Document:

FirstEnergy Corp.

                   Supplemental Executive Retirement Plan

                       Effective September 29, 1985

                 Amended and Restated as of January 1, 1999

                             TABLE OF CONTENTS

                                                                     PAGE
                                                                     ----

ARTICLE I - PURPOSE                                                    1

ARTICLE II - ELIGIBILITY AND PARTICIPATION                             1

  2.1   Eligibility                                                    1
  2.2   Participation                                                  1
  2.3   Designation of Participating Companies                         1
  2.4   Withdrawal From Plan of Participating Employer                 1
  2.5   Delegation of Authority                                        2

ARTICLE III - TYPE AND LEVEL OF BENEFITS                               2

  3.1   Supplemental Benefit After Termination of Employment           2
  3.2   Month of Service; Year of Service                              2
  3.3   Eligible Spouse                                                2
  3.4   Conditions of Benefits                                         3
  3.5   Forfeiture of Benefits                                         5
  3.6   Change of Control                                              6

ARTICLE IV - UNFUNDED PLAN                                             6

  4.1   Unfunded Plan                                                  6
  4.2   Nontransferability                                             7

ARTICLE V - ADMINISTRATION                                             7

  5.1   Committee; Duties                                              7
  5.2   Agents                                                         7
  5.3   Indemnity of Committees                                        7

ARTICLE VI - CLAIMS PROCEDURES                                         8

  6.1   Claim                                                          8
  6.2   Denial of Claim                                                8
  6.3   Review of Claim                                                8
  6.4   Final Decision                                                 8

                            TABLE OF CONTENTS

                                                                     PAGE
                                                                     ----

ARTICLE VII - MISCELLANEOUS                                            9

  7.1   Unsecured General Creditor                                     9
  7.2   Obligations to Company                                         9
  7.3   Not a Contract of Employment                                   9
  7.4   Protective Provisions                                          9
  7.5   Captions                                                       9
  7.6   Governing Law                                                  9
  7.7   Validity                                                       9
  7.8   Mistaken Information                                          10
  7.9   Taxes and Expenses                                            10
  7.10  Notice                                                        10

ARTICLE VIII - EFFECTIVE DATE, TERMINATION, AND AMENDMENT             10

ARTICLE IX - SUCCESSORS                                               10

APPENDIX A

APPENDIX B

                         FIRSTENERGY CORP.

              SUPPLEMENTAL EXECUTIVE RETIREMENT PLAN

                         ARTICLE I-PURPOSE

          The Supplemental Executive Retirement Plan (the "Plan") was
established on September 29, 1985 as part of an integrated executive
compensation program that is intended to attract, retain, and motivate certain
key executives ("Executives") who are in positions to make significant
contributions to the operation and profitability of FirstEnergy Corp. (the
"Company") for the benefit of stockholders and customers.

          The Plan provides for the payment of supplemental retirement, death,
and disability benefits to or in respect of key senior Executives designated
by the Chief Executive Officer of the FirstEnergy Corp. (the "Chief Executive
Officer").

          The Chief Executive Officer shall appoint an Administrative
Committee (the "Committee") to administer this Plan. The Committee shall
consist of three or more individuals.

                    ARTICLE II - ELIGIBILITY AND PARTICIPATION

2.1     Eligibility

        Eligibility to participate in the Plan shall be limited to those
Executives who are designated by the Chief Executive Officer.

2.2     Participation

        An Executive's participation in the Plan shall be effective on January
1 of the year following the year in which he or she becomes eligible.

2.3     Designation of Participating Companies

        The Compensation Committee of the Board of Directors of FirstEnergy
Corp. (the "Compensation Committee") or the Chief Executive Officer may allow
other corporations or other entities affiliated with or subsidiary to the
Company to participate in the Plan without approval or ratification by the
Company's Board of Directors. Such companies ("Participating Companies") and
their adoption dates shall be added to Appendix A, which is attached hereto
and incorporated herein by reference.

2.4     Withdrawal From Plan of Participating Employer

        Any Participating Company may at any time, by resolution of its Board
of Directors (with notice thereof to the Company's Board of Directors if the
terminating company is not FirstEnergy Corp.), terminate its participation in
the Plan. Participating Companies which cease to be Participating Companies
shall be shown in Appendix A together with their adoption dates and
termination dates.

2.5     Delegation of Authority

        The Company is hereby fully empowered to act on behalf of itself and
the other Participating Companies as it may deem appropriate in maintaining
the Plan. Furthermore, the adoption by the Company of any amendment to the
Plan or the termination thereof will constitute and represent, without any
further action on the part of any Participating Company, the approval,
adoption, ratification or confirmation by each Participating Company of any
such amendment or termination. In addition, the appointment of or removal by
the Company of any Committee member or other person under the Plan shall
constitute and represent, without any further action on the part of any
Participating Company, the appointment or removal by each Participating
Company of such person.

               ARTICLE III - TYPE AND LEVEL OF BENEFITS

3.1     Supplemental Benefit After Termination of Employment

        An Executive included in the Plan shall, subject to the terms and
conditions set forth herein, be eligible to receive a supplemental benefit
under the Plan after termination of employment due to retirement, death,
disability or involuntary separation that is directly related to either:

             (a)  The Executive's Highest Average Monthly Base Earnings which
        is defined as the average of the highest twelve (12) consecutive full
        months of base salary earnings paid to the Executive in the one
        hundred twenty (120) consecutive full months prior to termination of
        employment, including any salary deferred in the FirstEnergy Corp.
        Executive Deferred Compensation Plan ("Deferred Plan") or the
        FirstEnergy Corp. Savings Plan ("Savings Plan"), but excluding any
        incentive payments, or

             (b)  The Executive's Highest Average Monthly Total Compensation
        which is defined as the average of the highest thirty-six (36)
        consecutive full months of base salary earnings paid to the Executive
        in the one hundred twenty (120) consecutive full months prior to
        termination of employment, including any salary deferred into the
        Deferred Plan and Savings Plan. Highest Total Compensation shall also
        include any Annual Incentive Award from the Executive Incentive
        Compensation Plan either paid to the Executive or deferred into the
        Deferred Plan after January 1, 1996.

3.2     Month of Service; Year of Service

        For the purpose of this Plan, a "Month of Service" shall be a whole
month of service with a Participating Company based upon the Executive's
service anniversary date with the Company.   Further, a "Year of Service"
shall be equal to a twelve  "Months of Service," with a Participating Company
based upon the Executive's service anniversary date with the Company.

3.3     Eligible Spouse

        For the purposes of this Plan, Eligible Spouse shall mean the spouse
to whom the Executive is married at the time payment of a supplemental benefit
from the Plan commences and who is so designated, or deemed to have been
designated in accordance with the FirstEnergy Corp. Pension Plan ("Pension
Plan").

3.4     Conditions of Benefits

        A supplemental benefit under this Plan will be determined in
accordance with and shall be nonforfeitable upon the date the Executive
terminates employment under the conditions described in the following
sections:

            (a)  Retirement Benefits

                (i)  An Executive retiring from the Company on or after age
            fifty-five (55) who has completed ten (10) Years of Service will
            be entitled to receive, commencing at retirement, a monthly
            supplemental retirement benefit under the Plan equal to sixty-
            five percent (65%) of the Executive's Highest Average Monthly
            Base Earnings or fifty-five percent (55%) of the Executive's
            Highest Average Monthly Total Compensation, whichever is greater,
            multiplied by the number of Months of Service the Executive has
            completed after having completed ten (10) Years of Service, up to
            a maximum of sixty (60) months, divided by sixty (60), less:

                     a)  The monthly primary Social Security benefit to which
                 the Executive may be entitled at such retirement (or the
                 projected age sixty-two (62) benefit if retirement occurs
                 prior to age sixty-two (62)), irrespective of whether the
                 Executive actually receives such benefit at the time of
                 retirement, and

                     b)  The monthly early, normal or deferred retirement
                 income benefit to which the Executive may be entitled at such
                 retirement, under the Pension Plan, the monthly supplemental
                 pension benefit under the Deferred Plan and the monthly
                 benefit, or actuarial equivalent, under the tax-qualified or
                 nonqualified defined benefit pension plans of previous
                 employers, all calculated by an actuary selected by the
                 Company, with the following assumptions based on the
                 Executive's marital status at the time of such retirement:

                         i)  In the case of a married Executive in the form
                     of a fifty percent (50%) joint and survivor annuity.

                        ii)  In the case of an unmarried Executive, in the
                     form of a single-life annuity.

                 For an Executive who retires prior to attaining age sixty-
            five (65), the net dollar amount above shall be further reduced
            by one-fourth (1/4) of one percent (1%) for each month the
            commencement of benefits under this Plan precedes the month the
            Executive attains age sixty-five (65).

                 (ii)  After commencement of supplemental retirement benefits
             to the Executive, such payments shall continue in monthly
             installments thereafter ending with a payment for the month in
             which such Executive's death occurs. At death, benefits under
             Section 3.4(c)(ii) may be paid to the Executive's surviving
             Eligible Spouse.

            (b)  Disability Benefits

                 (i)  An Executive who becomes disabled while employed by the
            Company will be entitled to receive, commencing at the time the
            Executive's employment terminates by reason of disability, a
            monthly supplemental disability benefit under the Plan equal to
            sixty-five percent (65%) of the Executive's Highest Base Earnings
            or fifty-five (55%) of the Executive's Highest Total Compensation,
            whichever is greater, less:

                      a)  The monthly Social Security disability benefit to
                 which the Executive may become entitled due to such
                 disability.

                      b)  The monthly disability pension payment under the
                 Pension Plan, the monthly benefit provided by the Long-Term
                 Disability Plan of the Company and the monthly disability or
                 pension benefits, or actuarial equivalent, from plans of
                 previous employers to which the Executive may be entitled at
                 termination of employment.

                "Disabled" means a disability such that an Executive would be
            entitled to receive a monthly disability payment under the
            Pension Plan, except for the purposes of this provision an
            Executive need not have completed ten (10) Years of Service.

                (ii)  After commencement of supplemental disability benefits
            to the Executive, such payments shall continue in monthly
            installments thereafter ending with a payment in the month in
            which the Executive attains age sixty-five (65) or retires from
            the Company, dies, or is no longer disabled, whichever first
            occurs. Upon retirement, benefits under Section 3.4(a) may be
            paid. At death, benefits under Section 3.4(c)(i) may be paid to
            the Executive's surviving Eligible Spouse.

            (c)  Death Benefits

                (i)   If an Executive, including an Executive receiving a
            supplemental disability benefit under the Plan, dies prior to
            retiring from the Company, the Executive's surviving Eligible
            Spouse shall be entitled to receive commencing in the month
            following the Executive's death, a monthly supplemental surviving
            spouse benefit under the Plan equal to fifty percent (50%) of the
            monthly supplemental retirement benefit, calculated in accordance
            with Section 3.4(a), which the Executive would have received had
            he or she retired in the month of death, except that if the
            Executive dies prior to attaining age fifty-five (55), such
            monthly supplemental retirement benefit will be calculated as if
            the Executive had attained age fifty-five (55) and retired on the
            date of his or her death. In addition, if at the time of his or
            her death the deceased Executive had completed less than ten (10)
            Years of Service with a Participating Company, the Death Benefit,
            if any, shall be calculated as if the executive had been credited
            with five(5) Years of Service at the time of  his/her  employment
            with the Company.

                The surviving spouse benefit payment shall be paid in monthly
            installments thereafter ending with a payment for the month in
            which such surviving Eligible Spouse's death occurs, or for a
            period of one hundred eighty (180) payments less the number of
            supplemental disability payments the Executive had received,
            whichever first occurs.

                (ii)  If an Executive dies after retiring from the Company but
            prior to receiving one hundred eighty (180) monthly supplemental
            retirement and/or supplemental disability payments under the Plan,
            the Executive's surviving Eligible Spouse shall be entitled to
            receive a monthly supplemental surviving spouse benefit under the
            Plan equal to fifty percent (50%) of the supplemental retirement
            benefit which the deceased Executive was receiving on the day
            before his or her death.

                This monthly supplemental surviving spouse benefit payment
            shall commence in the month following the Executive's death and
            shall be paid in monthly installments thereafter ending with a
            payment for the month in which such surviving Eligible Spouse's
            death occurs, or for a period of one hundred eighty (180) payments
            less the number of supplemental retirement and/or supplemental
            disability payments the Executive had received, whichever first
            occurs.

            (d) Involuntary Separation Benefits

                An Executive under age fifty-five (55) with ten or more years
            of service at the time of an involuntary separation, due to the
            closing of a facility, corporate restructuring, reduction in the
            work force, or job elimination, will be entitled to receive,
            beginning at age fifty-five (55), a supplemental retirement
            benefit under the Plan calculated in accordance with
            Section 3.4(a).  If the Executive dies prior to or after
            commencement of his or her supplemental retirement benefit, the
            Executive's surviving Eligible Spouse shall be entitled to receive
            a monthly supplemental surviving spouse benefit under the Plan
            calculated in accordance with Section 3.4(c). Such supplemental
            benefits will be calculated using the number of Months of Service
            the Executive had with the Company at separation of employment.
            However, the Executive will not be eligible for a supplemental
            retirement benefit beginning at age fifty-five (55) if the
            separation is due to any other reason including but not limited
            to: voluntary resignation; discharge for misconduct or poor job
            performance; failure to return from a leave of absence; or as a
            result of a merger or acquisition of the Company or any of its
            assets and the Executive's employment with the acquiring or
            merging company is continued and the Executive does not suffer
            unemployment.

3.5     Forfeiture of Benefits:

        If it is determined, in the sole discretion of the Compensation
        Committee (the "Committee") of the FirstEnergy Board of Directors or
        its delegate, that the Executive has engaged in any of the following
        enumerated actions, and unless such engagement has been approved by
        the Committee or its delegate in writing, all future SERP benefit
        payments shall be immediately forfeited. Notwithstanding any other
        provision of this paragraph 3.4, the forfeiture of benefits will only
        apply to those supplemental retirement benefits accrued on or after
        January 1, 1999 and shall not apply to supplemental benefits accrued
        before January 1, 1999.

           1.  Participate or engage, directly or indirectly, in the
               business of selling, servicing, and/or manufacturing
               products, supplies or services of the kind, nature or
               description of those sold by the Company except pursuant to
               his/her employment with Company;

           2.  Directly participate or engage, on the behalf of other
               parties, in the purchase of products, supplies or services
               of the kind, nature or description of those sold by the
               Company  except pursuant to his/her employment with the
               Company;

           3.  Solicit, divert, take away or attempt to take away any of
               the Company's Customers or the business or patronage of any
               such Customers of the Company;

           4.  Solicit, entice, lure, employ or endeavor to employ any of
               the Company's employees;

           5.  Divulge to others or use for his/her own benefit any
               confidential information obtained during the course of
               his/her employment with Company relative to sales, services,
               processes, methods, machines, manufacturers, compositions,
               ideas, improvements, patents, trademarks, or inventions
               belonging to or relating to the affairs of Company;

           6.  Divulge to others or use to his/her own benefit any trade
               secrets belonging to the Company obtained during the course
               of his/her employment or that he/she became aware of as a
               consequence of his/her employment.

           The term "Customer" shall mean any person, firm, association,
           corporation or other entity to which Executive or the Company has
           sold the Company's products or services within the twenty-four (24)
           month period immediately preceding the termination of Executive's
           employment with Company or to which Executive or the Company is in
           the process of selling its products or services, or to which
           Executive or the Company has submitted a bid, or is in the process
           of submitting a bid to sell the Company's products or services.

           Should it be necessary for FE to initiate legal action to recover
           any amounts due, FE shall be entitled to recover from Executive, in
           addition to such amounts due, all costs, including reasonable
           attorneys fees, incurred as a result of such legal action.

3.6     Change of Control

        In the event of a Change in Control, as defined in Appendix B, the
        Forfeiture of Benefit provisions in section 3.5 will not apply.

                            ARTICLE IV-Unfunded Plan

4.1     Unfunded Plan

        The Plan shall be unfunded. The Plan is intended to benefit key senior
Executives who are considered to be a select group of management or highly
compensated employees within the meaning of the Employee Retirement Income
Security Act of 1974, as amended. The Chief Executive Officer reserves the
right to restrict participation to such Executives.

4.2     Nontransferability

        Neither an Executive nor any other person shall have any right to
transfer, pledge, or otherwise encumber, in advance of actual receipt, any
amounts payable hereunder. No part of the amounts payable shall, prior to
actual payment, be subject to seizure or sequestration for the payment of any
debts, judgments, alimony, or separate maintenance owed by an Executive or any
other person, nor be transferable by operation of law in the event of an
Executive's or any other person's bankruptcy or insolvency.

                             ARTICLE V-ADMINISTRATION

5.1     Committee; Duties

        This Plan shall be administered by and under the direction of the
Committee. Members of the Committee may be participants in this Plan. However,
no member of the Committee may participate in a review of his or her own claim
under Article VI. The Committee shall administer the Plan and shall have the
power and the duty to take all action and to make all decisions necessary or
proper to carry out the Plan. The determination of the Committee as to any
question involving the general administration and interpretation of the Plan
shall be final, conclusive, and binding except as otherwise provided in
Article VI. A majority vote of the Committee members shall control any
decision. Any discretionary actions to be taken under the Plan by the
Committee with respect to the Executives' contributions or benefits shall be
uniform in nature and applicable to all persons similarly situated. Without
limiting the generality of the foregoing, the Committee shall have the
following discretionary authority, powers and duties:

          (a)  To require any person to furnish such information as it may
     request for the purpose of the proper administration of the Plan as a
     condition to receiving any benefit under the Plan;

          (b)  To make and enforce such rules and regulations and prescribe
     the use of such forms as it deems necessary for the efficient
     administration of the Plan;

          (c)  To interpret the Plan and to resolve ambiguities,
     inconsistencies and omissions;

          (d)  To decide all questions concerning the Plan and any questions
     concerning the eligibility of any Employee to participate in the Plan;
     and

          (e)  To determine the amount of benefits which will be payable to
     any person in accordance with the provisions of the Plan.

5.2     Agents

        In the administration of this Plan, the Committee may, from time to
time, employ agents and delegate to them such administrative duties as it sees
fit, and may from time to time consult with counsel, who may be counsel to the
Company.

5.3     Indemnity of Committees

        The Company shall indemnify and hold harmless members of the Committee
and the Compensation Committee against any and all claims, loss, damage,
expense or liability arising from any action or failure to act with respect to
this Plan, except in the case of intentional misconduct.

                      ARTICLE VI-CLAIMS PROCEDURE

6.1     Claim

        Any person claiming a benefit, requesting an interpretation or ruling
under the Plan, or requesting information under the Plan shall present the
request in writing to the Committee, which shall respond in writing as soon as
practicable, but no more than sixty-three (63) days after the end of the month
the request is received. Payment of a claimed benefit shall also constitute a
written response.

6.2     Denial of Claim

        If the claim or request is denied, the written notice of denial shall
state:

            (a)  The reasons for denial, with specific reference to the Plan
        provisions on which the denial is based.

            (b)  A description of any additional material or information
        required and an explanation of why it is necessary.

            (c)  An explanation of the Plan's claim review procedure.

        For the purposes of this Section 6.2, the failure by the Committee to
deliver within the sixty-three (63) day period notice of a written denial of
claim shall constitute a written response of denial, unless the failure to
correspond was the result of clerical or administrative error.

6.3     Review of Claim

        Any person whose claim or request is denied or who has not received a
response within sixty-three (63) days after the end of the month in which the
request was received may request review by notice given in writing to the
Compensation Committee. The claim or request shall be reviewed by the
Compensation Committee who may, but shall not be required to, grant the
claimant a hearing. On review, the claimant may have a representative examine
pertinent documents and submit issues and comments in writing.

6.4     Final Decision

        The decision on review shall normally be made within sixty (60) days.
If an extension of time is required for a hearing or other special
circumstances, the claimant shall be notified and the time limit shall be one
hundred twenty (120) days. The decision shall be in writing and shall state
the reason and the relevant Plan provisions. All decisions on review shall be
final and bind all parties concerned.

                            ARTICLE VII-MISCELLANEOUS

7.1     Unsecured General Creditor

        Participants and their Beneficiaries, heirs, successors and assigns
shall have no legal or equitable rights, interest or claims in any property or
assets of Company. Any and all Company's assets shall be, and remain, the
general, unpledged, unrestricted assets of Company. Company's obligation under
the Plan shall be merely that of an unfunded and unsecured promise of Company
to pay money in the future.

7.2     Obligations to Company

        If an Executive or the Executive's surviving Eligible Spouse becomes
entitled to a benefit under the Plan and the Executive has outstanding any
debt, obligation, or other liability representing an amount owing to the
Company, then the Company may offset such amount owing to it or an affiliate
against the amount of benefits otherwise distributable. The determination of
the amount and duration of the offset shall be made by the Committee.

7.3     Not a Contract of Employment

        The terms and conditions of the Plan shall not be deemed to constitute
a contract of employment between the Company and the Executive, and the
Executive (or his or her surviving Eligible Spouse) shall have no rights
against the Company except as may be otherwise provided specifically herein.
Moreover, nothing in the Plan shall be deemed to give an Executive the right
to be retained in the service of the Company or to interfere with the right of
the Company to discipline or discharge him or her at any time.

7.4     Protective Provisions

        An Executive shall cooperate with the Company by furnishing any and
all information requested by the Company in order to evaluate a claim or to
facilitate the payment of benefits hereunder, and by taking such physical
examinations as the Company may deem necessary and taking such other action as
may be requested by the Company.

7.5     Captions

        The captions of the articles, sections and paragraphs of the Plan are
for convenience only and shall not control or affect the meaning or
construction of any of its provisions.

7.6     Governing Law

        The provisions of the Plan shall be construed, administered, and
enforced according to and governed by the laws (other than conflict of law
provisions) of the state of Ohio, except to the extent such laws are
superseded by ERISA.

7.7     Validity

        In case any provision of the Plan shall be illegal or invalid for any
reason, such illegality or invalidity shall not affect the remaining parts
hereof, but the Plan shall be construed and enforced as if such illegal and
invalid provision had never been included herein.

7.8     Mistaken Information

        If any information upon which an Executive's benefit under the Plan is
misstated or otherwise mistaken, such benefit shall not be invalidated (unless
upon the basis of the correct information the Executive would not be entitled
to a benefit), but the amount of the benefit shall be adjusted to the proper
amount and any overpayments shall be charged against future payments.

7.9     Taxes and Expenses

        Any taxes imposed on Plan benefits shall be the sole responsibility of
the Executive or surviving Eligible Spouse. The Company shall deduct from Plan
benefits any amounts required by applied law to be withheld. All Plan
administration expenses incurred by the Company or Committee shall be borne by
the Company.

7.10     Notice

        Any notice or filing required or permitted to be given to the
Committee under the Plan shall be sufficient if in writing and hand delivered,
or sent by registered or certified mail to any member of the Committee, or to
the Statutory Agent of FirstEnergy Corp. Notice to the Committee may be given
to any member of the Committee and if mailed shall be addressed to the
principal executive offices of FirstEnergy Corp. Notice mailed to the
Participant shall be sent to the address set out in the Participant's most
recent Participation Agreement or such other address as is given to the
Committee by notice. Notices shall be deemed given as of the date of delivery
or, if delivery is made by mail, as of the date shown on the postmark on the
receipt for registration or certification.

           ARTICLE VIII-EFFECTIVE DATE, TERMINATION, AND AMENDMENT

        The effective date of the Plan shall be September 29, 1985. The
effective date of participation of an Executive in this Plan shall be
determined by the Chief Executive Officer. The Plan may be terminated at any
time and amended from time to time by action of the Board or the Compensation
Committee or by a writing executed on behalf of the Board or the Compensation
Committee by the Company's duly authorized officers, provided that neither
termination nor any amendment of the Plan may, without the written approval of
a participating Executive or surviving Eligible Spouse, reduce or terminate
any accrued benefit.

                           ARTICLE IX-SUCCESSORS

        The provisions of this Plan shall bind and inure to the benefit of the
Company and its successors and assigns. The term successors as used herein
shall include any corporate or other business entity which shall, whether by
merger, consolidation, purchase or otherwise acquire all or substantially all
of the business and assets of the Company, and successors of any such
corporation or other business entity.

        IN WITNESS WHEREOF, and pursuant to approval of the Compensation
Committee  of the Board, on April 29, 1999,  the Company has caused this
instrument to be executed by its duly authorized officers effective as of
January 1, 1999.

FOR THE COMPANY

By:                                                Date
  -------------------------------------------------       ------------------

  H. Peter Burg
  President and Chief Executive Officer of
   FirstEnergy Corp.

Witness:                                           Date
        -------------------------------------------      -------------------

         J. A. Gill
         Sr. Vice President

                                  APPENDIX A

                1                               2                    3
   Participating Company                  Adoption Date      Termination Date
-----------------------------------------------------------------------------

Ohio Edison Company                     September 29, 1985

Pennsylvania Power Company              September 29, 1985

FirstEnergy Corp.                       January 1, 1999

Cleveland Electric Illuminating
 Company                                January 1, 1999

Toledo Edison Company                   January 1, 1999

FirstEnergy Nuclear Operating Company   January 1, 1999

FirstEnergy Fuel Marketing Company      January 1, 1999

==============================================================================FirstEnergy
                 Executive Incentive Compensation Plan
                                 2000

Purpose
-------

The purpose of the Executive Incentive Compensation Plan (EICP) is to
attract, retain and motivate skilled executives; to more closely align the
interests of the executives and shareholders; and to promote growth in
shareholder value.

Total Compensation Philosophy
-----------------------------

FirstEnergy's total compensation philosophy is based on the following
principles:

 .  A "pay-for-performance" orientation under which total compensation
   reflects corporate, business unit and individual success;
 .  A focus on total compensation wherein base salaries and incentives are
   targeted generally at or near median competitive market levels, with
   opportunities to achieve total compensation at the 75th percentile level
   if both corporate and business unit performance are superior;
 .  A mix between short-term and long-term compensation opportunities designed
   to reward both short and long-term strategic results and facilitate
   executive retention;
 .  An escalating proportion of an executive's total compensation opportunity
   at risk through performance incentives and stock as an executive's level
   of responsibility increases; and
 .  The use of various equity based incentive vehicles to promote FirstEnergy
   stock ownership and more closely align the interests of executives with
   the long-term interests of shareholders.

General Eligibility
-------------------

Employees in positions with a standard rate of $88,890 and who report to
members of the FirstEnergy Senior Management Committee, regional presidents,
consolidated plant managers, nuclear directors, and general office department
heads are eligible to participate in this plan.

Plan Components
---------------

The Plan consists of a Short-Term Incentive Program (STIP) for 2000, a Long-
Term Incentive Program (LTIP) for the period 2000 - 2002, and a Stock Option
Program. Target incentive opportunities for each program are shown in
Attachment 1.

                     Short-Term Incentive Program (STIP)
                     -----------------------------------

 Eligibility
 -----------

An employee hired into the executive group must perform the duties of his/her
job for a minimum of 1000 regular hours during the year. Thus, new hires must
be added during the first half of the year to be eligible for an annual
award. Likewise, separation due to retirement, death or disability generally
must occur during the second half of the year.

If an employee is promoted into the executive group or reassigned to another
position outside the executive group, all hours worked during the year are
counted toward the 1000-hour criterion.

Executives must be actively employed as of December 31, 2000 or have
separated employment during the year due to retirement, disability, death, or
under conditions in which the executive qualifies for and elects benefits
under the FirstEnergy Severance Benefits Plan. Thus, an executive who
voluntarily resigns or is involuntarily separated for cause is ineligible to
receive a short-term award.

Executives must receive or would have received a performance rating of Meets
Expectations or above. Thus, an executive with a rating Does Not Meet
Expectations is ineligible to receive an annual award.

Also, an executive who voluntarily resigns or has been involuntarily
separated for cause between December 31, 2000 and the date that any awards
are paid is ineligible to receive and award.

Key Performance Indicators (KPIs)
---------------------------------

Performance goals are allocated between FirstEnergy Financial KPIs and
Operational KPIs. FirstEnergy Financial KPIs apply to all executives.
Operational KPIs are established for each business group. The weighting of
Financial goals and Operational goals varies among executives depending upon
their job level.

Award Leverage
--------------

Each goal has a threshold, target and maximum level of achievement. The
achievement of Financial KPIs at or above threshold will generate a payout
from 50% to 200% of the target award. The achievement of Operational KPIs at
or above threshold will generate a payout from 50% to 150% of target. Results
achieved between threshold and target, and target and maximum, will be
interpolated.

Award Payments
--------------

Annual awards will be paid in March 2001. If an executive meets the
eligibility criteria and works in an executive position for less than the
full performance year, his/her annual award will be prorated to reflect the
number of months that he/she has worked in an eligible position.

If an executive changes his/her job within the executive group or is
reassigned to another position outside the executive group during the plan
year, the executive's total annual incentive award will be the sum of the
prorated awards earned in each position and incentive plan.

Plan participants may elect to defer the receipt of any STIP award under the
terms of the Executive Deferred Compensation Plan.

Shareowner and Customer Protection
----------------------------------

Short-term incentive awards will not be paid unless all of the following
shareowner and customer protection measures are met:

 .  FirstEnergy common stock dividends paid during the plan year are greater
   than or equal to the previous year-end annualized rate;

 .  Total earnings exceed the amount of dividends paid plus the maximum annual
   awards from all incentive plans; and

 .  The rate freeze as contained in each operating company's rate
   stabilization and area development program remains in effect

Discretionary Incentive
-----------------------

There may be instances where an executive has demonstrated extraordinary
responsiveness to an unforeseen circumstance or has had a unique
accomplishment of substantial importance which may not be properly recognized
in the normal award process. In these cases, FirstEnergy (the Compensation
Committee of the Board of Directors in the case of a member of the Senior
Management Committee), in its sole discretion, may grant a special incentive
award to the executive.

                      Long-Term Incentive Program (LTIP)
                      ----------------------------------

Eligibility
-----------

Employees who are classified as an executive as of January 1, 2000 are
eligible. An employee who is hired or promoted into the executive group
during the initial year of the performance cycle will not be eligible for the
LTIP until the following performance cycle.

An executive must work at least one year in an eligible position during the
three-year plan cycle to be eligible for an award. Thus, an executive who
separates for any reason during 2000 will be ineligible to receive a long-
term award from the 2000 program.

An executive must be actively employed as of December 31, 2002, or have
separated due to retirement, disability or death; or under conditions in
which the executive qualifies for and elects benefits under the FirstEnergy
Severance Benefits Plan between December 31, 2000 and the award payment date.
Thus, an executive who voluntarily resigns or who is involuntarily separated
for cause during this time frame will be ineligible to receive an LTIP award.

Performance Shares
------------------

On January 1, 2000, each executive's target long-term award will be converted
into hypothetical "Performance Shares" of FirstEnergy common stock based on
the average of the high and low stock prices of the common stock on the last
trading day in 1999. These shares are placed into a Performance Share Account
for three years (2000 - 2002).

During the 2000 - 2002 performance period, dividend equivalents will be
converted into additional shares based on the closing stock price on the date
the dividends are paid. At the end of the three-year performance period, the
executive's account will be valued based on the average of the high and low
prices on the last trading day in December 2002.

The value may be adjusted upward or downward based upon the total shareholder
return of  FirstEnergy common stock relative to an energy services company
index during this three-year period. If the total shareholder return ranking
is below the 61st percentile, no long-term award will be paid. If the total
shareholder return rating is in the top 15%, the award payout will be 150% of
the account value. Award payouts for a ranking between the 60th and 15th
percentile will be interpolated between 50% and 150%. The purpose of this
award structure is to strengthen the linkage between an executive's total
compensation and the long-term growth of shareholder value.

Attachment 2 is an illustration of the Long-Term Incentive Program award
table.

Award Payments
--------------

Awards for the 2000 - 2002 cycle will be paid in March 2003.

If an executive meets the eligibility criteria and is no longer employed in
an executive position, his/her original long-term target award will be
prorated to reflect the number of months worked in an eligible position
during the performance cycle.

Plan participants may elect to defer the receipt of any LTIP award under the
provisions of the Executive Deferred Compensation Plan.

                      Stock Option Program
                      --------------------

In 2000, eligible employees will receive stock option grants that will allow
them to purchase a specified number of common stock shares at a fixed grant
price over a defined period of time. Specific details about the program and
the number of stock options granted will be communicated to recipients at the
time of the grant.

                              Terms
                              -----

For the purposes of this Plan, the term FirstEnergy is defined as FirstEnergy
Corp. and all of its operating companies to which this Plan has been
extended. The term "Company" refers to FirstEnergy Corp. or its operating
companies individually, as appropriate.

Each employee's rights under the Plan are at all times governed by the
official text of the Executive and Directors Incentive Compensation Plan
Document and are in no way altered or modified by the contents of this
summary.

Each executive may, at any time, designate one or more persons as the
executive's primary or contingent beneficiary(ies) to whom awards earned
under this Plan shall be paid in the event of the executive's death prior to
payment of such awards to the executive. In the absence of an effective
beneficiary designation, or if all beneficiaries predecease the executive,
the executive's designated beneficiary shall be the person in the first of
the following classes in which there is a survivor: the executive's surviving
spouse; the executive's estate.

Right to Modify or Terminate Plan
---------------------------------

This Plan may be amended or terminated at any time with or without notice by
the Compensation Committee of the Board of Directors of FirstEnergy. The Plan
may change from year to year or even be discontinued in the future.  If it is
determined that significant unusual events occurred that impacted the
FirstEnergy's reported earnings but do not truly reflect the achieved
operating results of the FirstEnergy, then the Compensation Committee may, in
its sole discretion, increase or decrease the amount of any awards determined
by this Plan or even determine that no awards will be paid. Not withstanding,
the Committee shall have no authority to adjust upwards the amount payable to
a Covered Employee with respect to a particular Award, to take any of the
foregoing actions or to take any other action to the extent that such action
or the Committee's ability to take such action would cause any Award under
the Plan to any Covered Employee to fail to qualify as "performance-based
compensation" within the meaning of Code Section 162(m)(4) and the
regulations issued thereunder.

No Guarantee of Future Employment
---------------------------------

Nothing in this Plan shall be construed as giving any participant the right
to be retained in the employ of any Company, nor shall any Company be
required, by virtue of the existence of this Plan, to maintain the employment
of any participant through any specified date.

No Funded Trust
---------------

All awards paid under this Plan shall at all times constitute general
unsecured liabilities of any Company, payable out of its own general assets.
In no event shall any Company be obliged to reserve any funds or assets to
secure the payment of such amounts and nothing contained in the Plan shall
confer upon any participant the right, title or interest of any assets of any
Company.

Administration
--------------

The Plan is administered by the Human Resources Department.

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