Document:

Exhibit 10-P-6 Performance Stock Rights Description for 2006-2008 Performance
      Period.**

    Exhibit
      10-P-6

    

    Performance
      Stock Rights (PSRs)
      Description for 2006 - 2008 Performance Period

    Executive
      Compensation & Benefits

    Issued:
      March ___, 2006

    

    What
      are PSRs?

    

    PSRs
      give
      you the opportunity to earn a specified number of shares of Ford common stock
      to
      be issued following the end of the performance period, pending the Company's
      performance on the metrics applicable to the grant. It is different from a
      stock
      option grant that gives you the right to purchase shares of Ford stock at a
      specified price during a certain time period.

    

    Who
      is eligible to receive PSRs and when are they awarded?

    

    LL2
      and
      above employees are eligible to receive PSR grants in March of each year. The
      three-year performance period begins in January of the year of grant and ends
      in
      December three years later. For example, the performance period for the March
      2006 grant is from January 2006 through December 2008.

    

    Final
      awards are paid following the end of the performance period in shares of Ford
      Common Stock, after withholding shares to cover taxes.

    

    Initial
      PSR grants and final awards are subject to approval of the Compensation
      Committee.

    

    Will
      I receive dividends on my PSR grant?

    

    During
      the performance period, you will receive cash dividend equivalent payments
      that
      match the dividends paid to Ford shareholders based on 100% of the payout level
      for the performance stock rights granted to you. These payments will be made
      quarterly by Payroll as soon as practicable after the dividend payment
      date.

    

    How
      are the final awards calculated?

    

    Following
      the end of the three-year period, performance on the metrics is evaluated
      against the initial targets, and it is determined whether a final award will
      be
      made. Payouts can be zero or range from 10% to 150% of the initial grant amount,
      depending on Company performance on the metrics.

    

    How
      does the plan work?

    

    At
      the
      beginning of each performance period, management recommends a PSR grant amount
      based on your expected future contributions to Ford's success. Following the
      end
      of the three-year performance period, Ford's performance to the plan metrics
      is
      evaluated to determine the level of final award, if any.

     

    Each
      metric is weighted toward the total final award determination. Metrics for
      the
      Performance Stock Rights covering the 2006 - 2008 Performance Period include
      Shareholder Return, Total Cost Performance, Global Market Share, High Time
      in
      Service Improvement and Launch Metrics in the period.

    

    For
      example, performance results can be zero or range from 50% to 150%. Performance
      that does not reach at least the 50% payout level threshold will generate zero
      toward the total. Therefore, if all of the metrics failed to meet the minimum
      payout threshold of 50%, the final award would be zero. If four of the metrics
      failed to meet the minimum, but one metric met the 50% threshold, the final
      award payout would be 10% of the initial grant assuming each metric is weighted
      20%.

    

    PSRs
      are
      subject to the terms and conditions of the Company's 1998 Long-Term Incentive
      Plan.

    

    What
      happens to my grant if I leave the Company before the 3-year PSR performance
      period is over?

    

    If
      you
      leave the Company before the 3-year performance period is over, you will be
      eligible to receive a pro-rated award. Final awards are determined at the
      discretion of the Compensation Committee of the Board of
      Directors.Exhibit 10-P-7 Form of Final Award Notification Letter For 2003-2005 Performance
      Period.**

    Exhibit
      10-P-7

    

    

    

    Form
      of Final Award Notification Letter for 2003-2005 Performance
      Period

    

    

    

       March
      ___, 2006

    

    

    To:
        LL2
      and
      Above Employees

    

    Subject: Final
      Award for the 2003-2005 Performance Stock Right Grant

    

    The
      2003-2005 performance period for the 2003 Performance Stock Right grants
      (sometimes referred to as LTI grants) ended on December 31, 2005. The
      performance metrics for the 2003 grant were Ford Motor Company's total
      shareholder return (stock appreciation plus dividends) relative to the S&P
      500, Total Cost Performance, Global Market Share, High Time-in-Service
      Improvement and Launch Metrics in the Period. Based on the
      performance-to-metrics, the Compensation Committee has approved a final award
      of
      ___% of the initial grant.

    

    In
      recognition of the Company's accomplishments, as well as your personal
      contributions to our collective efforts, you will receive a final award in
      Ford
      common stock (net after taxes) related to your 2003 Performance Stock Right
      grant. Your final award, net of shares withheld to cover any tax liability,
      was
      deposited into a book-entry account with Computershare Investor Services during
      March. If you are a U.S.-based employee and elected to defer the final award,
      a
      credit will be made to your deferral account under the Deferred Compensation
      Plan. Your award is made under the 1998 Long-Term Incentive Plan and is subject
      to its provisions. 

    

    Thank
      you
      for your contribution to the achievement of our objectives during the 2003-2005
      performance period.Exhibit 10-P-10 Form of Performance-Based Restricted Stock Equivalent Opportunity
      Letter for 2006.**

    Exhibit
      10-P-10

    

    

    Form
      of Performance-Based Restricted Stock Equivalent Opportunity Letter for
      2006

    

    World
      Headquarters, Room 538 

    One
      American Road

    Dearborn,
      MI 48126-2798

     

    March
      ___, 2006

    Dear
        
      ,

    

    As
      communicated to you last week, you have been granted the opportunity to earn
      restricted stock equivalents (RSEs) up to the number listed below, in
      addition to stock options and performance stock rights (PSRs) that were part
      of
      your March 2006
      stock-based grants.

    

    TOTAL
      STOCK-BASED AWARD SUMMARY

    
      	·  	
              Stock
                options

            

    

    
      	·  	
              Performance-based
                RSEs (2006
                performance period - assumes 100% objectives
                achieved)

            

    

    
      	·  	
              PSRs (2006-2008
                PSR performance period-assumes 100% target level
                achieved)

            

    

    

    This
      letter summarizes the terms of your RSE opportunity.

    

    The
      maximum number of RSEs that may be granted to you in March 2007,
      based
      on 2006
      performance against objectives, was calculated by converting half of the value
      of the amount of stock options that you otherwise would have received to an
      equivalent value of RSEs. For example, if you were planned a stock option grant
      of 50,000 shares, you would instead be granted stock options of 25,000 shares
      plus the opportunity to earn 8,750 RSEs calculated as follows: 

    
      	·  	
              Assume
                a Fair Market Value of $9.00 and a Black-Scholes value of $3.15 per
                share*.

            

    

    
      	·  	
              [25,000
                shares x $3.15]/$9.00 = 8,750 maximum number of RSEs that may be
                awarded
                in March
                2007.

            

    

    

    Your
      leadership and performance against your 2006
      objectives will be reviewed by the Compensation Committee of the Board of
      Directors to determine your final RSE award. Your objectives will be established
      and provided to you and will include some or all of these elements:

    
      	·  	
              Company
                Performance

            

    

    
      	·  	
              Strategic
                Direction and Operational
                Effectiveness

            

    

    
      	·  	
              Leadership

            

    

    
      	·  	
              People
                and Culture

            

    

    

    The
      final
      RSE award will be subject to a one-year restriction period, during which time
      dividend equivalents will be paid in cash. As soon as practicable after the
      restriction lapses, shares of Ford Motor Company Common Stock will be issued
      to
      you for this award, less any shares withheld to cover any tax liability on
      the
      value of the grant. 

    

    Your
      RSE
      award is made under the 1998 Long-Term Incentive Plan and is subject to its
      terms and conditions. 

    If
      you
      have any questions regarding your RSE award, please contact [ ] at [ ] or [
      ] at
      [ ]. 

     

    Regards,

    

    

    [
      ],
      Executive Director

    Compensation
      & Benefits

    

    

    *
      For
      your information, the Fair Market Value of Ford Motor Company Common Stock
      on
March
      ___, 2006
      (average
      of highest and lowest trading prices on the NYSE on that date) was $_____/share.
      The
      Black-Scholes value (calculated by Hewitt & Associates) was $____/per
      share.

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