Document:

exv10w1

 

	 	 	 	 	 

Exhibit 10.1 Summary Sheet: Named Executive Officer Base Salaries 2006

Base Salaries for 2006 for the Named Executive Officers

	 	 	 	 	 	 	 
	Name	 	Title	2006 Base Salary
	William J. Oddy

	 	Chief Executive Officer
	 	$	682,500	 
	James W. Noyce

	 	Chief Financial Officer and Chief
Administrative Officer
	 	$	461,100	 
	Stephen M. Morain

	 	Senior Vice President and General
Counsel
	 	$	428,200	 
	Bruce A. Trost

	 	Executive Vice President – P/C

Companies
	 	$	355,100	 
	JoAnn W. Rumelhart

	 	Executive Vice President – Farm

Bureau Life
	 	$	348,400	 

4exv10w3

 

Exhibit 10.3 Management Performance Plan 2006.

MANAGEMENT PERFORMANCE PLAN

2006 PAYABLE IN 2007

	I.	 	SPONSOR
	 
	 	 	FBL Financial Group, Inc. is the sponsor of the Management Performance Plan.
	 
	II.	 	PARTICIPANTS
	 
	 	 	Participants in the plan include the senior executive group and executive group of FBL’s
Tier I participants. Tier II participants include FBL’s department heads (salary grade
45). Tier III participants include FBL’s managers (salary grade 44).
	 
	III.	 	FEATURES

	 	A.	 	Each year the board of directors of the sponsoring companies approve five to
eight corporate goals. These performance goals would include significant areas of
achievement such as property/casualty accounts, property/casualty and life insurance
new business production, expense management and earnings.
	 
	 	B.	 	Each goal will be given equal weight but may be split between life and
property/casualty performance.
	 
	 	C.	 	Each goal will be measured separately in the determination of the attainment
level. Generally goals for insurance management will be based on the performance over
the entire marketing area. Participants whose responsibilities are limited to a single
state or sales region will be measured according to the performance of that particular
territory.
	 
	 	D.	 	Percentage of incentives to be paid will be calculated separately for each
performance goal and no incentive will be paid on a goal until at least 75% of goal
level is attained.
	 
	 	E.	 	The applicable performance incentive percentage for each goal will increase
proportionately for achievement above 75% of goal level to a maximum of 150% of goal.
	 
	 	F.	 	For Tier I, Groups 1, 2, 3 and 4, achievement of 75% of goal will result in 50%
of the performance incentive percentage, and achievement of 150% of goal will result in
200% of the performance incentive percentage. For Tier I, Group 5, and Tiers II and
III, achievement of 75% of goal will result in 75% of the performance incentive
percentage, and achievement of 150% of goal will result in 150% of the performance
incentive percentage.

5

 

	 	G.	 	The performance incentive percentage will be applied to the participant’s base
salary paid during the plan year.
	 
	 	H.	 	The performance incentive percentage payable varies by tier and in some cases
by employee group within a tier as follows:
	 
	 	 	 	Tier I

Group 1 Target – 80% of base pay

Chief Executive Officer
	 
	 	 	 	Tier I

Group 2 Target – 55% of base pay

Chief Financial Officer
	 
	 	 	 	Tier I

Group 3 Target – 50% of base pay

E.V.P. Farm Bureau Life

E.V.P. P/C Companies

E.V.P. EquiTrust Life
	 
	 	 	 	Tier I

Group 4 Target– 35% of base pay

Balance of FBL management team
	 
	 	 	 	Tier I

Group 5 Target – 20% of base pay

Executive Group – Grade 50 employees
	 
	 	 	 	Tier II Target – All participants – 10% of base pay

Grade 45
	 
	 	 	 	Tier III Target – All participants – 8% of base pay

Grade 44
	 
	 	I.	 	Payments of the performance incentive will be made annually to each participant
in a single, separate, lump sum payment on or before February 14 for the prior plan
year.
	 
	 	J.	 	The Committee will review the plan annually and make appropriate adjustments
and changes.

6

 

	 	K.	 	Based on changing circumstances and resulting inequities during the year,
management will make recommendations to the Committee for appropriate revisions or
adjustments to the goals; revisions or adjustments are expected to be rare.

7EX-10.10 AGREEMENT IN CONNECTION WITH PERSONAL USE

 

Exhibit 10.10

Effective February 28, 2006

SYNOVUS FINANCIAL CORP./TOTAL SYSTEM SERVICES, INC.

Personal Use of Company Aircraft

Key Executives are each allowed a maximum number of hours of personal use of company aircraft each
calendar year as set forth below.

Personal use of company aircraft by Key Executives includes non-business flights upon which the Key
Executive and his or her non-business guests are the only passengers aboard the aircraft and also
includes non-business flights upon which the Key Executive is not aboard the aircraft but his or
her non-business guests are the only passengers aboard the aircraft. Personal use must be
scheduled when aircraft are not scheduled for business use.

Personal use of company aircraft is calculated using “block hours,” as opposed to “flight hours,”
and includes “deadhead legs.”

For purposes of calculating the number of hours of personal use of company aircraft, each block
hour of turbo-prop usage shall equal “one hour of personal usage” and each block hour of jet usage
shall equal “five hours of personal usage.” Usage of less than whole hours shall be recorded
proportionately. De minimis overages may be approved by Sanders Griffith to reflect unforeseen
delays (such as traffic and weather delays) and other scheduling issues.

Personal use of company aircraft by Key Executives and their non-business guests is tracked and the
value reported for tax purposes for the Key Executive.

The following Executives are designated as eligible for the indicated number of hours of personal
use of company aircraft:

Synovus

Jim Blanchard—Synovus Chairman—30 hours of turbo-prop use/6 hours of jet use

Richard Anthony—Synovus President and CEO-30 hours of turbo-prop use/6 hours of jet use

Sanders Griffith—Synovus General Counsel—20 hours of turbo-prop use/4 hours of jet use

Lee Lee James—Synovus Vice Chairman—20 hours of turbo-prop use/ 4 hours of jet use

Fred Green—Synovus Vice Chairman—20 hours of turbo-prop use/4 hours of jet use

Tommy
Prescott—Synovus CFO—20 hours of turbo-prop use/4 hours of jet use

 

 

TSYS

Phil Tomlinson—TSYS Chairman and CEO—30 hours of turbo-prop use/6 hours of jet use

Rick Ussery—Consulting Agreement (expires on 6/30/06)—20 hours of turbo-prop use/4 hours of jet use

Troy Woods—TSYS President and COO—30 hours of turbo-prop use/6 hours of jet use

Bill
Pruett—Senior Executive Vice President—20 hours of turbo-prop use/4 hours of jet use

Ken
Tye—Senior Executive Vice President and CIO—20 hours of turbo-prop use/4 hours of jet use

Jim
Lipham—Senior Executive Vice President and CFO—20 hours of turbo-prop use/4 hours of jet useEx-10.30

 

 

    Exhibit 10.30

 

    TriPath
    Imaging, Inc. 2006 Bonus Plan

 

    On January 26, 2006, the Compensation Committee of the
    Board of Directors of TriPath Imaging, Inc. (the
    “Company”) approved the terms of a bonus plan for
    fiscal year 2006 (the “2006 Bonus Plan”). All
    employees (other than employees who are covered by a sales
    compensation or commission-based plan) are eligible to
    participate in the 2006 Bonus Plan, including all of the
    Company’s executive officers.

 

    Under the 2006 Bonus Plan, the payment of bonus compensation, if
    any, will be based on the achievement of objective corporate
    goals. The objective corporate performance goals for each
    participant will be based on the Company’s 2006 revenues,
    as well as quarterly and annual earnings per share. Bonuses will
    be payable in cash, options or a combination thereof.

 

    Under the 2006 Bonus Plan, the potential payout of bonus
    compensation may range from 0% to a maximum of 100% of the bonus
    target. The bonus target for participants in the 2006 Bonus Plan
    will be based on a percentage of base salary dependent on the
    level of responsibility within the Company. The bonus target for
    each of the Company’s executive officers is set forth below.

 

	 	 	 	 	 
	
 
	
 
	
    Bonus Target

    
	
 

	

    Executive Officer

	
 
	
    (% of Base Salary)
	
 

	 

	

    Paul R. Sohmer, M.D. 
    

	
 
	
 
	
    60
	
    %

	

    President and Chief Executive
    Officer
    

	
 
	
 
	
 
	
 

	

    Stephen P. Hall
    

	
 
	
 
	
    40
	
    %

	

    Senior Vice President, Chief
    Financial Officer
    

	
 
	
 
	
 
	
 

	

    Ray W. Swanson, Jr. 
    

	
 
	
 
	
    50
	
    %

	

    Senior Vice President of
    Commercial Operations
    

	
 
	
 
	
 
	
 

	

    Johnny D. Powers, Ph.D. 
    

	
 
	
 
	
    50
	
    %

	

    Senior Vice President and General
    Manager of TriPath OncologyEx-10.31

 

 

    Exhibit 10.31

 

    TRIPATH
    IMAGING, INC.

    

 

    DIRECTOR
    COMPENSATION

 

    On January 26, 2006, the Compensation Committee approved a
    director compensation package for non-management directors who
    beneficially own less than 3% of the Company’s outstanding
    common stock, to be effective January 1, 2006. The chairs
    of the Company’s Compensation Committee and Nominating and
    Governance Committee will each receive an annual fee of $5,000,
    payable quarterly, for service as committee chair. The chair of
    the Company’s Audit Committee will receive an annual fee of
    $8,000, payable quarterly, for service as committee chair. The
    lead independent director of the Company will receive an annual
    fee of $25,000 for service as such. Non-management directors
    will each receive $18,000 per year for service as a
    director, payable quarterly, plus a per board meeting fee of
    $2,500 and a per committee meeting fee of $1,000, plus
    reimbursement of reasonable expenses incurred in connection with
    attending or otherwise participating in meetings of the
    directors and committees of the board.

 

    Non-management directors who beneficially own less than 3% of
    the Company’s outstanding common stock receive compensation
    for their service on the board pursuant to the Company’s
    1997 Director Stock Option Plan.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00098-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00098-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00098-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00098-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00098-of-00352.parquet"}]]