**Exhibit 10.30**

 

**SUMMARY PLANDESCRIPTION**

 

**HERITAGE OAKS BANCORP**

**EMPLOYEE STOCKOWNERSHIP PLAN**

 

Tableof Contents

 
| ESTABLISHMENT OF PLAN                                                            |
|----------------------------------------------------------------------------------|
| LIMITATIONS OF THIS DESCRIPTION                                                  |
| WHY AN EMPLOYEE STOCK OWNERSHIP PLAN?                                            |
| HOW DOES THE PLAN WORK?                                                          |
| WHEN MAY I PARTICIPATE IN THE PLAN                                               |
| WHAT IS THE PLAN YEAR?                                                           |
| HOW MUCH WILL THE BANK CONTRIBUTE                                                |
| COMPENSATION                                                                     |
| HOW ARE BANK CONTRIBUTIONS ALLOCATED TO  INDIVIDUAL PARTICIPANTS’ ACCOUNTS? |
| VESTED OR NONFORFEITABLE PORTION OF  PARTICIPANT’S BENEFITS                 |
| VOTING BANK STOCK                                                                |
| DISTRIBUTION OF BENEFITS                                                         |
| PUT  OPTION                                                                      |
| “TOP HEAVY” PLANS                                                      |
| DESIGNATION OF BENEFICIARY                                                       |
| FILING CLAIMS FOR BENEFITS                                                       |
| RIGHTS OF PARTICIPANTS                                                           |
| AMENDMENT AND TERMINATION                                                        |
| IDENTIFYING  DATA                                                                |

 

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**SUMMARY PLANDESCRIPTION**

 

**HERITAGE OAKS BANCORP**

**EMPLOYEE STOCKOWNERSHIP PLAN**

 

**ESTABLISHMENT OF PLAN**

 

Heritage Oaks Bancorp has established an employee stock ownership plan,effective January 1, 1997, for the benefit of its employees.  Heritage Oaks Bancorp is proud of this planand wants you, as an employee, to know about it.  This description of the plan has been prepared to tell you aboutthe plan and how it may benefit you. You should read all parts of this description carefully so that you willunderstand the ways in which the plan may benefit you, and certain exclusionsto coverage and limitations on the receipt of benefits which may apply toyou.  If you wish additional informationconcerning this employee stock ownership plan, this description tells you howto obtain that information.

 

**LIMITATIONS OFTHIS DESCRIPTION**

 

This description summarizes the main provisions of the plan.  It is not the complete plan.  A complete copy of the plan is available inthe personnel office of the Heritage Oaks Bancorp for your inspection.  In case of any conflict between theprovisions of the complete plan and this description, the provisions of thecomplete plan will control.

 

**WHY AN EMPLOYEESTOCK OWNERSHIP PLAN****?**

 

Heritage Oaks Bancorp believes that giving participants in this plan anindirect ownership interest in their employer is a way to encourage maximumefforts on behalf of Heritage Oaks Bancorp. The main investment of the plan is expected to be stock of Heritage OaksBancorp or stock of an affiliated employer. For purposes of this description, Heritage Oaks Bancorp and any suchaffiliated employer will be referred to as the “Bank.”  If the value of the Bank’s stock grows inthe future, participation in this stock ownership plan may prove to be animportant economic benefit.  Naturally,if the value of the Bank’s stock falls, the value of a participant’s interestin the plan would be reduced.

 

**HOW DOES THE PLAN WORK****?**

 

In order to understand more fully some of the matters discussed lateron in this plan description, you will need to have a general idea of how theemployee stock ownership plan works. Contributions are made, in the discretion of the Bank, annually to theplan from profits of the Bank.  Thesecontributions will be credited to the individual accounts of the employees whoare participants in the plan for the year the contribution is made.  (The way in which these amounts will bedistributed to participants will be discussed later in this summary.)  If you are now a participant, or laterbecome a participant, an account will be set up in your name.

 

The amounts credited to individual accounts are invested by the plantrustee(s), and any gain or loss from plan investments is credited to, orcharged against, the individual account of each participant.  The main investment is expected to be stockof the Bank.  Typically any appreciationor depreciation in the value of plan investments will be determined either byan annual appraisal made by an independent party or by reference to closingprices of stock traded in the market. The plan trustee(s) has the power to borrow money on behalf of the planso that it can purchase Bank stock. After a participant terminates his service with the Bank, the vested (or

 

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nonforfeitable)percentage of the account credited to the participant will be distributed tohim.  (The time of distribution ofbenefits to the employee may occur a number of years after his termination ofemployment; see the discussion below under the heading Vested Or NonforfeitablePortion Of Participant’s Benefits.)

 

If you are a participant or become a participant, the benefits you willultimately receive under the plan will depend primarily upon three things:

 

1.             The amount of Bank contributionscredited to your account in the plan;

 

2.             The return on investments under theplan; and

 

3.             The vested (or nonforfeitable)percentage of your account when you terminated.

 

You may have heard or read that the Pension Benefit GuarantyCorporation (PBGC) guarantees certain benefits under pension plans; however,because this plan is an employee stock ownership plan, rather than apension-type plan, benefits are not permitted to be guaranteed by the PBGC.

 

**WHEN MAY IPARTICIPATE IN THE PLAN**

 

First, you must be an employee of the Bank in order to be eligible forparticipation.  You must also be atleast 21 years of age, must have completed at least a “year of service forparticipation” and be employed on the last day of the plan year.  (The term “year of service forparticipation” is explained under the heading which follows.)  You will be admitted to participation in theplan on the first day of the “plan year” (the annual period from the first dayof January to the last day of December) beginning on or after January 1, 1997in which you meet these requirements. The annual entry date under the plan is the first day of January.  If you have met these requirements, you mayalready be a participant in the plan.

 

IF YOU ARE NOT YET A PARTICIPANT IN THE PLAN, MOST OF THE INFORMATIONWHICH FOLLOWS WILL APPLY TO YOU ONLY AFTER YOU BECOME A PARTICIPANT.

 

**Year of Service for Participation**.  Ayear of service for participation is a plan year during which an employee hasat least 1,000 hours of service with the Bank. (The way in which hours of service will be measured is discussed in theheading which follows.)   For example,suppose you had begun working for the Bank on April 15, 1997 and had completed1,000 hours of service by December 31, 1997. You would be admitted to participation in the plan allocation of Bankcontributions for the 1997 Plan Year (the Plan Year in which you completed theyear of service for participation), as long as you had attained the age of 21and are an employee on December 31, 1997.

 

If you did not (or do not) meet the 1,000-hour and age 21 requirementduring the plan year which included your employment date, you will be admittedto participation at a subsequent time if you render 1,000 hours of service andattain age 21 during any plan year.  Inother words, if you had not completed 1,000 hours of service by December 31, 1997,in the previous example but did so in the plan year ending on the last day ofDecember, 1998, you would be admitted to participation in the plan onJanuary 1, 1998, as long as you were at least 21 years of age and anemployee on December 31, 1998.

 

**Hour of Service**.  An hour of service means anyhour for which you are paid for working for the Bank.  It also may include certain hours for which you are not directlypaid by the Bank.  An hour of service isimportant for measuring 1,000 hours of service for participation (as discussedabove), 1,000 hours of service for accrual of benefits, 1,000 hours of servicefor vesting and less than 501 hours of service for a one-year break in service(all of which are discussed below).

 

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**Suspension or Termination of Participation**.  Ifyour employment terminates, after you have become a participant, and you incura one-year break in service, your participation in the plan will be suspendedor temporarily terminated until you complete a year of service for participationfollowing your return to employment. For this purpose a year of service for participation will be measured ina manner similar to that of a year of service for participation, discussedabove; except that the first day of the 12-month period will begin with the dayyou return to employment after the one-year break in service.

 

**Breaks in Service**.  Five (or more) consecutiveone-year breaks in service can be important in determining the number of yearsof service for vesting, discussed below under the heading Vested orNonforfeitable Portion of Participant’s Benefits.  A one-year break in service occurs when an employee has no morethan 500 hours of service during a plan year. In certain cases of absence due to pregnancy, child birth or anadoption, you may be credited with enough hours of service to avoid a one-yearbreak in service for one plan year.  Youshould check with the Bank about this.

 

**WHAT IS THE PLAN YEAR****?**

 

The plan year is the first day of January to the last day ofDecember.  The plan year is importantfor various reasons.  For example, it isthe period for which records are kept for plan administration, and the periodfor which allocations of Bank contributions are determined.

 

**HOW MUCH WILLTHE BANK CONTRIBUTE**

 

Under this plan the Bank has the right to make contributions to theplan out of its pre-tax profits.  One ofthe Bank’s goals in establishing this plan is to encourage you and all otheremployees who are participants in the plan to help keep the Bankprofitable.  Generally, once the Bankcontributions are made to the plan, they will be allocated to the accounts ofindividual participants in the manner described under the headings “How DoesThe Plan Work?” above, and “How Are Bank Contributions Allocated To IndividualParticipants’ Accounts?” below.

 

**COMPENSATION**

 

Generally your compensation for purposes of determining the amount ofyour contributions under the plan and the allocation of any Bank contributionswill be all compensation paid during the Plan Year under consideration as W-2income by the Bank to you, excluding director’s fees.  Amounts deferred pursuant to Internal Revenue Code Section401(k)(2), or Section 403(b), or contributed to any welfare benefit plansmaintained by the Bank through a reduction in your compensation pursuant toInternal Revenue Code Section 125, are included in your plan compensation forthe taxable year in which such amounts are contributed.  Compensation excludes amounts in excess of$170,000 annually (as indexed).

 

**HOW ARE BANKCONTRIBUTIONS ALLOCATED TO INDIVIDUAL PARTICIPANTS’ ACCOUNTS?**

 

Once the Bank has made a contribution to the plan for any particularyear, the contribution will be allocated to the accounts of participants whohave completed at least 1,000 hours of service with the Bank during the planyear for which the contribution is made and who are employees on the last dayof the Plan Year.  If a participant hasterminated employment and a certain percentage of the amount credited to hisaccount has been forfeited because it was not vested (see the discussion belowunder the heading Vested Or Nonforfeitable Portion Of Participant’s Benefits),that amount will be reallocated to the remaining participants’ accounts in thesame manner as initial Bank contributions.

 

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The Bank contributions and forfeitures (if any) will be allocated, asof the last day of each plan year, to each eligible participant’s account inthe proportion which that participant’s compensation bears to the totalcompensation of all eligible participants for the plan year.  The compensation of a participant for thispurpose is defined under the heading Compensation, above.

 

Suppose, for example, a participant’s compensation is $10,000 for aplan year and the total compensation paid all participants is $100,000.  If the Bank contributed $10,000 for the planyear, and there were no forfeitures to be reallocated, the participant earning$10,000 would be credited with $1,000.

 

**VESTED ORNONFORFEITABLE PORTION OF PARTICIPANT’S BENEFITS**

 

**Nonforfeitable or Vested Percentage**. Funds contributed by the Bank, as well as forfeitures, are allocated asdescribed above and are then invested and accumulated.  The portion or percentage of the Bankcontributions which will eventually be distributed to you after you haveterminated employment is called the nonforfeitable or vested percentage.  If, for example, your vested percentage is0%, no benefits will be distributed to you. If your vested percentage is 50%, one-half the benefits credited to youraccount will be distributed to you.  (Ifpart or all of your benefits are forfeited, and you subsequently return toemployment prior to the time you have 5 consecutive one-year breaks in service,you may repay the amount previously distributed to you and any forfeitedbenefits will be restored to your account. However, to have the forfeited amount restored, you must repay in fullany amounts distributed to you before the earlier of (i) 5 years after thefirst date on which you are reemployed, or (ii) the date you incur 5consecutive one-year breaks in service following the date of the previousdistribution to you.)  If you are 100%vested, all employee contributions credited to your account, adjusted forinvestment experience, will be distributed to you.  (The time and manner in which your benefits will be distributedto you is discussed below under the heading Distribution Of Benefits.)

 

You will be 100% vested under any of the following circumstances:

 

1.             You retire on or after the later ofattaining age 65 or completing 5 years of participation in the plan.

 

2.             You die while still working for theBank.

 

3.             You become totally and permanentlydisabled while still working for the Bank.

 

However, if you terminate your employment for any reason other thanretirement, death, or total and permanent disability, your nonforfeitable orvested percentage may be less than 100%. This means that part of the amount allocated to your account may beforfeited after your termination and reallocated to the accounts of participantsremaining in the plan.  The plancontains this provision in order to encourage plan participants to remainemployees, by rewarding long-time participants in the plan with proportionatelygreater benefits than short-time participants. The actual percentage of vested benefits is based on the number of yearsof service for vesting.  (A year ofservice for vesting is explained below.) The percentage of your nonforfeitable or vested amount is determined asfollows:

 

| **Years of Service  For Vesting** |   | **Vested  Percentage** |   |
|-----------------------------------|--------|------------------------|--------|
| Less than 3                       |   | 0                      | %      |
| 3                                 |   | 20                     | %      |
| 4                                 |   | 40                     | %      |
| 5                                 |   | 60                     | %      |
| 6                                 |   | 80                     | %      |
| 7 or more                         |   | 100                    | %      |

 

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**Year of Service for Vesting**.  Ayear of service for vesting is each plan year beginning on or afterJanuary 1, 1997, in which an employee has attained the age of 18 and has1,000 hours of service with the Bank. The total nonforfeitable percentage is determined by adding each year ofservice for vesting together to obtain the total number of years of service forvesting.  Years of service for vestingmay include plan years for which you were an employee but not a participant.

 

If any of the years of service for vesting are interrupted by one ormore one-year breaks in service, credit for years of service which occurredprior to the one-year break in service will be lost if you do not return toemployment.  If you return to employmentbefore you incur 5 consecutive one-year breaks in service, your pre-breakvested amount will be increased if you have post-break years of service forvesting.  For example, suppose aparticipant has 3 years of service for vesting and then terminates employmentfor 2 years, when he is 20% vested (if the plan so provides).  If he does not return to employment, hisvesting will not increase.  If hereturns to employment before incurring 5 consecutive one-year breaks in serviceand then has new years of service for vesting, his 20% pre-break vested amountwill increase.

 

**VOTING BANK STOCK**

 

As a participant you will be given the right to instruct the trustee(s)how to vote Bank stock allocated to your account if the stock is a class ofregistered securities.  In mostinstances, unregistered stock is voted by the Trustee(s), in the best interestof the Participants.  Even withunregistered stock, however, you will be given the right to instruct thetrustee(s) how to vote Bank stock allocated to your account with respect to theapproval or disapproval of any corporate merger or consolidation,recapitalization, reclassification, liquidation, dissolution, sale ofsubstantially all assets of a trade or business, or such similar transactionsas may be prescribed in Treasury Regulations. Some of the Bank stock in the plan may not be allocated to the accountof any participant at the time a vote is required and some of the participantsto whose account Bank stock is allocated may not choose to instruct theTrustee(s) as to the voting of that stock. The trustee(s) will vote these shares of such Bank stock in the mannerit believes to be in the best interests of the plan and the participants.

 

**DISTRIBUTION OF BENEFITS**

 

After you have terminated your employment you may elect to receive youraccrued benefits.  However, if the valueof the vested (nonforfeitable) benefits credited to your account does not exceed$5,000 at the time you terminate, the entire amount will be distributed to youas soon as administratively feasible after the end of the plan year in whichyou complete a one-year break in service. You may incur a 10% penalty tax if distributions are made to you beforeage 59-1/2, and you do not reinvest them in another qualified plan or an IRA(i.e., “rollover” the distribution).

 

If you separate from service because of retirement, death, or total andpermanent disability your vested accrued benefit will generally be distributedto you as soon as administratively feasible after the end of the plan year inwhich you separate from service. However, in all events, such distributions shall begin not later than 60days after the end of the plan year in which the latest of the followingoccurs: (i) the latest of the date on which you attain the age of 65 orthe date of your fifth anniversary of becoming a participant in the plan; (ii)the 10th anniversary of the year in which you become a participant in the plan;or (iii) your termination date.  If thevalue of the vested benefits credited to your account exceeds $3,500, at yourelection, your

 

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benefitsmay be distributed either in a lump sum, or in installments over a period notexceeding (i) 5 years or (ii) your anticipated life expectancy/the anticipatedlife expectancy of you and your spouse.

 

If you separate from service for any other reason and the value of thevested benefits credited to your account exceeds $5,000, the distribution willgenerally be in installments or in a lump sum, at your election, beginning assoon as administratively feasible after the end of the plan year in which youcomplete a one-year break in service. You may, however, elect a later distribution in accordance with theplan.

 

If any nonvested accrued benefit is forfeited, you may have the rightto return such amounts to the plan if you return to employment, and have thenonvested amount restored to your account.

 

Whether benefits are distributed in a lump sum or installments, youwill have the option of taking the distributions in cash or in whole shares ofqualifying employer securities, except to the extent your account consists ofcash or fractions of such shares.  Thefair market value of such assets, if any, will be distributed in cash.

 

After you have been a participant in the plan for at least 10 years,you will be offered, beginning at age 55, the option to diversify as to theBank stock allocated to your account. The election procedure will be more fully explained to you at the timeyou are eligible for it.  Generally, itwill permit you to elect to have diversified up to 25% of the value in youraccount.  This election will be offeredfor 5 years.  After the end of the 5thyear, you will be offered the option of diversifying up to 50% of the Bankstock reduced by the Bank stock already distributed.

 

**PUT OPTION**

 

If you or your beneficiary receive Bank stock in a distribution fromthe plan which are not readily tradable on an established market and if thePlan has not offered you a cash distribution option, you shall also be grantedan option to “put” all or a portion of the shares to the Bank (unlessprohibited under state or federal law). A put allows you or your Beneficiary to have the Bank purchase theshares at fair market value.  This putoption must be exercised either within 60 days after the shares are distributedor within a second period of 60 days in the next following fiscal year,beginning at least 6 months from the first date of the original put optionperiod.  The payment for the purchase ofthe shares may be either in a lump sum or in up to 6 substantially equal annualinstallments.  The plan has the option,but not the duty, to assume the rights and obligations of the Bank with respectto this put option.

 

**“TOP HEAVY” PLANS**

 

If this plan is a “top heavy” plan special rules concerning vesting,minimum contributions and benefits, and amounts deemed to be compensation, willbe applicable.

 

Generally, a “top heavy” plan is a plan in which the value of theemployer and participant accounts of all “key-employees” exceeds 60% of thevalue of the participant and employer accounts of all employees.  A “key-employee” is a participant who forany of the 4 preceding plan years is (i) an officer who earns at least $45,000per year (adjusted for cost of living in 2001), (ii) one of the 10 employeesowning the largest interest in the employer and who earns at least $35,000 peryear, (iii) an owner of more than 5% of the employer, or (iv) an owner of atleast 1% of the employer having an annual compensation from the employer ofmore than $150,000.

 

Some of the special provisions which are applicable during plan yearsin which a plan is top heavy are as follows:

 

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**Rapid Vesting**.  For plan years during whichthe plan is a top heavy plan the vesting schedule set forth under thesub-heading “Non-forfeitable or Vested Percentage” will be revised (to theextent the vesting schedule shown below is more favorable to you) as follows:

 

| **Years  of Service  For Vesting** |   | **Vested  Percentage** |   |
|-----------------------------------------|--------|------------------------|--------|
| Less than 2                             |   | 0                      | %      |
| 2                                       |   | 20                     | %      |
| 3                                       |   | 40                     | %      |
| 4                                       |   | 60                     | %      |
| 5                                       |   | 80                     | %      |
| 6 or more                               |   | 100                    | %      |

 

If following a year in which the plan is a top heavy plan, the plan nolonger qualifies as a top heavy plan, then the rapid vesting schedule set forthabove will no longer be applicable and the schedule set forth under the heading“Non-forfeitable or Vested Percentage” will apply instead.  However, your vested accrued benefit may notbe reduced by this change and if you have 3 or more years of service forvesting you will have the right to choose between the 2 vesting schedules.

 

**Minimum Contributions and Benefits**. For plan years during which this plan is a top heavy plan the employermust provide minimum benefits or contributions to all non-key employees with ayear of service for accrual of benefits. Generally this means that you will receive a contribution to youremployer account which is at least equal to 3% of your compensation, as long assimilar contributions are made for the plan year to key employees.

 

In addition to the limitations set forth above other consequences mayresult during plan years in which this plan is a top heavy plan.  For details as to these provisions see the Planitself.

 

**DESIGNATION OFBENEFICIARY**

 

You should designate a beneficiary to receive any benefits which wouldbecome payable upon or after your death. This designation should be made in writing on a form to be provided toyou.  If you do not make such adesignation, your spouse, your lineal descendants, your parents, and yourestate, in that order, would receive any benefits payable upon your death.

 

Under most circumstances your spouse is required to be yourbeneficiary.  The plan provides for aprocedure for your spouse consenting not to being named as a beneficiary.  If the procedure in the plan is notfollowed, your spouse may well be your beneficiary, in case of your death, eventhough you have named a different beneficiary.

 

**FILING CLAIMS FOR BENEFITS**

 

You, as a participant, or your beneficiary (in the event of yourdeath), at the time discussed above in this plan description, may file awritten election with the administrative committee, requesting a distributionof benefits.  If your claim, or that ofyour beneficiary, is denied, the reasons for the denial will be given to you oryour beneficiary in writing.  You oryour beneficiary will then have 60 days from the date of notice of denial ofyour claim to appeal the decision in writing to the administrativecommittee.  You or your beneficiary willthen be given an opportunity for a full and fair review by the administrativecommittee.

 

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**RIGHTS OF PARTICIPANTS**

 

Participants and beneficiaries in this employee stock ownership planare entitled to certain rights and protections under the Employee RetirementIncome Security Act of 1974 (ERISA). Title I of ERISA provides that all plan participants shall be entitled to:

 

1.             Examine, without charge, at the planadministrator’s office and at other locations such as worksites and unionhalls, all plan documents, including insurance contracts, collective bargainingagreements and copies of all documents filed by the plan administrator with theU.S. Department of Labor, such as annual reports and plan descriptions.

 

2.             Obtain copies of all plan documentsand other plan information upon written request to the plan administrator.  The administrator may make a reasonablecharge for the copies.

 

3.             Receive a summary of the plan’sannual financial report.  The planadministrator is required by law to furnish each participant with a copy ofthis summary annual report.

 

4.             Obtain, once a year, a statement ofthe total plan benefits accrued and the nonforfeitable (vested) plan benefits,if any, or the earliest date on which benefits will become nonforfeitable(vested).  The plan may require awritten request for this statement, but it must provide the statement free ofcharge.

 

In addition to creating rights for plan participants, Title I of ERISAimposes duties upon the people who are responsible for the operation of theplan.  The people who operate your plan,called “fiduciaries” of the plan, have a duty to do so prudently and in theinterest of you and other plan participants and beneficiaries.

 

No one, including your employer, your union or any other person, mayfire you or otherwise discriminate against you in any way to prevent you fromobtaining a plan benefit or exercising your rights under ERISA.

 

If your claim for a plan benefit is denied in whole or in part, youmust receive a written explanation of the reason for the denial.  You have the right to have the plan reviewand reconsider your claim.

 

Under Title I of ERISA there are steps you can take to enforce the aboverights.  For instance, if you requestmaterials from the plan administrator and do not receive them within 30 days,you may file suit in a federal court. In such a case, the court may require the plan administrator to providethe materials and pay you up to $100 a day until you receive the materials,unless the materials were not sent because of reasons beyond the control of theadministrator.  If you have a claim forbenefits which is denied or ignored, in whole or in part, you may file suit ina state or federal court.  The courtwill decide who should pay court costs and legal fees.  If you are successful the court may orderthe person you have sued to pay these costs and fees.  If you lose the court may order you to pay these costs and fees,for example, if it finds your claim is frivolous.

 

If you have any questions about this plan, you should contact the planadministrator.

 

If you have any questions about this statement or your rights underERISA, you should contact the plan administrator or the nearest Area Office ofthe U. S. Labor-Management Service Administration, Department of Labor.

 

**AMENDMENT AND TERMINATION**

 

The Bank expects to continue the plan indefinitely, but reserves theright to terminate the plan or to amend it. The Bank also reserves the right to suspend contributions if it isdetermined that continuation of contributions is impossible orinadvisable.  If the plan is terminated,or if the

 

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employercontributions to the plan are permanently discontinued, each participant willbe entitled to receive the entire amount of his account.

 

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**IDENTIFYING DATA**

 

Under this heading the names and addresses of certain individuals whohave various responsibilities with respect to this plan are shown. Also,certain identification information with respect to the plan itself is set outin case that information would be of use to you.

 
| **Employer:**                      |   | Heritage Oaks Bancorp  545 - 12th Street  Paso Robles, CA 93446  (805) 239-5200                                                                                  |
|------------------------------------|--------|------------------------------------------------------------------------------------------------------------------------------------------------------------------|
|                               |   |                                                                                                                                                             |
| **Identification  Numbers**        |   | The employer’s IRS identification number is:  95-3763629  Plan Number:     002                                                     |
|                               |   |                                                                                                                                                             |
|                               |   | The plan is administered by anAdministrative Committee.                                                                                                          |
|                               |   |                                                                                                                                                             |
| **Plan  Administrator:**           |   | Administrative Committee  c/o Heritage Oaks Bancorp  545 - 12th Street  Paso Robles, CA 93446                                                                    |
|                               |   |                                                                                                                                                             |
| **Agent for  Service of Process:** |   | Administrative Committee  c/o Heritage Oaks Bancorp  545 - 12th Street  Paso Robles, CA 93446                                                                    |
|                               |   |                                                                                                                                                             |
|                               |   | In addition, service of legal process may be made upon any plan trustee(s)  or the plan administrator, whose names and addresses are listed under this  heading. |
|                               |   |                                                                                                                                                             |
| **Trustees:**                      |   | Lawrence P. Ward  B. R. Bryant  c/o Heritage Oaks Bancorp  545 - 12th Street  Paso Robles, CA 93446                                                              |

 

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