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                                                                   Exhibit 10.29

                             SUMMARY OF THE SALARIES
                        FOR THE NAMED EXECUTIVE OFFICERS
                  OF REINSURANCE GROUP OF AMERICA, INCORPORATED

<TABLE>
<CAPTION>
                                                                    BASE SALARY (2) (3) (4) (5)
                                                                   ----------------------------
       NAME AND TITLE OF NAMED EXECUTIVE OFFICER (1)                  2004              2003
---------------------------------------------------------          ----------         ---------
<S>                                                                <C>                <C>
A. Greig Woodring
      President and Chief Executive Officer                        $  626,000         $ 560,000
David B.Atkinson
      Executive Vice President and Chief Operating Officer            400,000           380,000
Jack B. Lay
      Executive Vice President and Chief Financial Officer            330,000           307,115
Paul A. Shuster
      Executive Vice President, U.S. Operations                       330,000           295,192
Graham Watson
      Executive Vice President, International                         390,000           250,000
</TABLE>

      (1)   The named executive officers were determined by reference to the
            Company's Proxy Statement, dated April 12, 2004

      (2)   Under the RGA Reinsurance Company Executive Deferred Savings Plan
            (the "Plan"), executive officers of the Company participating in the
            Plan may defer up to 50% of his or her annual base salary and up to
            100% of any incentive compensation awarded to such participant under
            an incentive compensation plan maintained by the Company. The amount
            of compensation to be deferred by each participant will be
            determined in accordance with the Plan based on elections made by
            the participant. The amount of compensation deferred under the Plan
            will be paid in one to fifteen installments upon the participant's
            retirement, termination, death, disability or other dates determined
            in accordance with the Plan. Mr. Watson, as a non-U.S. citizen, is
            not eligible to participate in the Plan

      (3)   In March of each year, the Compensation Committee of the Board of
            Directors of the Company (the "Compensation Committee") meets to
            determine whether, based on market data, the performance of each
            executive officer and the performance of the Company during the
            preceding fiscal year, base salaries for the named executive
            officers should be increased. Additionally, base salaries for the
            named executive officers will generally increase concurrent with an
            officer's promotion or an increase in an officer's responsibilities,
            as may be determined by the Compensation Committee from time to
            time.

      (4)   All of the Company's executive officers participate in the
            Management Incentive Plan ("MIP"), which provides incentive
            compensation based on a participant's individual performance as well
            as their division's and the Company's achievements. The Company's
            results are measured primarily on annual operating earnings (net
            income from continuing operations less realized capital gains and
            losses and certain other non-operating items) per share and
            secondarily on annual consolidated revenues; divisional results are
            based on the division's revenues and operating earnings. Based on
            these criteria, the Compensation Committee approves a schedule of
            specific incentives set for each participant, with a minimum level
            of performance that must be met before any payment to the individual
            can be made, a target and a maximum. The Company's performance must
            meet certain levels, as determined in advance by the Committee,
            before any awards are made under the MIP. Awards are based on a
            specified percentage of salary, which varies for each participant.

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      (5)   All employees of RGA Reinsurance Company who meet the eligibility
            requirements participate in the profit sharing plan. Effective
            January 1, 2001, the Company adopted a safe harbor design for the
            plan that provides for a match of up to 4% of compensation. All
            eligible employees also are entitled to receive a profit sharing
            award ranging from 0% to 6% of compensation depending on whether the
            Company meets or exceeds its minimum performance level and targets,
            regardless of their 401(k) participation. A minimum performance
            level must be met before the profit sharing award can be made. The
            minimum performance level and targets for each year are established
            at the beginning of the year. A participant may elect to receive up
            to one-half of his profit sharing award in cash.