimination shall be based upon such factors as Boise or theCommittee deems relevant to its determination.

4.7.                              *General Terms*.  Payoutmultiples between numbers indicated on the chart will be calculated usingstraight-line interpolation.  Your Awardis capped at 2.25 times your target award percentage.

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5.                                       ThisAward, if any, will be paid in cash or other method of delivering comparablevalue no later than March 15, 2008.

6.                                       Ifyou terminate employment before December 31, 2007, the determination of yourAward, if any, will be treated in accordance with the Plan and in such manneras determined by the Committee.  If youterminate employment after December 31, 2007, and before an Award is paid,other than as described in Section 7(a) of the Plan, whether voluntarilyor involuntarily, with or without cause, you may or may not be eligible toreceive an Award for the Award Period, as determined by Boise in its sole andabsolute discretion.

7.                                       Ifany provision of this Notification or the Plan is held to be illegal or invalidfor any reason, such illegality or invalidity shall not affect the remainingparts of the Notification and Plan, and they shall be construed and enforced asif the illegal or invalid provision were not included.

8.                                       Youshall have no power or right to transfer, assign, anticipate, pledge,hypothecate, or otherwise encumber all or any part of any amount which may bepaid to you under this Notification and the Plan.

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**BOISE CASCADE, L.L.C.**

**Annual Incentive AwardNotification**

**Building Materials Distribution**

*SeniorVice President*

**This**AnnualIncentive AwardNotification (“Notification”) is granted on March 31, 2007, byBoise Cascade, L.L.C. (“Boise”) to Stanley Bell (“Awardee” or “you”) pursuantto the Boise Incentive and Performance Plan (the “Plan”) and pursuant to thefollowing terms:

**1.**                                       Any payment (“Award”) made under this Notificationand the Plan is subject to all the terms and conditions of the Plan.  An Award is not earned until paid.

2.                                       Forpurposes of this Award, the following terms shall have the meanings statedbelow.  All capitalized terms not definedin this Notification shall have the meaning stated in the Plan.

2.1.                              “AwardPeriod” means the 2007 calendar year.

2.2.                              “BaseSalary” means your annual pay rate in effect at the end of the Award Period,without taking into account (a) any amounts deferred pursuant to an electionunder any 401(k) plan, pre-tax premium plan, deferred compensation plan, orflexible spending account sponsored by Boise during the Award Period, (b) anyincentive compensation, employee benefit, or other cash benefit paid orprovided under any retention, incentive, bonus or employee benefit plansponsored by Boise, and (c) any excellence award, gains upon stock optionexercises, restricted stock grants or vesting, moving or travel expensereimbursement, imputed income, or tax gross-ups, without regard to whether thepayment or gain is taxable income to you.

2.3.                              “CorporateIncentive Cash Flow” means corporate EBITDA (earnings before interest, taxes,and non-cash items such as depreciation, depletion, and amortization), adjustedfor non-cash long-term compensation, less a charge for working capital.  The charge for working capital is 9% per year(0.75% per month) times the working capital balance (excluding cash).

2.4.                              “DivisionEBITDA” means earnings before interest, taxes, and non-cash items such asdepreciation, depletion, and amortization, adjusted for non-cash long-termcompensation.

2.5.                              “IncentiveCompensation Cap” means the total dollar amount allowable for all company-wideincentive plan awards (including all divisions and business units), asestablished by Boise and approved by the Board. The total aggregate awards of all incentive plans, whether paidquarterly or annually, are subject to the Incentive Compensation Cap.  If the Cap is exceeded, all awards arereduced pro rata.  The attached chartidentifies Incentive Compensation Cap amounts for specified levels ofEBITDA.  For this purpose, EBITDA meansthe EBITDA dollar amount set out in Boise’s Form 10-K, taking intoaccount any adjustments deemed appropriate by the Board.

2.6.                              “PRONWC”means Pre-tax Return on Net Working Capital, which is calculated as Net Incomedivided by Average Net Working Capital. For purposes of calculating PRONWC:

2.6.1.                  “Net Income”means net operating income (loss) for the division, as shown on the division’sincome statement.

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2.6.2.                     “Average NetWorking Capital” means a 13 month average of net working capital for thedivision.  The 13 months used are the 12months during the Award Period, plus the month of December 2006.

2.7.                              “Safety”means the recordable incident rate for Boise, including internationaloperations.

3.                                       Yourtarget award percentage is 55% of your Base Salary.

4.                                       ThePerformance Goals applicable to your Award are Corporate Incentive Cash Flow,Division EBITDA, PRONWC, Safety, and discrete performance objectives as may bedetermined as part of your work plan outlined by your supervisor.  All Performance Goal calculations, includingBase Salary, Corporate Incentive Cash Flow, Division EBITDA, IncentiveCompensation Cap, PRONWC, Safety, and any other performance objectives, shallbe made by Boise, in its sole discretion. Your Award will be determined as follows:

4.1.                              *Corporate Incentive Cash Flow*.  20% of your Award will be based on CorporateIncentive Cash Flow.  Target CorporateIncentive Cash Flow has been established. Boise will determine actual Corporate Incentive Cash Flow and, using theattached payout chart, a payout multiple will be identified.  To calculate the Corporate Incentive CashFlow portion of the payout, your Base Salary will be multiplied by your targetaward percentage; that result will then be multiplied by the identified CorporateIncentive Cash Flow payout multiple; and that result will be multiplied by 20%.

4.2.                              *Division EBITDA*.  40%of your Award will be based on Division EBITDA. Target EBITDA for Building Materials Distribution has beenestablished.  Boise will determine actualDivision EBITDA and, using the attached payout chart, a payout multiple will beidentified.  To calculate the DivisionEBITDA portion of the payout, your Base Salary will be multiplied by yourtarget award percentage; that result will then be multiplied by the identifiedDivision EBITDA payout multiple; and that result will be multiplied by 40%.

4.3.                              *PRONWC*.  40% of yourAward will be based on Building Materials Distribution PRONWC.  Target PRONWC for Building MaterialsDistribution has been established.  Boisewill determine actual PRONWC and, using the attached payout chart, a payoutmultiple will be identified.  Tocalculate the PRONWC portion of the payout, your Base Salary will be multipliedby your target award percentage; that result will then be multiplied by theidentified PRONWC payout multiple; and that result will be multiplied by 40%.

4.4.                              *Safety Adjustment.* Your target award amount may be adjusted based on Safety results, asfollows.  The target recordable incidentrate is 2.2.  Boise will determine theactual recordable incident rate.  If theactual recordable incident rate is greater than target, the aggregate amount ofthe target award amount calculated pursuant to Sections 4.1, 4.2, and 4.3will be reduced by 10%.  If the actual recordableincident rate is less than or equal to target, no reduction for Safety willapply.

4.5.                              *Incentive Compensation Cap Adjustment*.  The target award amount will also beadjusted, on a pro rata basis, based on the Incentive Compensation Cap fundsavailable for the Award Period.

4.6.                              *Additional Adjustments.* Your supervisor may recommend increasing or decreasing your target awardamount by up to 50% based on your performance relative to the work planoutlined with your supervisor. Notwithstanding your Performance Goals and any supervisorrecommendation, Boise and/or the Committee reserve the right to adjust or

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eliminate the target award amount, at any time untilpaid, in their sole and absolute discretion, whether or not your PerformanceGoals have been met.  Such adjustment orelimination shall be based upon such factors as Boise or the Committee deemsrelevant to its determination.

4.7.                              *General Terms*.  Payoutmultiples between numbers indicated on the chart will be calculated usingstraight-line interpolation.  Your Awardis capped at 2.25 times your target award percentage.

5.                                       ThisAward, if any, will be paid in cash or other method of delivering comparablevalue no later than March 15, 2008.

6.                                       Ifyou terminate employment before December 31, 2007, the determination of yourAward, if any, will be treated in accordance with the Plan and in such manneras determined by the Committee.  If youterminate employment after December 31, 2007, and before an Award is paid,other than as described in Section 7(a) of the Plan, whether voluntarilyor involuntarily, with or without cause, you may or may not be eligible toreceive an Award for the Award Period, as determined by Boise in its sole andabsolute discretion.

7.                                       Ifany provision of this Notification or the Plan is held to be illegal or invalidfor any reason, such illegality or invalidity shall not affect the remainingparts of the Notification and Plan, and they shall be construed and enforced asif the illegal or invalid provision were not included.

8.                                       Youshall have no power or right to transfer, assign, anticipate, pledge,hypothecate, or otherwise encumber all or any part of any amount which may bepaid to you under this Notification and the Plan.

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**BOISE CASCADE, L.L.C.**

**Annual Incentive Award Notification**

**Wood Products**

*SeniorVice President*

**This**AnnualIncentive AwardNotification (“Notification”) is granted on March 31, 2007, byBoise Cascade, L.L.C. (“Boise”) to Thomas Lovlien (“Awardee” or “you”) pursuantto the Boise Incentive and Performance Plan (the “Plan”) and pursuant to thefollowing terms:

**1.**                                       Any payment (“Award”) made under this Notificationand the Plan is subject to all the terms and conditions of the Plan.  An Award is not earned until paid.

2.                                       Forpurposes of this Award, the following terms shall have the meanings statedbelow.  All capitalized terms not definedin this Notification shall have the meaning stated in the Plan.

2.1.                              “AwardPeriod” means the 2007 calendar year.

2.2.                              “BaseSalary” means your annual pay rate in effect at the end of the Award Period,without taking into account (a) any amounts deferred pursuant to an electionunder any 401(k) plan, pre-tax premium plan, deferred compensation plan, orflexible spending account sponsored by Boise during the Award Period, (b) anyincentive compensation, employee benefit, or other cash benefit paid orprovided under any retention, incentive, bonus or employee benefit plansponsored by Boise, and (c) any excellence award, gains upon stock optionexercises, restricted stock grants or vesting, moving or travel expensereimbursement, imputed income, or tax gross-ups, without regard to whether thepayment or gain is taxable income to you.

2.3.                              “IncentiveCash Flow” means EBITDA (earnings before interest, taxes, and non-cash itemssuch as depreciation, depletion, and amortization), adjusted for non-cashlong-term compensation, less a charge for working capital.  The charge for working capital is 9% per year(0.75% per month) times the working capital balance (excluding cash).  Incentive Cash Flow may be calculated at acorporate or division level.

2.4.                              “IncentiveCompensation Cap” means the total dollar amount allowable for all company-wideincentive plan awards (including all divisions and business units), asestablished by Boise and approved by the Board. The total aggregate awards of all incentive plans, whether paidquarterly or annually, are subject to the Incentive Compensation Cap.  If the Cap is exceeded, all awards arereduced pro rata.  The attached chartidentifies Incentive Compensation Cap amounts for specified levels ofEBITDA.  For this purpose, EBITDA meansthe EBITDA dollar amount set out in Boise’s Form 10-K, taking intoaccount any adjustments deemed appropriate by the Board.

2.5.                              “Safety”means the recordable incident rate. Safety may be measured on a company-wide basis (including internationaloperations) or for the Wood Products division.

3.                                       Yourtarget award percentage is 55% of your Base Salary.

4.                                       ThePerformance Goals applicable to your Award are corporate Incentive Cash Flow,Wood Products Incentive Cash Flow, company-wide Safety, Wood Products Safety,and discrete performance objectives as may be determined as part of your workplan outlined by your supervisor.  AllPerformance Goal calculations, including Base Salary, corporate Incentive CashFlow, Wood Products Incentive Cash Flow, Incentive Compensation Cap,company-wide Safety,

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Wood ProductsSafety, and any other performance objectives, shall be made by Boise, in itssole discretion.  Your Award will be determinedas follows:

4.1.                              *Corporate Incentive Cash Flow*.  20% of your Award will be based on corporateIncentive Cash Flow.  Target corporateIncentive Cash Flow has been established. Boise will determine actual corporate Incentive Cash Flow and, using theattached payout chart, a payout multiple will be identified.  To calculate the corporate Incentive CashFlow portion of the payout, your Base Salary will be multiplied by your targetaward percentage; that result will then be multiplied by the identified corporateIncentive Cash Flow payout multiple; and that result will be multiplied by 20%.

4.1.1.                     *Safety Adjustment for Corporate Incentive Cash Flow*.  The corporate Incentive Cash Flow portion ofyour target award amount may be adjusted based on company-wide Safety results,as follows.  The target recordableincident rate is 2.2.  Boise willdetermine the actual recordable incident rate. If the actual recordable incident rate is greater than target, theamount of the target award amount calculated pursuant to Section 4.1 willbe reduced by 10%.  If the actualrecordable incident rate is less than or equal to target, no reduction forSafety will apply.

4.2.                              *Wood Products Incentive Cash Flow*.  80% of your Award will be based on WoodProducts Incentive Cash Flow.  TargetWood Products Incentive Cash Flow has been established.  Boise will determine actual Wood ProductsIncentive Cash Flow and, using the attached payout chart, a payout multiplewill be identified.  To calculate theWood Products Incentive Cash Flow portion of the payout, your Base Salary willbe multiplied by your target award percentage; that result will then bemultiplied by the identified Wood Products Incentive Cash Flow payout multiple;and that result will be multiplied by 80%.

4.2.1.                     *Safety Adjustment for Wood Products Incentive Cash Flow.*  The Wood Products Incentive Cash Flow portionof your target award amount may be adjusted based on Wood Products Safetyresults, as follows.  The targetrecordable incident rate is 2.4.  Boisewill determine the actual recordable incident rate.  If the actual recordable incident rate isgreater than target, the amount of the target award amount calculated pursuantto Section 4.2 will be reduced by 10%. If the actual recordable incident rate is less than or equal to target,no reduction for Safety will apply.

4.3.                              *Incentive Compensation Cap Adjustment*.  The payout amounts for the above measures inSections 4.1 and 4.2 are aggregated together to reach your target awardamount.  The target award amount will beadjusted, on a pro rata basis, based on the Incentive Compensation Cap fundsavailable for the Award Period.

4.4.                              *Additional Adjustments.* Your supervisor may recommend increasing or decreasing your target awardamount by up to 50% based on your performance relative to the work planoutlined with your supervisor. Notwithstanding your Performance Goals and any supervisorrecommendation, Boise and/or the Committee reserve the right to adjust oreliminate the target award amount, at any time until paid, in their sole andabsolute discretion, whether or not your Performance Goals have been met.  Such adjustment or elimination shall be basedupon such factors as Boise or the Committee deems relevant to itsdetermination.

4.5.                              *General Terms*.  Payoutmultiples between numbers indicated on the chart will be calculated usingstraight-line interpolation.  Your Awardis capped at 2.25 times your

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target award percentage.

5.                                       ThisAward, if any, will be paid in cash or other method of delivering comparablevalue no later than March 15, 2008.

6.                                       Ifyou terminate employment before December 31, 2007, the determination of yourAward, if any, will be treated in accordance with the Plan and in such manneras determined by the Committee.  If youterminate employment after December 31, 2007, and before an Award is paid,other than as described in Section 7(a) of the Plan, whether voluntarilyor involuntarily, with or without cause, you may or may not be eligible toreceive an Award for the Award Period, as determined by Boise in its sole andabsolute discretion.

7.                                       Ifany provision of this Notification or the Plan is held to be illegal or invalidfor any reason, such illegality or invalidity shall not affect the remainingparts of the Notification and Plan, and they shall be construed and enforced asif the illegal or invalid provision were not included.

8.                                       Youshall have no power or right to transfer, assign, anticipate, pledge,hypothecate, or otherwise encumber all or any part of any amount which may bepaid to you under this Notification and the Plan.

[Graphics]

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