Document:

MDU RESOURCES GROUP, INC.

             EXECUTIVE INCENTIVE COMPENSATION PLAN
   ____________________________________________________________

I.   PURPOSE
     The purpose of the Executive Incentive Compensation Plan
(the "Plan") is to provide an incentive for key executives of MDU
Resources Group, Inc. (the "Company") to focus their efforts on
the achievement of challenging and demanding corporate
objectives.  The Plan is designed to reward successful corporate
performance as measured against specified performance goals as
well as exceptional individual performance.  When corporate
performance reaches or exceeds the performance targets and
individual performance is exemplary, incentive compensation
awards, in conjunction with salaries, will provide a level of
compensation which recognizes the skills and efforts of the key
executives.

II.  BASIC PLAN CONCEPT
     The Plan provides an opportunity to earn annual incentive
compensation based on the achievement of specified annual
performance objectives.  A target incentive award for each
individual within the Plan is established based on the position
level and actual base salary, provided, however, that the
Compensation Committee of the Board of Directors (the
"Committee") in its sole discretion, may, instead of actual base
salary, use the assigned salary grade market value (midpoint)
("Salary").  The target incentive award represents the amount to
be paid, subject to the achievement of the performance objective
targets established each year.  Larger incentive awards than
target may be authorized when performance exceeds targets; lesser
or no amounts may be paid when performance is below target.

     It is recognized that during a Plan Year major unforeseen
changes in economic and environmental conditions or other
significant factors beyond the control of management may
substantially affect the ability of the Plan Participants to
achieve the specified performance goals.  Therefore, in its
review of corporate performance the Committee, in consultation
with the Chief Executive Officer of the Company, may modify the
performance targets.  However, it is contemplated that such
target modifications will be necessary only in years of unusually
adverse or favorable external conditions.

III. ADMINISTRATION
     The Plan shall be administered by the Committee with the
assistance of the Chief Executive Officer of the Company.  The
Committee shall approve annually, prior to the beginning of each
Plan Year, the list of eligible Participants,  and the target
incentive award level for each position within the Plan.  The
Plan's performance targets for the year shall be approved by the
Committee no later than its regularly scheduled February meeting
during that Plan Year.  The Committee shall have final discretion
to determine actual award payment levels, method of payment, and
whether or not payments shall be made for any Plan Year.

     The Board of Directors of the Company may, at any time and
from time to time, alter, amend, supersede or terminate the Plan
in whole or in part, provided that no termination, amendment or
modification of the Plan shall adversely affect in any material
way an award that has met all requirements for payment without
the written consent of the Participant holding such award, unless
such termination, modification or amendment is required by
applicable law.

IV.  ELIGIBILITY
     Executives who are determined by the Committee to have a key
role in both the establishment and achievement of Company
objectives shall be eligible to participate in the Plan.

     Nothing in the Plan shall interfere with or limit in any way
the right of the Company to terminate any Participant's
employment at any time, for any reason or no reason in the
Company's sole discretion, or confer upon any Participant any
right to continue in the employment of the Company.  No executive
shall have the right to be selected to receive an award under the
Plan, or, having been so selected, to be selected to receive a
future award.

V.   PLAN PERFORMANCE MEASURES
     Performance measures shall be established that consider
shareholder and customer interests.  These measures shall be
evaluated annually based on achievement of specified goals.

     The performance measure reflective of shareholder's
interest will be the percentage attainment of corporate goals,
as determined each year by the Committee.  This measure may be
applied at the corporate level for individuals, such as the
Chief Executive Officer, or at the business unit level for
individuals whose major or sole impact is on business unit
results.

     Individual performance will be assessed based on the
achievement of annually established individual objectives.

     Threshold, target and maximum award levels will be
established annually for each performance measure and business
unit.  The Committee will retain the right to make all
interpretations as to the actual attainment of the desired
results and will determine whether any circumstances beyond the
control of management need to be considered.

VI.  TARGET INCENTIVE AWARDS
     Target incentive awards will be expressed as a percentage of
each Participant's Salary.  These percentages shall vary by
position and reflect larger reward opportunity for positions
having greater effect on the establishment and accomplishment of
the Company's or business unit's objectives.  An exhibit showing
the target awards as a percentage of Salary for eligible
positions will be attached to this Plan at the beginning of each
Plan Year.

VII. INCENTIVE FUND DETERMINATION
     The target incentive fund is the sum of the individual
target incentive awards for all eligible Participants.  Once the
incentive targets have been determined by the Committee, a target
incentive fund shall be established and accrued ratably by the
Company.  The incentive fund and accruals may be adjusted during
the year.

     At the close of each Plan Year, the Chief Executive
Officer of the Company will prepare an analysis showing the
Company's or business unit's performance in relation to each of
the performance measures employed.  This will be provided to the
Committee for review and comparison to threshold, target and
maximum performance levels.  In addition, any recommendations of
the Chief Executive Officer will be presented at this time.  The
Committee will then determine the amount of the target incentive
fund earned.

VIII.INDIVIDUAL AWARD DETERMINATION
     Each individual Participant's award will be based first upon
the level of performance achieved by the Company or business unit
and secondly based upon the individual's performance.  The
performance measures applicable for assessing individual
performance will be established at the beginning of each Plan
Year.  The assessment by the Committee, after consultation with
the Chief Executive Officer, of achievement relative to the
established performance measures, as determined by a percentage
from 0 percent to 200 percent, will be applied to the
Participant's target incentive award which has been first
adjusted for Company or business unit performance.

IX.  PAYMENT OF AWARDS
     Except as provided below or as otherwise determined by the
Committee, in order to receive an award under the Plan, the
Participant must remain in the employment of the Company or
business unit for the entire Plan Year.  If a Participant
terminates employment with the Company pursuant to Section 5.01
of the Company's Bylaws which provides for mandatory retirement
for certain officers on their 65th birthday (or terminates
employment with a subsidiary of the Company pursuant to a similar
subsidiary Bylaw provision) and if the Participant's 65th
birthday occurs during the Plan Year, determination of whether
the performance measures have been met will be made at the end of
the Plan Year, and to the extent met, payment of the award will
be made to the Participant, prorated.  Proration of awards shall
be based upon the number of full months elapsed from and
including January to and including the month in which the
Participant's 65th birthday occurs.

     An individual Participant who transfers between the Company
and business units may receive a prorated award at the discretion
of the Committee.  Payments made under this Plan will not be
considered part of compensation for pension purposes.  Payments
when made will be in cash.  Incentive awards may be deferred if
the appropriate elections have been executed prior to the end of
the Plan Year.  Deferred amounts will accrue interest at a rate
determined annually by the Committee.

     In the event of a "Change in Control" (as defined by the
Committee in its Rules and Regulations) then any award deferred
by each Participant shall become immediately payable to the
Participant in cash, together with accrued interest thereon to
the date of payment.  In the event the Participant files suit to
collect the Participant's deferred award then all of the court
costs, other expenses of litigation, and attorneys' fees shall be
paid by the Company in the event the Participant prevails upon
any of the Participant's claims for payment of a deferred award.

                      RULES AND REGULATIONS

     The Compensation Committee of the Board of Directors of MDU
Resources Group, Inc. (the "Company") adopted Rules and
Regulations for the administration of the Executive Incentive
Compensation Plan (the "Plan") on February 9, 1983, following
adoption of the Plan by the Board of Directors of the Company on
November 4, l982.

I.   DEFINITIONS

     The following definitions shall be used for purposes of
these Rules and Regulations and for the purposes of administering
the Plan:

     1.   The "Committee" shall be the
          Compensation Committee of the Board of
          Directors of the Company.

     2.   The "Company" shall refer to MDU
          Resources Group, Inc. alone and shall not
          refer to its utility division or to any of
          its subsidiary corporations.

     3.   "Participants" for any Plan Year shall
          be those executives who have been approved by
          the Committee as eligible for participation
          in the Plan for such Plan Year.

     4.   "Payment Date" shall be the date set by
          the Committee for payment of awards, other
          than those awards deferred pursuant to
          Section IX of the Plan and Section VII of
          these Rules and Regulations.

     5.   The "Plan" shall refer to the Executive
          Incentive Compensation Plan.

     6.   The "Plan Year" shall be the calendar year.

     7.   "Change in Control" shall mean the
          earlier of the following to occur:  (a) the
          public announcement by the Company or by any
          person (which shall not include the Company,
          any subsidiary of the Company or any employee
          benefit plan of the Company or of any
          subsidiary of the Company) ("Person") that
          such Person, who or which, together with all
          Affiliates and Associates (within the
          meanings ascribed to such terms in Rule 12b-2
          of the General Rules and Regulations under
          the Securities Exchange Act of 1934, as
          amended (17 C.F.R. 240.12b-2)) of such
          Person, shall be the beneficial owner of
          twenty percent (20%) or more of the voting
          stock then outstanding; (b) the commencement
          of, or after the first public announcement of
          any Person to commence, a tender or exchange
          offer the consummation of which would result
          in any Person becoming the beneficial owner
          of voting stock aggregating thirty percent
          (30%) or more of the then outstanding voting
          stock; (c) the announcement of any
          transaction relating to the Company required
          to be described pursuant to the requirements
          of Item 6(e) of Schedule 14A of Regulation
          14A of the Securities and Exchange Commission
          under the Securities Exchange Act of 1934 (17
          C.F.R. 240.14a-101, item 6(e)); (d) a
          proposed change in the constituency of the
          Board of Directors of the Company such that,
          during any period of two (2) consecutive
          years, individuals who at the beginning of
          such period constitute the Board of Directors
          of the Company cease for any reason to
          constitute at least a majority thereof,
          unless the election or nomination for
          election by the shareholders of the Company
          of each new Director was approved by a vote
          of at least two-thirds (2/3) of the directors
          then still in office who were members of the
          Board of Directors of the Company at the
          beginning of the period; or (e) any other
          event which shall be deemed by a majority of
          the Compensation Committee of the Board of
          Directors of the Company to constitute a
          "Change in Control."

     8.   The "Prime Rate" shall be the base rate
          on corporate loans posted by at least 75
          percent of the nation's 30 largest banks as
          reported daily in The Wall Street Journal.

     9.   "Retirement" means the later of the day
          the Participant attains age 55 or the day the
          Participant ceases to be an employee of the
          Company, its utility division or any of its
          subsidiary corporations.

II.  ADMINISTRATION

     1.   The Committee shall have the full power
          to construe and interpret the Plan and to
          establish and to amend these Rules and
          Regulations for its administration.

     2.   No member of the Committee shall
          participate in a decision as to their own
          eligibility for, or award of, an incentive
          award payment.

     3.   Prior to the beginning of each Plan
          Year, the Committee shall approve a list of
          eligible executives and notify those so
          approved that they are eligible to
          participate in the Plan for such Plan Year.

     4.   Prior to the beginning of each Plan
          Year, the Committee shall approve an Annual
          Operating Plan.  The Annual Operating Plan
          shall include the Plan's performance measures
          and target incentive award levels for each
          salary grade covered by the Plan for the
          following Plan Year.  The Plan's performance
          targets for the year shall be approved by the
          Committee no later than its regularly
          scheduled February meeting during the Plan
          Year.  The Annual Operating Plan, insofar as
          it is relevant to each individual
          Participant, shall be made available by the
          Committee to each Participant in the Plan at
          the beginning of each Plan Year.

     5.   The Committee shall have final
          discretion to determine actual award payment
          levels, method of payment, and whether or not
          payments shall be made for any Plan Year.
          However, unless the Plan's performance
          objectives are met for the Plan Year, no
          award shall be made for that Plan Year.
          Performance targets modified pursuant to
          Section II of the Plan will be deemed
          performance targets for purposes of
          determining whether or not these targets have
          been met.

III. PLAN PERFORMANCE MEASURES

     1.   The Committee shall establish the
          percentage attainment of corporate
          performance measure and the percentage
          attainment of individual goals measure.  The
          Committee may establish more or fewer
          performance measures as it deems necessary.

     2.   The corporate performance measure may
          be set by reference to earnings, return on
          invested capital or any other measure or
          combination of measures deemed appropriate
          by the Committee.  It may be established for
          the Company or for the individual business
          unit.

     3.   Individual performance will be assessed
          based on the achievement of annually
          established individual objectives.

     4.   Plan performance measures may be
          applied at the corporate level for
          individuals such as the Chief Executive
          Officer whose major or sole impact is
          Company-wide, or at the business unit level
          for individuals whose major or sole impact
          is on the business unit results.  The Annual
          Operating Plan shall contain a list of
          individuals to whom the Plan performance
          measures will be applied at the corporate
          level and a list of those individuals for
          whom the Plan performance measures will be
          applied at the business unit level.  The
          relevant business unit for each individual
          will be identified.

     5.   The Committee shall set threshold,
          target and maximum award levels for the
          performance measures, for each business
          unit, and for the Company.  Those levels
          shall be included in the Annual Operating
          Plan.

     6.   The Committee will retain the authority
          to determine whether or not the actual
          attainment of these measures has been made.

IV.  TARGET INCENTIVE AWARDS

     1.   Target incentive awards will be a
          percentage of each Participant's Salary, as
          defined in the Plan.

     2.   Target incentive awards shall be set by
          the Committee annually and will be included
          in the Annual Operating Plan.

V.   INCENTIVE FUND DETERMINATION

     1.   The target incentive fund is the sum of
          the individual target incentive awards for
          all eligible Participants.

     2.   Once individual incentive targets have
          been determined, a target incentive fund
          shall be established and accrued ratably by
          the Company.  The incentive fund and accruals
          may be adjusted during the year.

     3.   As soon as practicable following the
          close of each Plan Year, the Chief Executive
          Officer will provide the Committee with an
          analysis showing the Company's and each
          relevant business unit's performance in
          relation to the performance measures.  The
          Committee will review the analysis and
          determine, in its sole discretion, the amount
          of the actual incentive fund.

     4.   In determining the actual incentive
          fund, the Committee may consider any
          recommendations of the Chief Executive
          Officer.

VI.  INDIVIDUAL AWARD DETERMINATION

     1.   The Committee shall have the sole discretion
          to determine each individual Participant's award.
          The Committee's decision will be based first
          upon the level of performance achieved by the
          Company or business unit and second upon the
          individual's performance.

     2.   The Committee, after consultation with
          the Chief Executive Officer, shall set the
          award as a percentage from 0 percent to 200
          percent of the Participant's target incentive
          award, adjusted for Company or business unit
          performance.

VII. PAYMENT OF AWARDS

     1.   On the date the Committee determines the
          awards to be made to individual Participants,
          it shall also establish the Payment Date.

     2.   Except as provided below or as the
          Committee otherwise determines, in order to
          receive an award under the Plan, a
          Participant must remain in the employment of
          the Company for the entire Plan Year.

     3.   If a Participant terminates employment
          with the Company pursuant to Section 5.01 of
          the Company's Bylaws which provides for
          mandatory retirement for certain officers on
          their 65th birthday (or terminates employment
          with a subsidiary of the Company pursuant to
          a similar subsidiary Bylaw provision) and if
          the Participant's 65th birthday occurs during
          the Plan Year, determination of whether the
          performance measures have been met will be
          made at the end of the Plan Year, and to the
          extent met, payment of the award will be made
          to the Participant, prorated.  Proration of
          awards shall be based upon the number of full
          months elapsed from and including January to
          and including the month in which the
          Participant's 65th birthday occurs.

     4.   Payment of the awards shall be made in
          cash.  Payments shall be made on the Payment
          Date unless the Participant has deferred, in
          whole or in part, the receipt of the award by
          making an election on the deferral form
          attached hereto, prior to the end of the Plan
          Year immediately preceding the Payment Date.

     5.   In the event a Participant has elected
          to defer receipt of all or a portion of the
          award, the Company shall set up an account in
          the Participant's name. The amount of the
          Participant's award to the extent deferred
          will be credited to the Participant's account
          on the Payment Date.

     6.   The balance credited to an account of a
          Participant who has elected to defer receipt
          of an award will be an unsecured, unfunded
          obligation of the Company.

     7.   Interest shall accrue on the balance
          credited to a Participant's account.  The
          rate of interest shall be the Prime Rate plus
          1 percentage point as reported on the last
          Friday in January of each year.  Interest on
          the balance in an account shall accrue at the
          rate so determined from the Payment Date
          immediately following the determination to
          the Payment Date of the following year.

     8.   Interest shall be credited to the
          account on the day preceding Payment Date and
          shall be calculated on the balance in the
          Participant's account as of that date.

     9.   A Participant may elect to defer any
          percentage, not to exceed l00, of an annual
          award.

     10.  A Participant electing to defer any part
          of an award must elect one of the following
          dates for payment:

          (1)  Payment Date next following termination of
               employment with the Company or an affiliated
               company; or

          (2)  Payment Date of the fifth year following the
               year in which the award may be made.

     11.  A Participant may elect to receive the
          deferred amounts accumulated in the
          Participant's account in monthly
          installments, not to exceed 120.  In the
          event the Participant elects to receive the
          amounts in the Participant's account in more
          than one installment, interest shall continue
          to accrue on the balance remaining in their
          account at the applicable rate or rates
          determined annually by the Committee.

     12.  In the event of the death of a
          Participant in whose name a deferred account
          has been set up, the Company shall, within
          six months thereafter, pay to the
          Participant's estate or the designated
          beneficiary the entire amount in the deferred
          account.

     13.  In the event of a "Change in Control"
          then any award deferred by each Participant
          shall become immediately payable to the
          Participant.  In the event the Participant
          files suit to collect a deferred award then
          all of the Participant's court costs, other
          expenses of litigation, and attorneys' fees
          shall be paid by the Company in the event the
          Participant prevails upon any of the
          Participant's claims for payment.MONTANA-DAKOTA UTILITIES CO.

              EXECUTIVE INCENTIVE COMPENSATION PLAN
   ____________________________________________________________

I.   PURPOSE
     The purpose of the Executive Incentive Compensation Plan
(the "Plan") is to provide an incentive for key executives of
Montana-Dakota Utilities Co. to focus their efforts on the
achievement of challenging and demanding corporate objectives.
The Plan is designed to reward successful corporate performance
as measured against specified performance goals as well as
exceptional individual performance.  When utility performance
reaches or exceeds the performance targets and individual
performance is exemplary, incentive compensation awards, in
conjunction with salaries, will provide a level of compensation
which recognizes the skills and efforts of the key executives.
In this Plan, MDU Resources Group, Inc. is defined as the
"Company" while Montana-Dakota Utilities Co. is defined as the
"Utility Company."

II.  BASIC PLAN CONCEPT
     The Plan provides an opportunity to earn annual incentive
compensation based on the achievement of specified annual
performance objectives.  A target incentive award for each
individual within the Plan is established based on the position
level and actual base salary, provided, however, that the
Compensation Committee of the Board of Directors of the Company
(the "Committee") in its sole discretion, may, instead of actual
base salary, use the assigned salary grade market value
(midpoint) ("Salary").  The target incentive award represents the
amount to be paid, subject to the achievement of the performance
objective targets established each year.  Larger incentive awards
than target may be authorized when performance exceeds targets;
lesser or no amounts may be paid when performance is below
target.

     It is recognized that during a Plan Year major unforeseen
changes in economic and environmental conditions or other
significant factors beyond the control of management may
substantially affect the ability of the Plan Participants to
achieve the specified performance goals.  Therefore, in its
review of corporate performance the Committee, in consultation
with the Chief Executive Officer of the Company, may modify the
performance targets.  However, it is contemplated that such
target modifications will be necessary only in years of unusually
adverse or favorable external conditions.

III. ADMINISTRATION
     The Plan shall be administered by the Committee with the
assistance of the Chief Executive Officer of the Company.  The
Committee shall approve annually, prior to the beginning of each
Plan Year, the list of eligible Participants,  and the target
incentive award level for each position within the Plan.  The
Plan's performance targets for the year shall be approved by the
Committee no later than its regularly scheduled February meeting
during that Plan Year.  The Committee shall have final discretion
to determine actual award payment levels, method of payment, and
whether or not payments shall be made for any Plan Year.

     The Board of Directors of the Company may, at any time and
from time to time, alter, amend, supersede or terminate the Plan
in whole or in part, provided that no termination, amendment or
modification of the Plan shall adversely affect in any material
way an award that has met all requirements for payment without
the written consent of the Participant holding such award, unless
such termination, modification or amendment is required by
applicable law.

IV.  ELIGIBILITY
     Executives who are determined by the Committee to have a
key role in both the establishment and achievement of Utility
Company objectives shall be eligible to participate in the Plan.

     Nothing in the Plan shall interfere with or limit in any way
the right of the Utility Company to terminate any Participant's
employment at any time, for any reason or no reason in the
Utility Company's sole discretion, or confer upon any Participant
any right to continue in the employment of the Utility Company.
No executive shall have the right to be selected to receive an
award under the Plan, or, having been so selected, to be selected
to receive a future award.

V.   PLAN PERFORMANCE MEASURES
     Performance measures shall be established that consider
shareholder and customer interests.  These measures shall be
evaluated annually based on achievement of specified goals.

     The performance measure reflective of shareholders' interest
will be the percentage attainment of corporate goals, as
determined each year by the Committee.  This measure may be
applied at the corporate level for individuals whose major or
sole impact is Utility Company-wide, or at the business unit
level for individuals whose major or sole impact is on business
unit results.

     Individual performance will be assessed based on the
achievement of annually established individual objectives.

     Threshold, target and maximum award levels will be
established annually for each performance measure and business
unit.  The Committee will retain the right to make all
interpretations as to the actual attainment of the desired
results and will determine whether any circumstances beyond the
control of management need to be considered.

VI.  TARGET INCENTIVE AWARDS
     Target incentive awards will be expressed as a percentage of
each Participant's Salary.  These percentages shall vary by
position and reflect larger reward opportunity for positions
having greater effect on the establishment and accomplishment of
the Utility Company's or business unit's objectives.  An exhibit
showing the target awards as a percentage of Salary for eligible
positions will be attached to this Plan at the beginning of each
Plan Year.

VII. INCENTIVE FUND DETERMINATION
     The target incentive fund is the sum of the individual
target incentive awards for all eligible Participants.  Once the
incentive targets have been determined by the Committee, a target
incentive fund shall be established and accrued ratably by the
Utility Company.  The incentive fund and accruals may be adjusted
during the year.

     At the close of each Plan Year, the Chief Executive Officer
of the Company will prepare an analysis showing the Utility
Company's and business unit's performance in relation to each of
the performance measures employed.  This will be provided to the
Committee for review and comparison to threshold, target and
maximum performance levels.  In addition, any recommendations of
the Chief Executive Officer will be presented at this time.  The
Committee will then determine the amount of the target incentive
fund earned.

VIII.INDIVIDUAL AWARD DETERMINATION
     Each individual Participant's award will be based first
upon the level of performance achieved by the Utility Company or
business unit and secondly based upon the individual's
performance.  The performance measures applicable for assessing
individual performance will be established at the beginning of
each Plan Year.  The assessment by the Committee, after
consultation with the Chief Executive Officer, of achievement
relative to the established performance measures, as determined
by a percentage from 0 percent to 200 percent, will be applied to
the Participant's target incentive award which has been first
adjusted for Utility Company or business unit performance.

IX.  PAYMENT OF AWARDS
     Except as provided below or as otherwise determined by the
Committee, in order to receive an award under the Plan, the
Participant must remain in the employment of the Utility Company
or business unit for the entire Plan Year.  If a Participant
terminates employment with the Utility Company pursuant to a
mandatory retirement provision in the Utility Company's Bylaws
that provides for mandatory retirement of certain officers on
their 65th birthday (or terminates employment with a subsidiary
of the Company pursuant to a similar subsidiary Bylaw provision),
and if the Participant's 65th birthday occurs during the Plan
Year, determination of whether the performance measures have been
met will be made at the end of the Plan Year, and to the extent
met, payment of the award will be made to the Participant,
prorated.  Proration of awards shall be based upon the number of
full months elapsed from and including January to and including
the month in which the Participant's 65th birthday occurs.  An
individual Participant who transfers between the Utility Company
and the Company or any business unit of the Company may receive a
prorated award at the discretion of the Committee.  Payments made
under this Plan will not be considered part of compensation for
pension purposes.  Payments when made will be in cash.  Incentive
awards may be deferred if the appropriate elections have been
executed prior to the end of the Plan Year.  Deferred amounts
will accrue interest at a rate determined annually by the
Committee.

     In the event of a "Change in Control" (as defined by the
Committee in its Rules and Regulations) then any award deferred
by each Participant shall become immediately payable to the
Participant in cash, together with accrued interest thereon to
the date of payment.  In the event the Participant files suit to
collect the Participant's deferred award then all of the court
costs, other expenses of litigation, and attorneys' fees shall be
paid by the Utility Company in the event the Participant prevails
upon any of the Participant's claims for payment of a deferred
award.

                      RULES AND REGULATIONS

The Compensation Committee of the Board of Directors of MDU
Resources Group, Inc. (the "Company") adopted Rules and
Regulations for the administration of the Executive Incentive
Compensation Plan (the "Plan") on February 9, 1983, following
adoption of the Plan by the Board of Directors of the Company on
November 4, l982.

I.   DEFINITIONS
The following definitions shall be used for purposes of these
Rules and Regulations and for the purposes of administering the
Plan:

     1.   The "Committee" shall be the
          Compensation Committee of the Board of
          Directors of the Company.

     2.   The "Company" shall refer to MDU
          Resources Group, Inc. alone and shall not
          refer to its utility division or to any of
          its subsidiary corporations.

     3.   The "Utility Company" shall refer to
          Montana-Dakota Utilities Co., a Division of
          MDU Resources Group, Inc.

     4.   "Participants" for any Plan Year shall
          be those executives who have been approved by
          the Committee as eligible for participation
          in the Plan for such Plan Year.

     5.   "Payment Date" shall be the date set by
          the Committee for payment of awards, other
          than those awards deferred pursuant to
          Section IX of the Plan and Section VII of
          these Rules and Regulations.

     6.   The "Plan" shall refer to the Executive
          Incentive Compensation Plan.

     7.   The "Plan Year" shall be the calendar year.

     8.   "Change in Control" shall mean the
          earlier of the following to occur:  (a) the
          public announcement by the Company or by any
          person (which shall not include the Company,
          any subsidiary of the Company or any employee
          benefit plan of the Company or of any
          subsidiary of the Company) ("Person") that
          such Person, who or which, together with all
          Affiliates and Associates (within the
          meanings ascribed to such terms in Rule 12b-2
          of the General Rules and Regulations under
          the Securities Exchange Act of 1934, as
          amended (17 C.F.R. 240.12b-2)) of such
          Person, shall be the beneficial owner of
          twenty percent (20%) or more of the voting
          stock of the Company then outstanding; (b)
          the commencement of, or after the first
          public announcement of any Person to
          commence, a tender or exchange offer the
          consummation of which would result in any
          Person becoming the beneficial owner of
          voting stock aggregating thirty percent (30%)
          or more of the then outstanding voting stock
          of the Company; (c) the announcement of any
          transaction relating to the Company required
          to be described pursuant to the requirements
          of Item 6(e) of Schedule 14A of Regulation
          14A of the Securities and Exchange Commission
          under the Securities Exchange Act of 1934 (17
          C.F.R. 240.14a-101, item 6(e)); (d) a
          proposed change in the constituency of the
          Board of Directors of the Company such that,
          during any period of two (2) consecutive
          years, individuals who at the beginning of
          such period constitute the Board of Directors
          of the Company cease for any reason to
          constitute at least a majority thereof,
          unless the election or nomination for
          election by the shareholders of the Company
          of each new Director was approved by a vote
          of at least two-thirds (2/3) of the directors
          then still in office who were members of the
          Board of Directors of the Company at the
          beginning of the period; (e) the sale or
          other disposition of all or substantially all
          of the assets of the Utility Company, other
          than to a subsidiary of the Company; or (f)
          any other event which shall be deemed by a
          majority of the Compensation Committee of the
          Board of Directors of the Company to
          constitute a "Change in Control."

     9.   The "Prime Rate" shall be the base rate
          on corporate loans posted by at least 75
          percent of the nation's 30 largest banks as
          reported daily in The Wall Street Journal.

     10.  "Retirement" means the later of the day
          the Participant attains age 55 or the day the
          Participant ceases to be an employee of the
          Company, its utility division or any of its
          subsidiary corporations.

II.  ADMINISTRATION

     1.   The Committee shall have the full power
          to construe and interpret the Plan and to
          establish and to amend these Rules and
          Regulations for its administration.

     2.   No member of the Committee shall
          participate in a decision as to their own
          eligibility for, or award of, an incentive
          award payment.

     3.   Prior to the beginning of each Plan
          Year, the Committee shall approve a list of
          eligible executives and notify those so
          approved that they are eligible to
          participate in the Plan for such Plan Year.

     4.   Prior to the beginning of each Plan
          Year, the Committee shall approve an Annual
          Operating Plan.  The Annual Operating Plan
          shall include the Plan's performance measures
          and  target incentive award levels for each
          salary grade covered by the Plan for the
          following Plan Year.  The Plan's performance
          targets for the year shall be approved by the
          Committee no later than its regularly
          scheduled February meeting during the Plan
          Year.  The Annual Operating Plan, insofar as
          it is relevant to each individual
          Participant, shall be made available by the
          Committee to each Participant in the Plan at
          the beginning of each Plan Year.

     5.   The Committee shall have final
          discretion to determine actual award payment
          levels, method of payment, and whether or not
          payments shall be made for any Plan Year.
          However, unless the Plan's performance
          objectives are met for the Plan Year, no
          award shall be made for that Plan Year.
          Performance targets modified pursuant to
          Section II of the Plan will be deemed
          performance targets for purposes of
          determining whether or not these targets have
          been met.

III. PLAN PERFORMANCE MEASURES

     1.   The Committee shall establish the
          percentage attainment of corporate
          performance measure and the percentage
          attainment of individual goals measure.  The
          Committee may establish more or fewer
          performance measures as it deems necessary.

     2.   The corporate performance measure
          may be set by reference to earnings, return
          on invested capital or any other measure or
          combination of measures deemed appropriate
          by the Committee.  It may be established for
          the Utility Company or for the individual
          business unit.

     3.   Individual performance will be
          assessed based on the achievement of
          annually established individual objectives.

     4.   Plan performance measures may be
          applied at the corporate level for
          individuals whose major or sole impact is
          Utility Company-wide, or at the business
          unit level for individuals whose major or
          sole impact is on the business unit results.
          The Annual Operating Plan shall contain a
          list of individuals to whom the Plan
          performance measures will be applied at the
          corporate level and a list of those
          individuals for whom the Plan performance
          measures will be applied at the business
          unit level.  The relevant business unit for
          each individual will be identified.

     5.   The Committee shall set threshold,
          target and maximum award levels for the
          performance measures, for each business
          unit, and for the Utility Company.  Those
          levels shall be included in the Annual
          Operating Plan.

     6.   The Committee will retain the
          authority to determine whether or not the
          actual attainment of these measures has been
          made.

IV.  TARGET INCENTIVE AWARDS

     1.   Target incentive awards will be a
          percentage of each Participant's Salary, as
          defined in the Plan.

     2.   Target incentive awards shall be set
          by the Committee annually and will be
          included in the Annual Operating Plan.

V.   INCENTIVE FUND DETERMINATION

     1.   The target incentive fund is the sum of
          the individual target incentive awards for
          all eligible Participants.

     2.   Once individual incentive targets have
          been determined, a target incentive fund
          shall be established and accrued ratably by
          the Utility Company.  The incentive fund and
          accruals may be adjusted during the year.

     3.   As soon as practicable following the
          close of each Plan Year, the Chief Executive
          Officer will provide the Committee with an
          analysis showing the Utility Company's and
          each relevant business unit's performance in
          relation to the performance measures.  The
          Committee will review the analysis and
          determine, in its sole discretion, the amount
          of the actual incentive fund.

     4.   In determining the actual incentive
          fund, the Committee may consider any
          recommendations of the Chief Executive
          Officer.

VI.  INDIVIDUAL AWARD DETERMINATION

     1.   The Committee shall have the sole
          discretion to determine each individual
          Participant's award. The Committee's decision
          will be based first upon the level of
          performance achieved by the Utility Company
          or business unit and second upon the
          individual's performance.

     2.   The Committee, after consultation with
          the Chief Executive Officer, shall set the
          award as a percentage from 0 percent to 200
          percent of the Participant's target incentive
          award, adjusted for Utility Company or
          business unit performance.

VII. PAYMENT OF AWARDS

     1.   On the date the Committee determines the
          awards to be made to individual Participants,
          it shall also establish the Payment Date.

     2.   Except as provided below or as the
          Committee otherwise determines, in order to
          receive an award under the Plan, a
          Participant must remain employed by the
          Utility Company or one of its business units
          for the entire Plan Year.

     3.   If a Participant terminates employment with
          the Utility Company pursuant to a mandatory
          retirement provision in the Utility Company's
          Bylaws that provides for mandatory retirement
          of certain officers on their 65th birthday
          (or terminates employment with a subsidiary
          of the Company pursuant to a similar
          subsidiary Bylaw provision), and if the
          Participant's 65th birthday occurs during the
          Plan Year, determination of whether the
          performance measures have been met will be
          made at the end of the Plan Year, and to the
          extent met, payment of the award will be made
          to the Participant, prorated.  Proration of
          awards shall be based upon the number of full
          months elapsed from and including January to
          and including the month in which the
          Participant's 65th birthday occurs.

     4.   Payment of the awards shall be made in
          cash.  Payments shall be made on the Payment
          Date unless the Participant has deferred, in
          whole or in part, the receipt of the award by
          making an election on the deferral form
          attached hereto, prior to the end of the Plan
          Year immediately preceding the Payment Date.

     5.   In the event a Participant has elected
          to defer receipt of all or a portion of the
          award, the Utility Company shall set up an
          account in the Participant's name.  The
          amount of the Participant's award to the
          extent deferred will be credited to the
          Participant's account on the Payment Date.

     6.   The balance credited to an account of a
          Participant who has elected to defer receipt
          of an award will be an unsecured, unfunded
          obligation of the Utility Company.

     7.   Interest shall accrue on the balance
          credited to a Participant's account.  The
          rate of interest shall be the Prime Rate plus
          1 percentage point as reported on the last
          Friday in January of each year.  Interest on
          the balance in an account shall accrue at the
          rate so determined from the Payment Date
          immediately following the determination to
          the Payment Date of the following year.

     8.   Interest shall be credited to the
          account on the day preceding the Payment Date
          and shall be calculated on the balance in the
          Participant's account as of that date.

     9.   A Participant may elect to defer any
          percentage, not to exceed l00, of an annual
          award.

     10.  A Participant electing to defer any part
          of an award must elect one of the following
          dates for payment:

          (1)  Payment Date next following termination
               of employment with the Utility Company or an
               affiliated company; or

          (2)  Payment Date of the fifth year following the
               year in which the award may be made.

     11.  A Participant may elect to receive the deferred amounts
          accumulated in the Participant's account in monthly
          installments, not to exceed 120.  In the
          event the Participant elects to receive the
          amounts in the Participant's account in more
          than one installment, interest shall continue
          to accrue on the balance remaining in their
          account at the applicable rate or rates
          determined annually by the Committee.

     12.  In the event of the death of a Participant in whose
          name a deferred account has been set up, the Utility
          Company shall, within six months thereafter, pay to the
          Participant's estate or the designated
          beneficiary the entire amount in the deferred
          account.

     13.  In the event of a "Change in Control" then any award
          deferred by each Participant shall become immediately payable
          to the Participant.  In the event the Participant
          files suit to collect a deferred award then
          all of the Participant's court costs, other
          expenses of litigation, and attorneys' fees
          shall be paid by the Utility Company in the
          event the Participant prevails upon any of
          the Participant's claims for payment.

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