Document:

EXHIBIT 10.2

    

    

    SCHEDULE A TO EXHIBIT 10.1

    

    

    The following individuals entered into Executive Group Life Split Dollar Plans with The Ohio Valley Bank Company identified below which are
        identical to the Executive Group Life Split Dollar Plan, dated December 31, 2011, between Thomas E. Wiseman and The Ohio Valley Bank Company filed herewith.

    

    

    	
            Name

          	 	
            Date of Agreement

          
	 	 	 
	
            Larry E. Miller II

          	 	
            August 19, 2009

          
	 	 	 
	
            Jeffrey E. Smith

          	 	
            August 20, 2009EXHIBIT 10.6(b)

    

    

    SCHEDULE A TO EXHIBIT 10.6(a)

    

    

    The following individuals entered into director deferred fee agreements with The Ohio Valley Bank Company which are identical to the Second Amended
        and Restated Director Deferred Fee Agreement, dated December 18, 2012, between Thomas E. Wiseman and The Ohio Valley Bank Company filed herewith.

    

    

    	
            Name

          	 	
            Date of Agreement

          
	 	 	 
	
            Harold A. Howe

          	 	
            December 18, 2012

          
	 	 	 
	
            David W. Thomas

          	 	
            December 18, 2012EXHIBIT 10.7(d)

    

    

    SCHEDULE A TO EXHIBIT 10.7(a)

    

    

    The following individuals entered into Executive Deferred Compensation Plans with The Ohio Valley Bank Company identified below which are identical
        to the Executive Deferred Compensation Plan, dated December 18, 2012, between Jeffrey E. Smith and The Ohio Valley Bank Company filed herewith.

    

    

    	
            Name

          	 	
            Date of Agreement

          
	 	 	 
	
            Thomas E. Wiseman

          	 	
            December 18, 2012EXHIBIT 10.7(e)

    

    

    SCHEDULE A TO EXHIBIT 10.7(b)

    

    

    The following individuals entered into a First Amendment to the Ohio Valley Bank Company Executive Deferred Compensation Agreement with The Ohio
        Valley Bank Company which are identical to the First Amendment to the Ohio Valley Bank Company Executive Deferred Compensation Agreement, dated January 26, 2016, filed herewith.

    

    

    	
            Name

          	 	
            Date of Agreement

          
	 	 	 
	
            Jeffrey E. Smith

          	 	
            January 26, 2016

          
	 	 	 
	
            Thomas E. Wiseman

          	 	
            January 26, 2016EXHIBIT 10.8

    

    

    SUMMARY OF COMPENSATION FOR

    DIRECTORS AND NAMED EXECUTIVE OFFICERS

    OF OHIO VALLEY BANC CORP.

    Directors

     

          

    All of the directors of Ohio Valley Banc Corp. (“Ohio Valley”) also serve as directors of its subsidiary, The Ohio Valley Bank
        Company (the “Bank”).  The directors of Ohio Valley are paid by the Bank for their services rendered as directors of the Bank, not Ohio Valley.  Each director of the Bank who is not an employee of Ohio Valley or any of its subsidiaries (a
        “Non-Employee Director”) receives $750 per month for his or her services.  Each director of the Bank who is an employee of Ohio Valley or any of its subsidiaries (an “Employee Director”) receives $350 per month for his or her services.  In
        addition, each director of the Bank receives an annual retainer of $17,000 paid in January or February of each year for services to be rendered during the year, pro-rated for time served for new or retiring members.

        

      

    Each Non-Employee Director who is a member of the Executive Committee of the Bank receives $2,000 per month for his or her
        services.  In addition, each Non-Employee Director who is a member of the Executive Committee receives an annual retainer of $16,695 paid in January or February of each year for services to be rendered during the year as members of that committee,
        pro-rated for time served for new or retiring members.  Employee Directors receive no additional compensation for serving on the Executive Committee.

     

      

    Brent A. Saunders, LPA received retainer fees of $21,000 for legal services to the Company and its subsidiaries during 2018, as
        approved by the Board of Directors in December 2017.  In December 2018, the Board of Directors of Ohio Valley approved the payment to Mr. Saunders of $21,000 in retainer fees for legal services to the Company and its subsidiaries during 2019.

     

      

    The Bank maintains a life insurance policy for each director with a death benefit of two times annual director fees at time of
        death, reduced by 35% at age 65 and 50% at age 70, as part of the Bank’s group term life insurance program.  The life insurance policies terminate upon retirement.  Messrs. Smith and Wiseman, as employees of the Bank, are excluded from this benefit
        under the terms of the Bank’s group term life insurance program.  Each director is entitled to retirement and deferred compensation agreements, and the Bank has executed agreements with all such persons, except that Mr. Jones has elected not to
        participate in the deferred compensation plan.  These documents are filed as exhibits to various documents filed by Ohio Valley with the Securities and Exchange Commission, as set forth in the Exhibit Index to Ohio Valley’s Annual Report on Form
        10-K for the fiscal year ended December 31, 2018.

    

    

    Named Executive Officers

     

          

    The following sets forth the current salaries of the executive officers of Ohio Valley named in the Summary Compensation Table in
        Ohio Valley’s proxy statement (the “Named Executive Officers”):

    

    

    	
            Name

          	
            Current Salary

          
	 	 
	
            Jeffrey E. Smith

          	
            $238,014

          
	 	 
	
            Thomas E. Wiseman

          	
              364,752

          
	 	 
	
            Larry E. Miller, II

          	
              211,125

          

    

    

    Certain Named Executive Officers are entitled to participate in several benefit arrangements, including the Ohio Valley Banc
        Corp. Bonus Program, the Ohio Valley Bank Company Executive Group Life Split Dollar Plan, the Executive Deferred Compensation Plan, and a supplemental  executive retirement plan (currently only for Messrs. Smith, Wiseman and Miller).  These benefit
        plans are set forth in exhibits to various documents filed by Ohio Valley, as set forth in the Exhibit Index to Ohio Valley’s Annual Report on Form 10-K for the fiscal year ended December 31, 2018, and described in Ohio Valley’s proxy statement for
        its 2019 annual meeting of shareholders.  In addition, Named Executive Officers are entitled to participate in various benefit plans available to all employees, including a Profit Sharing Retirement Plan, a 401(k) plan, an employee stock ownership
        plan, group term life insurance, health insurance, disability insurance and a flexible compensation/cafeteria plan, as described in Ohio Valley's proxy statement for its 2019 annual meeting of shareholders.EXHIBIT 10.9

    

    

    SUMMARY OF BONUS PROGRAM

    OF OHIO VALLEY BANC CORP.

    

    

    The following is a description of the Bonus Program (the "Bonus Program") of Ohio Valley Banc Corp. (the “Company”) provided
        pursuant to Item 601(b)(10)(iii) of Regulation S-K promulgated by the Securities and Exchange Commission, which requires a written description of a compensatory plan when no formal document contains the compensation information.

     

      

    The executive officers of the Company receive no compensation from the Company.  Instead they are paid by subsidiaries for
        services rendered in their capacities as executive officers of subsidiaries of the Company.

     

      

    The objectives of the bonus component of the Company's compensation program are to: (a) motivate executive officers and other
        employees and reward such persons for the accomplishment of both annual and long range goals of the Company and its subsidiaries, (b) reinforce a strong performance orientation with differentiation and variability in individual awards based on
        contribution to long-range business results and (c) provide a fully competitive compensation package that will attract, reward, and retain individuals of the highest quality.  Typically, all employees of the Company's subsidiaries holding positions
        with a pay grade of 9 or above, as well as some employees who were graded 9 or above before the redesign of the salary structure, are eligible to participate in the bonus program, including all of the named executive officers.  In addition, select
        employees of the Company, who previously were employees of The Milton Banking Company, are also eligible to participate in the bonus program.

     

      

    Bonuses payable to participants in the bonus program are based on (a) the performance of the Company and its subsidiaries as
        measured against specific performance targets; and (b) each employee's individual performance.  At the beginning of each fiscal year, the Compensation Committee sets specific performance targets for the Company and its subsidiaries based on a
        combination of some or all of a number of performance criteria.  The targets are based on one or more of the following performance criteria: net income, net income per share, return on assets, return on equity, asset quality (as measured by the
        ratio of adversely classified assets to tier 1 capital plus the ALLL), tier 1 leverage ratio and efficiency ratio.  It is the objective of the Compensation Committee to establish goals that are “reaching” but “reachable.”  The Compensation
        Committee may not consider the goals to be of equal weight, but, in the aggregate, it considers them to be fundamental metrics which are important to the long-term performance of the Company and which, at the same time, do not expose the Company
        to, nor incent the employees to undertake, excessive risks which would threaten the Company’s long-term value.  At the end of the fiscal year, the aggregate amount available for the payment of a bonus, if any at all, is determined by the Company’s
        Board of Directors upon recommendation of its Compensation Committee based on an evaluation of the accomplishment of the performance targets.  A bonus may be paid without targets having been established or achieved.  No officer or employee has any
        right to the payment of a bonus until the Board of Directors has exercised its discretion to award one and the amount to be paid to each person has been determined and announced.

     

      

    Once the aggregate amount of the bonus pool is determined, individual bonus awards, for eligible employees in grades 11 and
        below, are typically determined through a formula that applies each employee's performance evaluation score to a “bonus grid,” reflecting the individual employee's job grade and individual job performance using the performance criteria referenced
        above.  For employees in grades 12 and above, individual bonus awards are determined by the level of achievement by the Company and its subsidiaries of some or all of a number of previously mentioned performance metrics. Upon the recommendation of
        the Compensation Committee and if approved by the Board, individual bonus awards for grades 12 and above are typically awarded as a percent of base compensation.  Employees are evaluated by their supervisors, except for Messrs. Smith, Wiseman and
        Miller, who are evaluated by the Compensation Committee.  The Company’s Board of Directors approves the bonuses payable to the executive officers under the Bonus Program based upon the recommendation of the Compensation Committee.

     

      

    Bonuses are normally paid in February in cash in a single lump sum, subject to payroll taxes and tax withholdings.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00293-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00293-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00293-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00293-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00293-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00293-of-00352.parquet"}]]