Exhibit 10(g)
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Compensation of Named Executive Officers

         Base Salary
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         The base salary of Morris L. Maurer and Philip B. Roby are each
reviewed individually by the Compensation Committee, the review includes an
analysis of the performance of the Corporation and the Bank. In addition, the
review includes, among other things, an analysis of the individual's performance
during the past fiscal year, focusing primarily upon the following aspects of
the individual's job or characteristics of the individual exhibited during the
most recent fiscal year: quality and quantity of work; supervisory skills;
dependability; initiative; attendance; overall skill level; and overall value to
the Corporation.

         The base salary for Debra L. Ross is determined by the Chief Executive
Officer of the Corporation. For 2005, Debra L. Ross will receive a base salary
of $140,000. The salaries of Messrs. Maurer and Roby have historically been
adjusted on July 1 of each year. Messrs. Maurer and Roby will receive a base
salary of $264,000 and $233,000, respectively, until June 30, 2005. At that
time, the Compensation Committee may determine to adjust the respective
salaries.

         Bonus Amounts
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         For 2005, the Board of Directors are expected to approve an incentive
bonus plan ("Incentive Bonus Plan") for all employees of the Bank. Under the
terms of the Incentive Bonus Plan, all employees will be entitled to receive a
bonus of up to certain percentage of their salary, depending upon the amount, if
any, by which the Bank exceeded its profit plan.

         Employees, other than Morris L. Maurer and Philip B. Roby, will also be
entitled to participate in the 2005 Discretionary Bonus Plan. Under this plan,
all eligible employees, including Debra L. Ross, may receive a bonus as
determined in the discretion of Messrs. Maurer and Roby. These amounts are
determined by a comparison of the specific employee's goals and objectives with
actual performance.

         An additional bonus amount will also be established for the 2005 Top
Management Bonus Plan for Morris L. Maurer and Philip B. Roby. Bonuses are paid
from this plan for exceptional individual performance in areas considered
critical to the success of the Corporation and the Bank. This bonus will be
based upon a review of compensation levels in other financial institutions
similar in size to the Corporation and the Bank; a comparison of the
Corporation's performance compared to the 2005 goals for growth in assets,
loans, "wealth management" assets under management, and net income; and,
consideration of non-financial performance, including the results of regulatory
examinations.

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          Stock Plans
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         The 1993 Employees' Stock Option Plan provides for the grant of
"incentive stock options" within the meaning of Section 422 of the Internal
Revenue Code and the grant of nonqualified stock options (the "Plan"). The Plan
provides for the award of stock options to elected officers and key employees of
the Corporation and its subsidiaries, including the Bank, which currently is the
Corporation's only subsidiary. The exercise price for all options granted under
the Plan will not be less than the greater of $10.00 or the fair market value of
the Shares on the date of grant. The Plan will expire on May 31, 2008. Options
may be granted under the Plan only to officers and other key employees who are
in positions to make significant contributions to the success of the
Corporation. Options are exercisable in whole or in part upon such terms and
conditions as may be determined by the Compensation Committee, but in no event
will any incentive stock options be exercisable later than ten years after date
of grant.

         The 1993 Restricted Stock Plan provides for the outright grant of
shares, subject to the vesting schedule set forth in the agreement between the
recipient and the Administrative Committee of the Restricted Stock Plan, to
officers of the Corporation and the Bank. Grants under the Restricted Stock Plan
may be made only to officers who are in position to make significant
contributions to the success of the Corporation.

         Other Compensation Plans
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         The Corporation also has adopted certain broad-based employee benefit
plans for all employees. Senior executives are permitted to participate in these
plans on the same terms as non-executive employees who meet applicable
eligibility criteria, subject to any legal limitations on the amount that may be
contributed or the benefits that may be payable under the plans. These plans
include such customary employee benefit plans as medical insurance, life
insurance, and a 401(k) plan.

         The Corporation sponsors The National Bank of Indianapolis Corporation
401(k) Savings Plan for the benefit of substantially all of the employees of the
Corporation and its subsidiaries. All employees of the Corporation and its
subsidiaries become participants in the 401(k) Plan after completing one year of
service for the Corporation or its subsidiaries and attaining age 21.




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