Document:

Directed Executive Compensation Program

 Exhibit 10.13 
  
 Summary of the WellPoint, Inc. Directed Executive Compensation (DEC) Program 
  
 Directed Executive Compensation (DEC) is an executive perquisite plan that provides officers
of WellPoint, Inc. (the “Company”) with flexibility to tailor certain benefits to meet their needs using a combination of Cash and Core Credits. 
  
 Cash Credits pay for a variety of expenses the executive may incur in his or her role with the Company. DEC provides Core Credits to pay for costs associated with estate
planning, financial counseling, retirement planning, and tax services. The amount of Cash and Core Credits the executive receives is based upon his or her position. 
  

							
	 	 	 	 
	 Corporate Title

	  	 Core Credits

	  	 Cash Credits

	  	 Total Value

	 			 
	 Executive Vice President and above
	  	 $15,000 per year
	  	 $30,000 per year
	  	 $45,000 per year

	 			 
	 Senior Vice President
	  	 $10,000 per year
	  	 $18,000 per year
	  	 $28,000 per year

  
 Cash Credits are paid monthly on the
first paycheck of the month. Core Credits are awarded at the beginning of each plan year. Newly hired or promoted executives will participate in the program at the beginning of the month following their hire date or the effective date of their
promotion and will receive a prorated amount of credits for the year. 
  
 Cash
Credits 
  
 Cash Credits are cash paid directly to the executive and may be
used for his or her choice of benefits. The executive does not need to document how these credits are utilized. Some benefits the executive may wish to purchase with his or her Cash Credits include: 
  

	 	•	 	Automobile-related benefits1

  

	 	•	 	First class air travel2

  

	 	•	 	Airline clubs 

  

	 	•	 	Savings or retirement accounts 

  

	 	•	 	Additional life insurance or long-term disability insurance 

  

	1	Per the Company’s Corporate Travel & Expense Policy, executives may be reimbursed for mileage at the IRS rate for business-related trips only when
round-trip mileage exceeds 200 miles. Any trips under 200 miles are considered covered by DEC Cash Credits and not reimbursable. For trips over 200 miles, only the excess over 200 miles is reimbursable. 

  

	2	Per the Company’s Corporate Travel & Expense Policy, costs incurred for “First Class” and “Business Class” air travel will not be
reimbursed by the Company. Exceptions to this policy will only be considered in unusual circumstances and must be approved by the Company’s Chief Accounting Officer. DEC Cash Credits can be used to cover the costs incurred for “First
Class” and “Business Class” air travel. 

  

	 	•	 	Country club memberships 

  
 Core Credits 
  
 Core Credits may be used
for financial/retirement planning, estate planning, tax return preparation, and legal services relating to these services, plus tax, legal, and financial investment magazine subscriptions and tax and legal software. 
  
 The Company has partnered with a third party service provider to provide comprehensive
financial services to its executives. An executive may either use his or her own service providers or exchange his or her annual Core Credit benefit for the applicable third party service provider program. 
  
 The third party service provider will bill the Company directly for the services it provides
to the Company’s clients. The executive may personally pay other vendors for Core Credit services or the Company can pay them directly up to the annual Core Credit limit. Unlike Cash Credits, unused Core Credits for each year are forfeited if
not used. 
  
 Core Credit Reimbursement and Taxation 
  
 The Company will pay the executive’s vendors directly or reimburse the executive, as
applicable. Generally, the value of benefits is taxable income. However, to the extent DEC Core Credit benefits are related to services addressing company-provided benefits and compensation, the value of the benefit is not taxable income.

  
 With the exception of retirement, use of Core Credits will end upon
termination. In the case of the executive’s retirement (defined as age 55 or higher with 15 or more years of service), Core Credits may be used through the end of the calendar year of retirement. 
  

 2First Amendment to the Executive Savings Plan

 Exhibit 10.33(a) 
  
 FIRST AMENDMENT 
 TO THE 
 EMPIRE BLUE CROSS AND BLUE SHIELD 
 EXECUTIVE SAVINGS PLAN 
 As Amended and Restated Effective January 1, 1999 
  
 WHEREAS, Empire HealthChoice, Inc. doing business as Empire Blue Cross
and Blue Shield (“Empire”), has sponsored the Empire Blue Cross and Blue Shield Executive Savings Plan (the “Plan”); and 
  
 WHEREAS, WellChoice, Inc. (the “Company”), as the successor to Empire, has adopted the Plan; and 
  
 WHEREAS, pursuant to Article 14 of the Plan, the Company, as the
successor to Empire, has the right to amend the Plan at any time; and 
  
 WHEREAS, the Company desires to amend the Plan, effective as of the close of business on November 7, 2002, to reflect the change in the sponsorship of the Plan from Empire to the Company; and 
  
 WHEREAS, the Company desires to amend the Plan, effective as of
January 1, 2002, to reflect the change under the Internal Revenue Code in the dollar limit of compensation that may be taken into account in determining contributions under the Company’s Employee Savings Plan (“401(k) Plan”); and

  
 WHEREAS, the Company desires to amend the Plan,
effective as of January 1, 2000, to reflect the effect of cost-of-living increases on the Plan’s definition of an eligible employee; and 
  
 NOW THEREFORE, the Plan is hereby amended as follows: 
  
 1. Effective as of the close of business on November 7, 2002, the Plan is amended by deleting Article 1 in its entirety and by inserting the
following in its place: 
  
 “1. Purpose of
the Plan. 
  
 The purpose of the Empire Blue
Cross and Blue Shield Executive Savings Plan, is to enable the Company and its participating subsidiaries and other affiliates to compete more effectively with other employers in obtaining and retaining the executive talent necessary to carry on the
Company’s affairs. To that end, the Plan provides a select group of executives with an opportunity to defer a portion of their base salary and/or incentive compensation, and to receive the benefit of an Employer Match, to the extent such

 
benefits are unavailable to such executives under the Company’s 401(k) Plan as a result of limitations imposed by the Code or other limitations imposed
by the terms of such plan. WellChoice, Inc. adopted the Plan as of the close of business on November 7, 2002 upon the conversion of WellChoice, Inc.’s predecessor, Empire HealthChoice, Inc. (doing business as Empire Blue Cross and Blue
Shield), from a not-for-profit to a for-profit corporation.” 
  
 2. Effective as of the close of business on November 7, 2002, Article 2 of the Plan is amended by deleting Section 2.5 in its entirety and by inserting the following in its place: 
  
 “2.5 ‘Company’ means WellChoice, Inc.,
and any successor thereto by merger, consolidation, or sale or transfer of substantially all of its assets.” 
  
 3. Effective as of January 1, 2000, Article 2 of the Plan is amended by deleting Section 2.9 in its entirety and inserting the following in its
place. 
  
 “2.9 ‘Eligible
Employee’ with respect to: 
  
 (a) the
Plan Year beginning January 1, 1999, means an Employee: (i) whose annual Base Salary rate as of December 1 of the immediately prior calendar year (or in the case of an Employee hired during the Plan Year, as of his or her date of
hire) is at least $90,000; or (ii) whose Total Compensation from January 1 through December 1 of such immediately prior calendar year is at least $120,000; and 
  
 (b) Plan Years beginning on or after January 1, 2000, means an Employee: (i) whose annual Base
Salary rate as of December 1 of the immediately prior calendar year (or in the case of an Employee hired during the Plan Year, as of his or her date of hire) is at least $95,000; or (ii) whose Total Compensation from January 1 through
December 1 of such immediately prior calendar year is at least $130,000. Both the Base Salary and Total Compensation levels stated herein may be adjusted by the Administrator, in its sole discretion, from time to time to reflect changes in the
cost-of-living.” 
  
 (c) Effective as of
January 1, 2002, Section 2.12 of the Plan is amended by replacing the reference to “Article 4” therein with a reference to “Section 4.1.” 
  

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 4. Effective as of January 1, 2002, Article 2 of the Plan is amended by inserting a new
Section 2.14 to read as follows and by renumbering the subsequent Sections of Article 2 respectively to reflect its addition: 
  
 “2.14 ‘401(a)(17) Limit’ means with respect to a Plan Year the dollar limitation under Section 401(a)(17) of
the Code in effect for such year.” 
  
 5. Effective as of
January 1, 2002, Article 2 of the Plan is amended by deleting Section 2.19 (as renumbered) in its entirety and by renumbering the subsequent Sections of Article 2 respectively to reflect its deletion. 
  
 6. Effective as of January 1, 2002, Article 3 of the Plan is amended by
replacing the defined term “$160,000 Limit” in Section 3.3 to the with the newly defined term “401(a)(17) Limit.” 
  
 7. Effective as of January 1, 2002, Article 4 of the Plan is amended by deleting the existing Section 4 in its entirety and by inserting the
following Article 4 in its place: 
  
 “4.
Employer Contribution 
  
 4.1 Employer
Match 
  
 For each Plan Year, the Employer
shall credit to a Participant’s Employer Match Account an Employer Match equal to 50% of the amount of the Participant’s Total Compensation deferred pursuant to his or her Make-Up Election. Such Employer Match shall be credited to the
Participant’s Employer Match Account not later than 30 days following the end of the payroll period to which such Employer Match relates. 
  
 4.2 Forfeitures 
  
 (a) In the case of a Participant who was not fully vested in his or her Match Account at the time of the Participant’s separation
from service, the nonvested portion of his or Employer Match Account shall be forfeited in accordance with Article 6.2. 
  
 (b) Any amounts forfeited pursuant to this Article 4.2 shall be applied to the payment of administrative expenses of the Plan or, to the
extent not so applied, to reduce subsequent Employer Match 

  

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Contributions. If a former Participant is rehired before incurring a Break in Service, the amount forfeited shall be returned to the Participant”
Employer Match Account in accordance with Section 6.2(b). 
  
 IN WITNESS WHEREOF, the Company has executed this amendment as of this 18th day of December, 2002.

  

					
	
	WELLCHOICE, INC.
		
	 By:
	 	 /s/ Michael A. Stocker

  

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