Document:

Executive Officer Compensation Arrangements

 Exhibit No. 10.29 
  
 EXECUTIVE OFFICER COMPENSATION ARRANGEMENTS 
  
 The Company has established and administers its executive compensation programs to attract and retain executive talent necessary for our
operations. The principal components of executive compensation are base salary, an annual performance-based bonus under the Management Achievement Plan (“MAP”), and a long-term incentive component that has been provided under the 1999
Long-Term Incentive Plan (“LTIP”). Since Armstrong World Industries, Inc. filed for Chapter 11 protection in December 2000, that long-term incentive component has been provided through cash incentive awards instead of stock-based awards.
Other elements of total executive officer remuneration are disclosed in Item 11 of the Report on Form 10-K. 
  
 The Company’s Management Development and Compensation Committee of the Board of Directors (the “Committee”) typically establishes performance goals for the Company’s operations under the MAP and
LTIP, and establishes target awards under those plans for executives based upon achievement of those operating goals. 
  
 The following summary of the terms and operation of the MAP and LTIP is qualified in its entirety by reference to the provisions of those plans, which are separate
exhibits to the Company’s Report on Form 10-K for 2004. 
  
 All executive
officers other than Mr. Lockhart are employees-at-will. This means that their employment is terminable, and their salaries, bonuses, and incentives can be changed, at any time. 
  
 With respect to our Chief Executive Officer (“CEO”), Mr. Lockhart, his employment agreement dated August 7, 2000 (which is a
separate exhibit to this filing) addresses his contractual rights with respect to his employment and his annual bonus and long-term incentive compensation. The Committee administers Mr. Lockhart’s awards under MAP and LTIP with a view towards
observing those contractual obligations. 
  
 If the Company performs above a MAP
performance threshold for 2005, participants in the MAP will be eligible to receive a payment in 2006 based upon a percentage of their target bonus. Each executive’s target bonus is calculated as a percentage of their annual base salary
earnings ranging from 15% (at the base level for participants) to 125% (for the CEO). 
  
 Similarly, if the Company performs above a LTIP performance threshold for 2005 and 2006, participants in the LTIP will be eligible to receive a payment in 2007 equal to a percentage of their 2005 LTIP cash incentive award target grant. LTIP
award target grants are calculated as a percentage of the executive’s current base salary ranging from 12% (at the base level for participants) to 337% (for the CEO). 
  
 The table below shows the current base salary level, the 2005 MAP target percentage and the LTIP award target grant amount for each
executive officer: 
  

										
	 Executive Officer

	  	Current Base Salary

	  	 2005 MAP Award
 % of Actual Base
Salary Earnings

	 	 	2005 LTIP
Award

	 Michael D. Lockhart
	  	$	920,000	  	125	%	 	$	3,100,000
	 Stephen J. Senkowski
	  	 	529,412	  	70	 	 	 	1,138,200
	 F. Nicholas Grasberger
	  	 	450,000	  	60	 	 	 	810,000
	 Matthew J. Angello
	  	 	368,000	  	50	 	 	 	552,000
	 John N. Rigas
	  	 	370,000	  	50	 	 	 	555,000
	 William C. Rodruan
	  	 	272,400	  	45	 	 	 	272,400

  
 The form of LTIP award letter is a
separate exhibit to this filing. There is no award letter used for the MAP. Executives are eligible to receive a merit-based salary increase effective April 1, 2005. Any increase to an executive’s base salary earnings will be factored in to
their MAP bonus to be paid in 2006.Long Term Incentive Plan 2005 Award Letter to Participants

 Exhibit No. 10.30 
  
 Long-Term Incentive Plan 2005 Award Letter to Participants 
  
 February xx, 2005 
 «FullName» 
 «Title» 
 «Location» 
  
 Dear
«FirstName»: 
  
 The Management Development and Compensation
Committee of the Board of Directors has granted performance-based 2005 Cash Incentive Awards that may be earned over the two-year period extending from January 1, 2005 to December 31, 2006. The Cash Incentive Award represents the long-term incentive
plan (LTIP) component of Armstrong’s senior management compensation program, and is subject to the terms of the 1999 Long-Term Incentive Plan. 
  
 The target amount of your grant for the 2005 Cash Incentive Award is <<amount>>. You are eligible to earn a cash payment based on Armstrong’s
<<performance measure>> for 2005 and 2006 measured against a Committee-approved target performance of <<goal>>. The target and actual measures exclude the impact of factors specified by the Committee, namely
<<exclusions>>. These cash payments will be in addition to short-term incentive opportunities under the Management Achievement and Sales Incentive Plans (where applicable). 
  
 The Committee approved a payout schedule which establishes the expected and maximum payout achievement at varying levels of financial
results. You should expect a Cash Incentive Award payout based on the “Expected Payout” column. You will note that the threshold financial performance for a partial payout has been set at <<threshold>> of the financial target.
Following the completion of the two-year performance period, your calculated Cash Incentive Award payout will be subject to adjustment (up or down) on the basis of your individual performance. All cash payments earned will be paid in early 2007.

  
 If you terminate employment with the Company (other than due to death or
disability) prior to the date of payment, you will not receive a payout under this Cash Incentive Award. Participants who terminate employment due to death or disability after December 31, 2005 but prior to the payment date will be eligible
for a pro-rated payment based on their length of employment during the two-year performance period to the extent financial results warrant a payment. If death or disability occurs prior to January 1, 2006, no payment will be made. 
  
 In the event of a change in control (CIC) of Armstrong World Industries after it emerges from
Chapter 11 and prior to the completion of the performance period, all participants eligible to receive an award payment (active employees, disabled employees and beneficiaries of deceased employees) will receive a cash payment equal to the full LTIP
award grant amount. This payment will be made at the time of the CIC. 
  

 All payments will be subject to normal tax withholding and will not be considered income for benefits purposes such as for pensions, savings plan contributions and life
insurance coverage. 
  
 The 1999 Long-Term Incentive Plan provisions under Section
8.9, Termination of Employment – Certain Forfeitures, limit your rights with respect to this Cash Incentive Award. The Committee may revoke your rights to receive or retain payments where you have been discharged for misconduct or you have
engaged in any business or employment determined to be competitive with or injurious to the Company’s interests. You may be required to return any cash payment you received in the 12 months prior to your termination of employment if within 24
months after your termination date, you engage in activities that are injurious to Armstrong. A copy of this Plan document is available upon request. 
  
 The value of this Cash Incentive Award will depend on our collective ability to meet and exceed the performance target. You may discuss any questions you have with your
manager, the Compensation Department or me.Nonqualified Compensation Plan

 Exhibit No. 10.31 
  
 Armstrong World Industries, Inc.’s Nonqualified Deferred Compensation Plan 
  
 Effective January 1, 2005, Armstrong closed its defined benefit pension plan, the Retirement
Income Plan, to newly hired salaried employees. These new hires will participate in a 401(k) plan with an enhanced company match. Existing salaried employees will be given a choice to continue their participation in the pension plan or elect to
participate in the 401(k) plan with the enhanced company match starting July 1, 2005. In order to provide a competitive retirement benefit to those salaried employees who do not participate in the pension plan and who are subject to the annual limit
on before-tax contributions to the 401(k) plan, Armstrong’s Management Development and Compensation Committee has authorized the establishment of an unfunded, nonqualified deferred compensation plan. This plan will allow higher paid
participants in the 401(k) plan with the enhanced company match to defer receipt of up to 8% of their eligible compensation above a specified pay level ($175,000 for 2005) and receive credit for the corresponding company matching contribution. With
respect to these participants, the plan will also provide credit for the company match related to Armstrong contributions to the Bonus Replacement Retirement Plan to the extent the participant made a bonus deferral election. 
  
 The plan will provide for retirement supplement credits for designated employees as
authorized by the Retirement Committee of Armstrong World Industries. This provision may be used for mid-career executive hires in order to provide a competitive retirement benefit. 
  
 The plan document will be adopted at a later date.Nonemployee Director Compensation

 Exhibit No. 10.32 
  
 ARMSTRONG NONEMPLOYEE DIRECTOR COMPENSATION 
  
 Effective April 1, 2004 
  
 Annual Retainer Fees:1 
  

	 	•	 	Board retainer of $90,0002

  

	 	•	 	Committee chair retainer as follows: 

  

	 	•	 	$20,000 for the Audit Committee 

  

	 	•	 	$10,000 for the Management Development and Compensation Committee 

  

	 	•	 	$10,000 for the Nominating and Governance Committee 

  
 Meeting/Daily Fees (paid in cash) 
  

	 	•	 	Special assignment fee $2,500 per diem (or $1,250 for less than 4 hours). (Applies to special meetings, plant visits, and other non-scheduled significant activities)

  
 Other items: 

 

	 	•	 	Annual Physical Exam up to $2,000 reimbursement 

  

	 	•	 	Directors & Officers Liability Insurance 

  

	 	•	 	Travel Accident Insurance 

  

	 	•	 	Participation in Armstrong Foundation’s Higher Education Gift-Matching Program (Provided by the Foundation, a separate legal entity, subject to its discretion.)

  

	 	•	 	Participation in Armstrong’s Employee Purchase Programs 

  

	 	•	 	Participation in “compassionate use” provision of the Company’s Aircraft Operation policy (B-200) 

	1	Annual service term runs from late April (after the annual shareholder meeting) for one year. Retainers for positions starting after the first meeting of the board
after the customary date for the annual shareholder meeting are pro-rated by the number of days remaining in the then-current payment period. 

	2	Cash paid quarterly in arrears, and all payments pro-rated as appropriate.

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