Document:

EX-10.5

Exhibit 10.5

FEDERAL HOME LOAN BANK OF CINCINNATI

 

Executive Incentive Compensation Plan

Plan Document

Revised

February, 2009

 

 

FEDERAL HOME LOAN BANK OF CINCINNATI

 

Executive Incentive Compensation Plan

Table Of Contents

	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	Page	 
	1.0
	 	Plan Objectives	 	 	1	 
	2.0
	 	Definitions	 	 	1	 
	3.0
	 	Eligibility	 	 	2	 
	4.0
	 	Incentive Award Opportunity	 	 	3	 
	5.0
	 	Performance Mix	 	 	3	 
	6.0
	 	Performance Measures	 	 	3	 
	7.0
	 	Award Determination	 	 	4	 
	8.0
	 	Award Conditions	 	 	5	 
	9.0
	 	Participant Performance Reviews	 	 	6	 
	10.0
	 	Plan Communication	 	 	6	 
	11.0
	 	Administrative Control	 	 	6	 
	12.0
	 	Miscellaneous Conditions	 	 	7	 
	 
	 	 	 	 	 	 	 	 
	Appendices	 	 	9	 
	 
	 	 	 	 	 	 	 	 
	 
	 	Appendix A:  Plan Participants	 	 	10	 
	 
	 	Appendix B:  Award Opportunity and Performance Mix	 	 	11	 
	 
	 	Appendix C:  Bank Performance Measures	 	 	12	 

 

 

FEDERAL HOME LOAN BANK OF CINCINNATI

 

Executive Incentive Compensation Plan

PLAN DOCUMENT

1.0 Plan Objectives

	 	1.1	 	The purpose of the Federal Home Loan Bank of Cincinnati’s Executive Incentive
Compensation Plan is to achieve four objectives:

	 	1.1.1	 	Promote the achievement of the Bank’s profitability and business goals;
	 
	 	1.1.2	 	Link executive compensation to specific Bankwide and individual
performance measures;
	 
	 	1.1.3	 	Provide a competitive reward structure for senior officers and
other key employees; and
	 
	 	1.1.4	 	Provide a vehicle for closer Board involvement and communication
with management regarding Bank strategic plans.

2.0 Definitions

	 	2.1	 	When used in the Executive Incentive Compensation Plan, the following words and
phrases shall have the following meaning:

	 	2.1.1	 	Bank means the Federal Home Loan Bank of Cincinnati;
	 
	 	2.1.2	 	Plan means this Executive Incentive Compensation Plan;
	 
	 	2.1.3	 	Board means the Bank’s Board of Directors;
	 
	 	2.1.4	 	The Personnel Committee means the Personnel Committee of the Board;
	 
	 	2.1.5	 	Participant means a person who, at the discretion of the Board, is
eligible to take part in the Plan for a designated Plan year, and who has been
named as a Participant for that Plan year by the President, with the concurrence
of the Personnel Committee;
	 
	 	2.1.6	 	Plan year means the calendar year, January 1 through December 31,
over which both Bank and Participant performance is measured;

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	 	2.1.7	 	Disability means the complete and permanent inability by reason of
illness or accident to perform the duties of the occupation at which the
Participant was employed by the Bank when such disability commenced, as
determined by the Personnel Committee with Board approval. All determinations as
to the date and extent of disability shall be made upon the basis of such
evidence, including independent medical reports and data, as the Personnel
Committee deems necessary and desirable. All determinations shall be final and
binding.

3.0 Eligibility

	 	3.1	 	Individual employees eligible for participation will be defined annually by the
President, with the concurrence of the Personnel Committee. (See Appendix A — Plan
Participants for current Plan year.)
	 
	 	3.2	 	Eligibility shall normally be limited to officer positions whose functional
responsibility encompass the establishment of strategic direction and tactical action
plans for the Bank, or operating results at the divisional level. Other employees may
also be eligible to participate as defined by competitive compensation practices within
the Bank’s labor market.
	 
	 	3.3	 	Due to its unique role for the Bank and reporting relationship to the Board,
the Internal Auditor position will not be included as an eligible position under the
Plan, but will be eligible for a similar plan administered by the Audit Committee of
the Board.
	 
	 	3.4	 	There will be five levels of participation:

	 	Level I:  	 	President
	 
	 	Level II:  	 	Executive Vice President
	 
	 	Level III:  	 	Senior Vice Presidents with major profit center responsibilities
	 
	 	Level IV:  	 	Vice Presidents with substantial profit center responsibilities
	 
	 	Level V:  	 	Assistant Vice Presidents and Officers controlling departments having a major impact on costs
or other Bank functions.

	 	3.5	 	Employees of the Bank who are hired, transferred or promoted into an eligible
position by August 31st of the Plan year may be nominated for participation
in the Plan in accord with Section 3.1, and shall receive a prorated incentive award.

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	 	3.6	 	Employees of the Bank who are hired, transferred or promoted into an eligible
position on or after September 1st of the Plan year will only be eligible to
participate for that Plan year if nominated by the President and shall receive a
prorated incentive award.

4.0 Incentive Award Opportunity

	 	4.1	 	Each Plan year, the Bank will provide an award opportunity to Participants.
The award opportunity shall be a percentage of each Participant’s annual base salary at
the end of the Plan year. Certain executive positions have a greater and more direct
impact than others on the annual success of the Bank; therefore, these differences are
recognized by varying award opportunities for each Participant level. (See Appendix B
 — Award Opportunity and Performance Mix for current Plan year award opportunities.)

5.0 Performance Mix

	 	5.1	 	Participants will earn their incentive award by achieving a combination of
Bankwide objectives and individual goals. The Level I, II and III Participants will
earn an incentive award based solely on the achievement of Bankwide objectives.
	 
	 	5.2	 	Incentive awards will be weighted between Bankwide objectives and individual
goals for Participants in Levels IV and V, and will vary by Participant level. The
more control and influence a Participant has on Bankwide goals, the greater the
Participant’s weighting on Bank goals will be. Likewise, the less control and
influence a Participant has on Bankwide goals, the greater the weighting on that
Participant’s individual goals. (See Appendix B — Award Opportunity and Performance
Mix for current Plan year weightings.)

6.0 Performance Measures

	 	6.1	 	Bankwide and individual performance measures will be established with respect
to each Plan year. Three achievement levels will be set for each Bankwide and
individual measure, and include:

	 	Threshold 	 	The minimum achievement level accepted for the performance
measure.
	 
	 	Target 	 	The planned achievement level for the performance measure.

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	 	Maximum 	 	The achievement level for the performance measure which
substantially exceeds the planned level of achievement.

	 	6.2	 	Bankwide measures will be established by the Personnel Committee with Board
approval. (See Appendix C — Bank Performance Measures for current Plan year Bank
measures.)
	 
	 	6.3	 	Participants in Levels IV and V will typically have three to five major goals
established that reflect the priorities of the Participant for the Plan year. Each
goal will be weighted to reflect its relative importance, with a minimum weight of 10%
per goal.
	 
	 	6.4	 	Participants must submit their individual goals in writing to the President who
will approve such goals in order to be eligible to receive an incentive award based on
their individual performance.
	 
	 	6.5	 	All individual performance goals are to remain in effect for the entire Plan
year. However, after the Plan year commences, the Personnel Committee with Board
approval may revise Bank performance measures and/or the President may also revise
individual performance goals for the Plan year.

7.0 Award Determination

	 	7.1	 	The method of determining the incentive award will be according to the
following sequence:

	 	7.1.1	 	Define the dollar value of the target award opportunity for the
Participant.
	 
	 	7.1.2	 	Determine the amount of the target award opportunity that is
attributable to Bank performance and to individual performance.
	 
	 	7.1.3	 	After the Plan year ends, evaluate actual Bank performance against
the Bankwide performance measures stated in Appendix C. Assess Bank performance
as it relates to the threshold, target and maximum awards as necessary.
	 
	 	7.1.4	 	Using the award opportunity table described in Appendix B,
determine the Bank incentive award by relating the level of actual Bank
performance derived in 7.1.3 to the award opportunity for the Participant’s
level. Interpolate between the threshold, target and maximum awards as
necessary.

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	 	7.1.5	 	After the Plan year ends, evaluate actual individual Participant
performance against the individual performance goals. Assess performance as it
relates to the threshold, target and maximum performance measures.
	 
	 	7.1.6	 	Using the award opportunity table described in Appendix B,
determine the individual incentive award by relating the level of actual
individual performance derived in 7.1.5 to the award opportunity for the
Participant’s level. Interpolate between the threshold, target and maximum
awards as necessary.
	 
	 	7.1.7	 	Sum the Bank and individual awards to determine a total award for
each Participant. The President with Personnel Committee approval may recommend
the Board adjust the awards of Participants.

	 	7.2	 	The Level I Participant shall not receive an award under this Plan if during
the most recent examination of the Bank by the Federal Housing Finance Agency (FHFA),
the Bank received a Composite Four (4) Rating (as defined in the FHLBank Rating System)
indicating the Bank has been found to be operating in an unacceptable manner, exhibits
serious deficiencies in corporate governance, risk management or financial condition
and performance, or in substantial noncompliance with laws, FHFA regulations or
supervisory guidance.

8.0 Award Conditions

	 	8.1	 	Three events must occur before an incentive award may be made to a Participant:

	 	8.1.1	 	The Bank must achieve one or more of the threshold measures of
performance as defined in Appendix C;
	 
	 	 	 	However, at the Personnel Committee’s sole discretion, an incentive award may
be recommended for Bank performance below threshold subject to final approval
by the Board of Directors.
	 
	 	8.1.2	 	The President must determine and the Personnel Committee must
concur that Bank performance is consistent with bestowing achievement awards;
and,
	 
	 	8.1.3	 	The Participant’s immediate supervisor and the President must
determine that the individual’s overall performance meets their expectations.

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	 	8.2	 	Should any individual Participant’s performance meet these expectations but the
Bank fail to achieve one or more of its threshold performance measures no incentive
award will be made to any Participant. Likewise, if the Bank achieves all its
threshold performance measures but a Participant’s performance fails to meet such
expectations no incentive award will be made to the Participant.

9.0 Participant Performance Reviews

	 	9.1	 	Participant performance reviews will be scheduled to occur quarterly with a
final assessment after the Plan year ends.
	 
	 	9.2	 	The President’s performance (Level I) will be appraised by the Personnel
Committee. All other Participants will be appraised by the President and the
Participant’s immediate supervisor, when applicable.

10.0 Plan Communication

	 	10.1	 	Communications with Participants regarding the Plan should be made according to
the following schedule:

	 	 	 	 	 
	 

	 	Fourth quarter of the
prior year
	 	Communicate next year’s Bank and department goals, and identify next year’s Plan Participants.
	 
	 	 	 	 
	 

	 	First quarter of the
Plan year
	 	Communicate Bankwide goals for the Plan year. Individual goal setting.
	 
	 	 	 	 
	 

	 	Quarterly
	 	Interim assessments of progress toward achieving Bank and individual goals.
	 
	 	 	 	 
	 

	 	End of Plan year
	 	Final assessment of Bank and individual performance.

11.0 Administrative Control

	 	11.1	 	The Bank’s Director of Human Resources will assist, as requested, the
President in the administration of the Plan. Oversight of the Plan’s operation will
be provided by the Personnel Committee.

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	 	11.2	 	The Personnel Committee, in consultation with the President, and subject to
Board approval, is responsible for interpreting and applying the terms of the Plan.
These interpretations and applications shall be final and binding.

12.0 Miscellaneous Conditions

	 	12.1	 	Except as provided in Section 12.4, Participants must be employed on the
last day of the Plan year to receive an award.
	 
	 	12.2	 	The President may nominate Participants who terminate employment, retire,
die or become disabled during the Plan year to receive a prorated award.
	 
	 	12.3	 	If a Participant ceases employment after the Plan year but before the Board
approves the incentive award for that Plan year, the President may recommend, with
the concurrence of the Personnel Committee, that the Participant receive an award.
	 
	 	12.4	 	Participation in the Plan will not entitle any Participant to an award.
	 
	 	12.5	 	The designation of an employee as a Participant in the Plan does not
guarantee employment. Nothing in this Executive Incentive Compensation Plan will
confer on any employee the right to be retained in the service of the Bank nor limit
the right of the Bank to terminate or otherwise deal with any employee.
	 
	 	12.6	 	In the event the Bank does not achieve threshold performance levels, the
President may recommend, with the concurrence of the Personnel Committee, incentive
awards for extraordinary individual performance.
	 
	 	12.7	 	All awards under the Plan will be paid out in cash and will be subject to
appropriate payroll tax withholdings.
	 
	 	12.8	 	No incentive award received by a Participant shall be considered as
compensation under any employee benefit plan of the Bank, except as otherwise
determined by the Bank.
	 
	 	12.9	 	Incentive awards will be made as soon as practicable following the end of
the Plan year, but in any event, no later than 21/2 months following the end of the
year to which the incentive award applies.
	 
	 	12.10	 	The Board has the right to revise, modify, or terminate the Plan in whole
or in part at any time or for any reason, and the right to modify any recommended
incentive award amount (including the determination of a greater or lesser award, or
no award), without the consent of any

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	 	 	 	Participant. Any payments under the Plan may be impacted by extraordinary
events, a failure to meet certain minimum financial performance or control
requirements, and may be subject to a claw back provision.
	 
	 	 	 	Extraordinary events may include changes in business strategy, impact of severe
economic fluctuations, significant growth or consolidation of the membership base
or other factors that impact the Bank or Bank System.
	 
	 	 	 	Any undue incentives paid to an officer of the Bank based on achievement of
financial or operational goals within this Plan that subsequently are deemed to
be inaccurate, misstated or misleading shall be recoverable from the Officer by
the Bank. Inaccurate, misstated and/or misleading achievement of financial or
operational goals includes, but is not limited to, overstated revenue, income,
capital, return measures and/or understated credit risk, market risk, operational
risk or expenses. Furthermore, the value of any benefits delivered or accrued
related to the undue incentive (the amount of the incentive over and above what
should have been paid barring inaccurate, misstated and/or misleading achievement
of financial or operational goals) shall be reduced and/or recovered by the Bank
to the fullest extent possible.

	 	12.11	 	Since no employee has a guaranteed right to any award under this Executive
Incentive Compensation Plan, any attempt by an employee to sell, transfer, assign,
pledge, or otherwise encumber any anticipated award shall be void, and the Bank shall
not be liable in any manner for or subject to the debts, contracts, liabilities,
engagements or torts of any person who might anticipate an award under this program.
	 
	 	12.12	 	This Executive Incentive Compensation Plan shall at all times be entirely
unfunded and no provision shall at any time be made with respect to segregating
assets of the Bank for payment of any award under this program.

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	 	 	APPENDICES
 

9

 

APPENDIX A:

 

Plan Participants — 2009 Plan Year

	 	 	 	 	 	 	 	 	 	 
	Level
	 	Name	 	Title

10

 

APPENDIX B:

 

Incentive Award Opportunity and Performance Mix

2009 Award Opportunity (as a percentage of base salary)1

Achievement Levels

	 	 	 	 	 	 	 	 	 	 	 	 	 
	Level	 	Threshold	 	 	Target	 	 	Outstanding	 
	I
	 	 	25.0	%	 	 	55.0	%	 	 	75.0	%
	II
	 	 	17.5	%	 	 	45.0	%	 	 	60.0	%
	III
	 	 	17.5	%	 	 	35.0	%	 	 	50.0	%
	IV
	 	 	12.5	%	 	 	25.0	%	 	 	40.0	%
	V
	 	 	7.5	%	 	 	15.0	%	 	 	25.0	%

Weightings (as a percentage of target award opportunity)

Measures

	 	 	 	 	 	 	 	 	 
	Level	 	Bank	 	 	Individual	 
	I
	 	 	100	%	 	 	0	%
	II
	 	 	100	%	 	 	0	%
	III
	 	 	100	%	 	 	0	%
	IV
	 	 	75	%	 	 	25	%
	V
	 	 	60	%	 	 	40	%

 

			
	 	 	1 Earned incentive awards that fall between any of the
designated achievement levels (i.e., threshold, target, and outstanding) will
be interpolated.

11

 

APPENDIX C:

 

Bank Performance Measures

There will be nine (9) Bank performance measures for the 2009 Plan Year.

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	Threshold	 	 	Target	 	 	Outstanding	 
	I. Member Asset Activity: Aggregate Incentive Weight — 30%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	a	)	 	Average Advances	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Incentive Weight: 5%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	b	)	 	Increase in Average Advances for	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Members with Assets < $1.0B
	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Incentive Weight: 7.5%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	c	)	 	New Credit Services Users	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Incentive Weight: 7.5%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	d	)	 	MPPNew Mandatory Delivery Contracts*	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Incentive Weight: 5%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	e	)	 	MPPParticipating Financial Institutions -- New Users	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Incentive Weight: 5%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	II. Community Outreach: Incentive Weight — 10%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Community Outreach Events	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	III. Risk: Incentive Weight — 15%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Ratio of Market Value of Equity to par value of	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Regulatory Capital Stock post Interest Rate Shock	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	IV. Profitability: Incentive Weight - 35%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Adjusted Net Income equal to 2009	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Average Three-month LIBOR Rate	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	Plus Basis Points Spread	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	V. New Membership: Incentive Weight — 10%	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	2009 Membership Approvals	 	 	 	 	 	 	 	 	 	 	 	 

* Excludes Mandatory Delivery Contracts originating from two largest 2008 MPP customers.

12EX-10.6

EXHIBIT 10.6

FEDERAL HOME LOAN BANK OF CINCINNATI
 

Executive Long-Term Incentive Plan

As of January 1, 2009

Revised March, 2009

 

FEDERAL HOME LOAN BANK OF CINCINNATI

 

Executive Long-Term Incentive Plan

TABLE OF CONTENTS

	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	Page	 
	1.0
	 	Plan Objectives	 	 	1	 
	2.0
	 	Definitions	 	 	1	 
	3.0
	 	Eligibility	 	 	2	 
	4.0
	 	Base Award Opportunity	 	 	3	 
	5.0
	 	Performance Measures	 	 	3	 
	6.0
	 	Final Award Determination	 	 	4	 
	7.0
	 	Administration Control	 	 	5	 
	8.0
	 	Miscellaneous Conditions	 	 	5	 
	 
	 	 	 	 	 	 	 	 
	Appendix — 2009 — 2011 Performance Period	 	 	9	 
	 
	 	Performance Period	 	 	 	 
	 
	 	Base Award Opportunity	 	 	 	 
	 
	 	Initial Value of Performance Unit	 	 	 	 
	 
	 	Performance Measures & Final Value of Performance Unit	 
	 
	 	Detailed Goals & Performance Measures	 	 	 	 
	 
	 	Participants	 	 	 	 

 

 

FEDERAL HOME LOAN BANK OF CINCINNATI
 

Executive Long-Term Incentive Plan

PLAN DOCUMENT

1.0 Plan Objectives

	 	1.1	 	The purpose of the Federal Home Loan Bank of Cincinnati Executive Long-Term
Incentive Plan (the “Plan”) is to achieve five objectives:

	 	1.1.1	 	Promote the achievement of the Bank’s long-term profitability
and business goals;
	 
	 	1.1.2	 	Link executive compensation to specific long-term performance
measures;
	 
	 	1.1.3	 	Provide a competitive reward structure for senior officers and
other key employees;
	 
	 	1.1.4	 	Provide a vehicle for closer Board involvement and communication
with management regarding the Bank’s long-term strategic plans; and
	 
	 	1.1.5	 	Promote loyalty and dedication to the Bank and its objectives.

	 	1.2	 	The Plan is a cash-based, long-term incentive plan which establishes individual
Base Award Opportunities related to achievement of Bank performance over certain
three-year Performance Periods.
	 
	 	1.3	 	The Participants, the Base Award Opportunity, Performance Measures, value of a
Performance Unit at the beginning and end of a Performance Period, and other relevant
information are set forth in the attached Appendices.

2.0 Definitions

	 	2.1	 	When used in this Plan, the words and phrases below shall have the following
meanings:

	 	2.1.1	 	Bank means the Federal Home Loan Bank of Cincinnati;
	 
	 	2.1.2	 	Base Award Opportunity means the award that may be earned during
a Performance Period for achieving target performance levels under each
Performance Measure;
	 
	 	2.1.3	 	Board means the Bank’s Board of Directors;
	 
	 	2.1.4	 	Disabled means a Participant who (i) is unable to engage in any
substantial gainful activity by reason of any medically determinable

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	 	 	 	physical or mental impairment which can be expected to result in death or can
be expected to last for a continuous period of not less than 12 months, or
(ii) is, by reason of any medically determinable physical or mental impairment
which can be expected to result in death or can be expected to last for a
continuous period of not less than 12 months, receiving income replacement
benefits for a period of not less than 3 months under an accident and health
plan covering employees of the Bank.
	 
	 	2.1.5	 	Extraordinary Occurrences means those events that, in the
opinion and discretion of the Board, are outside the significant influence of
the Participants or the Bank and are likely to have a significant unanticipated
effect, whether positive or negative, on the Bank’s operating and/or financial
results, including, without limit, movement in interest rates, changes in
financial strategies, or policies or significant change in Bank membership.
	 
	 	2.1.6	 	Final Award means the amount ultimately paid to a Participant
under the Plan for a Performance Period.
	 
	 	2.1.7	 	Performance Measure means each performance factor that is taken
into consideration under the Plan in determining the value of the Final Award.
	 
	 	2.1.8	 	Participant means an employee who participates in the Plan
pursuant to Section 3.1.
	 
	 	2.1.9	 	Performance Period means a certain three-year period over which
Bank performance is measured.
	 
	 	2.1.10	 	Performance Unit means a unit, the value of which shall be determined in
accordance with the applicable Appendix.
	 
	 	2.1.11	 	Personnel Committee or Committee means the Personnel Committee of the Board.
	 
	 	2.1.12	 	Plan means this Executive Long-Term Incentive Plan.
	 
	 	2.1.13	 	Plan Award means an amount that is provisionally determined at the end of the
Performance Period subject to adjustment as provided in Section 6.
	 
	 	2.1.14	 	President means the President of the Bank.

3.0 Eligibility

	 	3.1	 	A Bank employee who is nominated by the President and approved by the Board may
participate in the Plan.

2

 

	 	3.2	 	Eligibility shall generally be limited to officers (i) whose functional
responsibilities encompass the establishment of strategic direction and tactical action
plans for the Bank, and (ii) who have received at least satisfactory rankings on annual
performance reviews over a Performance Period. Other employees may also be eligible to
participate as defined by competitive compensation practices within the Bank’s labor
market.
	 
	 	3.3	 	Due to its unique role for the Bank and reporting relationship to the Board,
the Director of Internal Audit will not be included as an eligible position under the
Plan, but will be eligible for a similar plan administered by the Audit Committee of
the Board.

4.0 Base Award Opportunity

	 	4.1	 	At the beginning of each Performance Period, the Bank will provide a Base
Award Opportunity to Participants. The Base Award Opportunity is equal to a
percentage of each Participant’s annual base salary at the beginning of the
Performance Period as described in the applicable Appendix. Certain executive
positions have a greater and more direct impact than others on the annual success of
the Bank; therefore, these differences are recognized by varying award opportunities
for each Participant level.
	 
	 	4.2	 	Each Participant in a Performance Period shall be granted a number of
Performance Units for that Performance Period determined by dividing the Base Award
Opportunity by the value of a Performance Unit at the beginning of a Performance Period
as described in the applicable Appendix.
	 
	 	4.3	 	There will be four levels of award opportunities:

	 	Level I:  	 	President
	 
	 	Level II:  	 	Executive Vice President
	 
	 	Level III:  	 	Senior Vice Presidents
	 
	 	Level IV:  	 	Vice Presidents

5.0 Performance Measures

	 	5.1	 	Three achievement levels will be established for each Performance Measure:

	 	Threshold  	 	The minimum achievement level accepted for the Performance Measure.
	 
	 	Target  	 	The planned achievement level for the Performance Measure.

3

 

	 	Maximum  	 	The achievement level for the Performance Measure that substantially exceeds
the planned level of achievement.

	 	5.2	 	At the beginning of each Performance Period, Performance Measures for a
Performance Period and Performance Units and their initial values will be established
by the Personnel Committee with Board approval.
	 
	 	5.3	 	When establishing Performance Measures, the Threshold level should reflect a 90
percent success rate; the Target level should reflect a 75 to 80 percent success rate;
and the Maximum level should reflect a 10 to 15 percent success rate.

6.0 Final Award Determination

	 	6.1	 	Plan Awards will be based on the achievement level for each of the three-year
Performance Measures. However, if the Bank fails to achieve the Threshold level for a
Performance Measure other than the Mission Goal, no award will be payable for that
specific Performance Measure. If the Bank fails to achieve the Threshold level for the
Mission Goal Performance Measure, no award will be payable under the Plan for the
Performance Period.
	 
	 	6.2	 	A Participant’s Plan Award for a Performance Period equals the number of his or
her Performance Units for that Performance Period multiplied by the value of a
Performance Unit at the end of the Performance Period as determined in accordance with
the applicable Appendix.
	 
	 	6.3	 	In the event that a Federal Housing Finance Agency (FHFA) examination
identifies a Composite Four (4) Rating (as defined in the FHLBank Rating System)
indicating the Bank has been found to be operating in an unacceptable manner, exhibits
serious deficiencies in corporate governance, risk management or financial condition
and performance, or in substantial noncompliance with laws, FHFA regulation or
supervisory guidance in a Participant’s area of responsibility, the Participant will
not be eligible for an award under the Plan for the Performance Period in which the
Composite Four Rating existed.
	 
	 	6.4	 	Promptly after a Performance Period, Plan Awards for the Performance Period
shall be determined by the Board in its sole discretion based upon the Plan Award
determined pursuant to Section 6.2.
	 
	 	6.5	 	President’s Award. In addition to the Plan Award, in determining a
Participant’s Final Award, the Executive Vice President, Senior Vice Presidents, Vice
Presidents and other employees (e.g., new hires and highly valued existing employees)
may be nominated by the President for a discretionary allocation of Performance Units,
to be approved by the Board, to recognize extraordinary performance and/or to address
competitive compensation practices within the Bank’s labor market (the “President’s
Award”).

4

 

	 	6.6	 	The value of a Performance Unit under the President’s Award will be equal to
the value of a Performance Unit under the Base Award Opportunity.
	 
	 	6.7	 	For a Performance Period, the total value of Performance Units granted under
the President’s Award shall not exceed ten (10) percent of the total Performance Units
granted under the Base Award Opportunity.
	 
	 	6.8	 	The Board may also authorize the President to receive a discretionary
allocation of Performance Units to recognize extraordinary performance and/or to
address competitive compensation practices within the Bank’s labor market. Any
discretionary allocation of Performance Units granted to the President under this
section will not exceed ten (10) percent of the total Performance Units granted to the
President under the Base Award Opportunity.
	 
	 	6.9	 	A Participant’s Final Award will consist of his or her Plan Award plus any
additional discretionary award granted under Section 6.5 or 6.8.

7.0 Administrative Control

	 	7.1	 	The Bank’s Director of Human Resources will assist, as requested, the President
and the Committee in the administration of the Plan, however, the Board will have the
ultimate authority over the Plan.
	 
	 	7.2	 	In addition to the authority expressly provided in the Plan, the Board shall
have such authority in its sole discretion to control and manage the operation and
administration of the Plan and shall have all authority necessary to accomplish these
purposes, including, but not limited to, the authority to interpret the terms of the
Plan, and to decide questions regarding the Plan and the eligibility of any person to
participate in the Plan and to receive benefits under the Plan. The Board’s
determinations and interpretations regarding the Plan shall be final, binding, and
conclusive.

8.0 Miscellaneous Conditions

	 	8.1	 	Except as provided in Section 8.4, Participants must be employed by the Bank on
the last day of the Performance Period in order to become eligible to receive a Final
Award. A Participant will not become vested in an award under this Plan until the date
the Board authorizes the payment of the Participant’s Final Award.
	 
	 	8.2	 	In the event a Participant voluntarily or involuntarily terminates employment
during the Performance Period, no award will be made to the Participant, except as
provided in Section 8.4 below.
	 
	 	8.3	 	Employees of the Bank who are hired, transferred, or promoted into an eligible
position during a Performance Period may be nominated for participation in the Plan in
accordance with Section 3.1, and receive a prorated Base Award

5

 

	 	 	 	Opportunity. Additionally, employees of the Bank who are hired, transferred, or
promoted into an eligible position after the start of a Performance Period may be
nominated for participation in the Plan in accordance with Section 3.1, and receive a
prorated Base Award Opportunity.

	 	8.4	 	A Participant who retires, dies or becomes Disabled during the Performance
Period may receive a prorated Plan Award, but only if the President nominates and the
Board approves such action. For purposes of this Section, the term “retires” means the
Participant has (i) been employed with the Bank for at least five (5) years and (ii)
reached at least age 62 when he or she retires from his or her Bank employment. If a
Participant becomes vested to receive a prorated award under this Section, the prorated
Final Award will be paid to the Participant no later than 21/2 months following the
calendar year in which such vesting occurred. If a Participant terminates service with
the Bank for any reason other than retirement, death, or disability during the
Performance Period, the Participant will not be eligible to receive an award under the
Plan.
	 
	 	8.5	 	The amount of any prorated award will be determined by dividing the number of
months the Participant was employed by the Bank during the Performance Period by 36 and
multiplying such quotient by the Plan Award.
	 
	 	8.6	 	If a Participant ceases employment after the Performance Period but before the
Board approves the Final Award for that Performance Period, the President may nominate
and the Board may approve that the Participant receive an award. However, if the
President fails to make such a recommendation or the Board fails to approve such
action, the Participant will not be entitled to an award.
	 
	 	8.7	 	Notwithstanding any Plan provision to the contrary, mere participation in the
Plan will not entitle a Participant to an award.
	 
	 	8.8	 	The designation of an employee as a Participant in the Plan does not guarantee
employment. Nothing in this Plan shall be deemed (i) to give any employee or
Participant any legal or equitable rights against the Bank, except as expressly
provided herein or provided by law; or (ii) to create a contract of employment with any
employee or Participant, to obligate the Bank to continue the service of any employee
or Participant, or to affect or modify any employee’s or Participant’s term of
employment in any way.
	 
	 	8.9	 	The right of the Bank to discipline or discharge a Participant shall not be
affected by reason of any provision of this Plan.
	 
	 	8.10	 	All Final Awards will be paid out in cash and will be subject to applicable
payroll tax withholdings.
	 
	 	8.11	 	No Final Award received by a Participant shall be considered as compensation
under any employee benefit plan of the Bank, except as otherwise determined by the
Bank.

6

 

	 	8.12	 	Final awards will be made as soon as practical following the end of the
Performance Period, but in any event no later than 2 1/2 months following the calendar
year which the Participant became vested in the Final Award.
	 
	 	8.13	 	The Board has the right to revise, modify, or terminate the Plan in whole or in
part at any time or for any reason, and the right to modify any recommended award
amount (including the determination of a greater or lesser award, or no award), for any
reason, without the consent of any Participant. Any payments under the Plan may be
impacted by extraordinary events, a failure to meet certain minimum financial
performance or control requirements and may be subject to a claw back provision.
	 
	 	 	 	Extraordinary events may include changes in business strategy, impact of severe
economic fluctuations, significant growth or consolidation of the membership base or
other factors that impact the Bank or Bank System.
	 
	 	 	 	Any undue incentives paid to an officer of the Bank based on achievement of financial
or operational goals within this Plan that subsequently are deemed to be inaccurate,
misstated or misleading shall be recoverable from the Officer by the Bank.
Inaccurate, misstated and/or misleading achievement of financial or operational goals
includes, but is not limited to, overstated revenue, income, capital, return measures
and/or understated credit risk, market risk, operational risk or expenses.
Furthermore, the value of any benefits delivered or accrued related to the undue
incentive (the amount of the incentive over and above what should have been paid
barring inaccurate, misstated and/or misleading achievement of financial or
operational goals) shall be reduced and/or recovered by the Bank to the fullest
extent possible.
	 
	 	8.14	 	Since no employee has a guaranteed right to any award under this Plan, any
attempt by an employee to sell, transfer, assign, pledge, or otherwise encumber any
anticipated award shall be void, and the Bank shall not be liable in any manner for or
subject to the debts, contracts, liabilities, engagements or torts of any person who
might anticipate an award under this program.
	 
	 	8.15	 	This Plan shall at all times be entirely unfunded and no provision shall at any
time be made with respect to segregating assets of the Bank for payment of any award
under this program.
	 
	 	8.16	 	The Plan shall be construed, regulated and administered in accordance with the
laws of the state of Ohio, unless otherwise preempted by the laws of the United States.
	 
	 	8.17	 	If any provision of the Plan is held invalid or unenforceable, its invalidity
or unenforceability shall not affect any other provision of the Plan, and the Plan
shall be construed and enforced as if such provision had not been included herein.

7

 

	 	8.18	 	If a Participant dies before receiving his or her award, any amounts determined
to be paid under this Plan shall be paid to the Participant’s surviving spouse, if any,
or if none, to the Participant’s estate. The Bank’s determination as to the identity
of the proper payee of any amount under this Plan shall be binding and conclusive and
payment in accordance with such determination shall constitute a complete discharge of
all obligations on account of such amount.
	 
	 	8.19	 	Claims and Appeals Procedures. A Participant (such Participant being
referred to below as a “Claimant”) may deliver to the Personnel Committee a written
claim for a determination with respect to any claim as to which the Personnel Committee
has jurisdiction under this Plan. If such a claim relates to the contents of a notice
received by the Claimant, the claim must be made within sixty (60) days after such
notice was received by the Claimant. The claim must state with particularity the
determination desired by the Claimant.
	 
	 	 	 	The Personnel Committee shall consider a Claimant’s claim within a reasonable time,
but no later than ninety (90) days after receiving the claim. If the Personnel
Committee determines that special circumstances require an extension of time for
processing the claim, written notice of the extension shall be furnished to the
Claimant prior to the termination of the initial ninety (90) day period. Upon
reaching its decision, the Personnel Committee shall notify the Claimant in writing.
	 
	 	 	 	On or before sixty (60) days after receiving a notice from the Personnel Committee
that a claim has been denied, in whole or in part, a Claimant (or the Claimant’s duly
authorized representative) may file with the Committee a written request for a review
of the denial of the claim. The Committee shall render its decision on review
promptly, in writing, and deliver it to the Claimant no later than sixty (60) days
after it receives the Claimant’s written request for a review of the denial of the
claim.
	 
	 	8.20	 	Any agreements or representations, oral or otherwise, express or implied, with
respect to the subject matter of this Plan which are not contained herein will have no
effect or enforceability.

8

 

APPENDICES
 

9

 

FEDERAL HOME LOAN BANK OF CINCINNATI
 

Executive Long-Term Incentive Plan

APPENDIX

2009 — 2011 Performance Period

     Performance Period

The Performance Period described in this Appendix shall be January 1, 2009 through December 31,
2011.

     Base Award Opportunity

The Base Award Opportunity (as a percentage of January 1, 2009 base salary) for Levels I, II, III,
and IV are:

	 	 	 	 	 
	Level	 	 	 	 
	I
	 	 	30.0	%
	II
	 	 	25.0	%
	III
	 	 	20.0	%
	IV
	 	 	15.0	%

     Initial Value of Performance Unit

The value of a Performance Unit at the beginning of this Performance Period equals $100.

10

 

Performance Measures

	1.	 	After the Performance Period ends, evaluate actual Bank performance against the
Performance Measures stated below.
	 
	2.	 	Determine the value of the Performance Unit based on the minimum, target, and
maximum awards for the Operating Efficiency, Risk Adjusted Profitability and Market
Penetration achievements according to the following table:

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	Minimum	 	 	Threshold	 	 	Target	 	 	Maximum	 
	Operating Efficiency(1)
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Dollar Value at Hurdles
	 	$	0	 	 	 	 	 	 	 	 	 	 	 	 	 
	Weight
	 	 	0.333	 	 	 	0.333	 	 	 	0.333	 	 	 	0.333	 
	Operating Efficiency Value
	 	$	0	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Risk Adjusted Profitability(2)
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Dollar Value at Hurdles
	 	$	0	 	 	 	 	 	 	 	 	 	 	 	 	 
	Weight
	 	 	0.333	 	 	 	0.333	 	 	 	0.333	 	 	 	0.333	 
	Risk Adjusted Profitability Value
	 	$	0	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Market Penetration(3)
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Dollar Value at Hurdles
	 	$	0	 	 	 	 	 	 	 	 	 	 	 	 	 
	Weight
	 	 	0.333	 	 	 	0.333	 	 	 	0.333	 	 	 	0.333	 
	Market Penetration Value
	 	$	0	 	 	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 
	Total Value
	 	$	0	 	 	 	 	 	 	 	 	 	 	 	 	 

	3.	 	The value of the Performance Unit at the end of the Performance Period equals
(a) the dollar value determined by achievement of the Operating Efficiency,
Profitability and Market Penetration goals (illustrated above) multiplied by (b) a
“Mission” goal multiplier (i.e., Percent of Participating Members using one or more HCI
Programs):

	 	 	 	 	 
	Percent of Participating Members Using One or More HCI Programs	 	Multiplier	 
	Maximum
	 	 	1.1	 
	Target
	 	 	1.0	 
	Threshold
	 	 	0.9	 
	Minimum
	 	 	0.0	 

     (1) Ranking of Operating Efficiency Ratio in comparison to the other FHLBanks

     (2) Ranking of Risk Adjusted Profitability in comparison to other FHLBanks

     (3) Ratio of Member Advances to Member Assets

11

 

Detailed Goals & Performance Measures

	 	 	 	 	 	 	 	 	 	 	 	 	 
	Performance Measures	 	Threshold	 	 	Target	 	 	Maximum	 
	OPERATING EFFICIENCY — Incentive Weight: 33 1/3%

Ranking of Operating Efficiency Ratio in comparison to
other FHLBanks1
	 	 	 	 	 	 	 	 	 	 	 	 
	RISK ADJUSTED PROFITABILITY — Incentive Weight: 33 1/3%

Ranking of Risk Adjusted Profitability (RAP) in
comparison to Other FHLBanks 2
	 	 	 	 	 	 	 	 	 	 	 	 
	MARKET PENETRATION — Incentive Weight: 33 1/3%

Ratio of Member Advances to Member Assets 3
	 	 	 	 	 	 	 	 	 	 	 	 
	AFFORDABLE HOUSING/COMMUNITY INVESTMENT —

Incentive
Multiplier: +/- 10%

Percent of Participating Members using one or more HCI
Programs 4
	 	 	 	 	 	 	 	 	 	 	 	 

 

			
	1	 	The Operating Efficiency goal is defined as a ratio of
the FHLBank’s total operating expenses divided by the sum of net interest
income after loan loss provision and other income reported on the Statement of
Income to the Finance Board. The Operating Efficiency Ratio for calendar year
2009, 2010 and 2011 will be calculated at each year-end and each year’s results
summed and divided by three to determine the average Ratio during the three
year performance period. The FHLBank’s three-year average Ratio will be
compared to an identical calculation for each of the other FHLBanks to
determine the final ranking.
	 
	2	 	The Risk Adjusted Profitability (RAP) goal is defined
in terms of the FHLBank’s Return on Equity which will be risk-adjusted for
earnings volatility as measured by the Sharpe ratio. The Sharpe ratio is
defined as average return on equity minus three-month LIBOR divided by the
standard deviation (which measures the volatility). It indicates how well the
FHLBank’s return on capital compensates for the risk assumed and indicates the
quality or stability of profitability relative to the level of risk. This
FHLBank’s RAP will be calculated using the monthly average result (36 data
points). The FHLBank’s three-year average RAP will then be compared with an
identical calculation for each of the other FHLBanks to determine final
ranking. The FHLBanks will be ranked in descending order based on the RAP.
	 
	3	 	The Market Penetration goal is designed to enhance the
franchise value of FHLBank membership by demonstrating the extent to which
Advances serve as a valuable, competitive source of funding for all Members.
This goal will be calculated by dividing each Member’s month-end advances
during 2009, 2010 and 2011 by the Member’s total assets. The total assets used
will lag the Advance balances used by one quarter, e.g., Advances for January
through March of 2009 would be divided by Members assets as of December, 2008.
A monthly average Advances to Assets ratio will be produced for each Member and
the monthly ratios will be summed and divided by the total number of Members to
determine the average Advances to Assets ratio. Monthly averages will be
summed and divided by the 36 months in the performance period to determine the
final results. This calculation provides equal weighting for each Member’s
monthly Advances to Asset ratio with no weighting applied for a Member’s asset
size.
	 
	4	 	The Affordable Housing/Community Investment goal is
intended to increase participation in the FHLBank’s Housing and Community
Investment (HCI) programs. For this goal, a Participating Member is defined as
a Member who submits an application to participate in any HCI program (AHP,
Welcome Home, CIP, EDA, ZIF or a new HCI program) and will be counted only once
per calendar year. The percent of participation will be calculated by dividing
the actual number of Participating Members in 2009, 2010 and 2011 by the total
number of Members from the previous year-end (2008, 2009 and 2010
respectively). The average for each calendar year will then be summed and
divided by three years to determine the final average.

12

 

Plan Participants:

The Level I, II, III, and IV Participants for the 2009 — 2011 Performance Period are:

	 	 	 	 	 	 	 	 	 	 
	Level
	 	Name	 	Title

13

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