EXHIBIT 10.1
                              FORM OF AWARD LETTER



[date]



[Participant Name]
[Address]
[City, State  Zip]


RE:  1997 Long-Term Incentive Plan Performance Award and Targets for
     Six Month Period ending May 31, 2008

Dear Participant:

     The  Compensation  Committee  of the  Board  of  Directors  of  Worthington
Industries,  Inc. (the  "Company") has granted to you a Performance  Bonus Award
under the  Company's  1997  Long-Term  Incentive  Plan (the "Plan") on the terms
described  below. The Performance  Bonus Award is designed to provide  incentive
payouts to certain senior  managers based on the attainment of stated  financial
performance  targets  over  the  six-month  period  ending  May  31,  2008  (the
"Performance Period").

     In an effort to focus on both the  quantity  and quality of  earnings,  the
Performance  Bonus Awards  incorporate both an earnings and economic value added
("EVA")  component.  The  Performance  Bonus  Award and the  targets are for the
six-month  performance period ending May 31, 2008. For corporate officers,  half
of the possible  Performance Bonus Award is allocated to the corporate  earnings
per share ("EPS") target and half to the corporate EVA target. For business unit
executives, the Performance Bonus Award is structured a little differently:  20%
of the possible  Performance  Bonus Award is allocated to the same corporate EPS
targets as the corporate  officers,  30% is allocated to business unit operating
income targets, and 50% is allocated to business unit EVA targets.

     Your Performance Bonus Award for the Performance Period ending May 31, 2008
and specific performance targets are set forth below:

    ---------------------------------------------------------------------------
     Corporate EPS Targets        Corporate EPS* Targets           Cash Award
    ---------------------------------------------------------------------------
    ---------------------------------------------------------------------------
      Threshold                       $__________                  $__________
    ---------------------------------------------------------------------------
      Target                          $__________                  $__________
    ---------------------------------------------------------------------------
      Maximum                         $__________                  $__________
    ---------------------------------------------------------------------------
    ---------------------------------------------------------------------------

                                       7
<PAGE>

    ---------------------------------------------------------------------------
     Corporate EVA Targets        Corporate EVA* Targets           Cash Award
    ---------------------------------------------------------------------------
    ---------------------------------------------------------------------------
      Threshold                       $__________                  $__________
    ---------------------------------------------------------------------------
      Target                          $__________                  $__________
    ---------------------------------------------------------------------------
      Maximum                         $__________                  $__________
    ---------------------------------------------------------------------------
    ---------------------------------------------------------------------------

* Targets  are for the  six-month  period  ending  May 31,  2008.  Restructuring
charges and other unusual or non-recurring  items will be excluded as determined
in the discretion of the Compensation Committee.

    ---------------------------------------------------------------------------
     Business Unit __________         Business Unit**
     EVA Targets                        EVA Targets                Cash Award
    ---------------------------------------------------------------------------
    ---------------------------------------------------------------------------
      Threshold                       $__________ Million          $__________
    ---------------------------------------------------------------------------
      Target                          $__________ Million          $__________
    ---------------------------------------------------------------------------
      Maximum                         $__________ Million          $__________
    ---------------------------------------------------------------------------
    ---------------------------------------------------------------------------

    ---------------------------------------------------------------------------
     Business Unit __________         Business Unit**
     EOI Targets                        EOI Targets                Cash Award
    ---------------------------------------------------------------------------
    ---------------------------------------------------------------------------
      Threshold                       $__________ Million          $__________
    ---------------------------------------------------------------------------
      Target                          $__________ Million          $__________
    ---------------------------------------------------------------------------
      Maximum                         $__________ Million          $__________
    ---------------------------------------------------------------------------
    ---------------------------------------------------------------------------

** Targets are for the  six-month  period  ending May 31,  2008.  Business  unit
results shall be calculated  excluding  corporate  allocations  not under direct
control of the  business  unit and  restructuring  changes and other  unusual or
non-recurring  items,  as  determined  in the  discretion  of  the  Compensation
Committee.

     Performance  falling  between  threshold  and target or between  target and
maximum will be pro rated on a linear basis.

     No payments will be made if performance falls below threshold.  Each of the
performance  measures is free standing so that you will be able to earn a payout
based upon the  achievement  of one measure,  even if the threshold  performance
level is not achieved in the other measure.

     Calculation of the Company  results and attainment of performance  measures
will be made  solely by the  Compensation  Committee  based  upon the  Company's
consolidated  financial statements.  The Compensation Committee has the right to
make changes and  adjustments in calculating  the  performance  measures to take
into account unusual or non-recurring  events,  including,  without  limitation,
changes in tax and accounting  rules and  regulations;  extraordinary  gains and
losses;  mergers and acquisitions and purchases or sales of substantial  assets;
provided  that,  if  Section  162(m)  of the  Internal  Revenue  Code  would  be
applicable to the pay-out of the Performance  Awards hereunder,  any such change
or adjustment must be permissible under Section 162(m).

                                       8
<PAGE>

     The  determination  of the  attainment of  performance  objectives  and the
amount of the  Performance  Bonus  Awards  payable  will  generally be finalized
within a reasonable time after the applicable  consolidated financial statements
of the  Company  has  been  completed.  Payments  will  then  be made  within  a
reasonable time after finalization by the Committee,  unless there is a need for
a delay.

     Unless the Committee  elects a different  form of payout,  payments will be
made in cash.  The Committee may adopt  provisions  permitting the deferral of a
portion or all of the payout into a Deferred  Compensation Plan, provided that a
timely  deferral  election is made.  The Company may require  payment of, or may
withhold from payments,  amounts  necessary to meet any federal,  state or local
tax withholding requirements.

     In  general,  termination  of  employment  terminates  Performance  Awards.
Termination  of employment for reasons of death,  disability or retirement  will
result  in a  pro  rata  payout  for  the  Performance  Period.  Termination  of
employment for any other reason,  voluntary or involuntary,  prior to the end of
the Performance  Period will result in the forfeiture of the  Performance  Bonus
Award.  Upon a change of control of the Company,  all  Performance  Bonus Awards
will be  considered  earned and  payable  at  "Target"  and will be  immediately
settled.

     The provisions of the Plan are incorporated  herein by reference and a copy
is available at your request.

     If you have any questions about your Performance Bonus Awards,  please call
_________________.


Very truly yours,



                                       9