Document:

EXHIBIT 10.1

 Exhibit 10.1 
 DUPONT FABROS TECHNOLOGY, INC. 
 SHORT TERM INCENTIVE COMPENSATION PLAN

 The Dupont Fabros Technology, Inc. Short Term Incentive Compensation Plan (the “STIP”) was adopted on February 24, 2011,
by the Compensation Committee of the Board of Directors (the “Committee”) of Dupont Fabros Technology, Inc., a Maryland corporation (the “Company”), to provide annual cash awards to those employees of the Company and its
subsidiaries who are in a position to contribute to the achievement by the Company and its subsidiaries of significant improvements in profit performance and growth. The STIP is intended to comply with the requirements of Section 409A of the
Internal Revenue Code, to the extent applicable, and shall be interpreted and administered in a manner consistent with that intent. 
 The STIP
shall be administered by the Committee. The Committee shall have full power and authority to administer and interpret the STIP and any awards made under the STIP, and its interpretations shall be conclusive and binding on all persons. The
Committee’s power and authority shall include, without limitation, the authority to adopt and periodically review such rules and regulations as it deems necessary or advisable in order to properly carry out the provisions and purposes of the
STIP. 
 All salaried employees of the Company shall be eligible to participate in the STIP, other than employees responsible for sales and
leasing, who will participate in a sales and leasing plan. All award years under the STIP shall be calendar years. The Chief Executive Officer of the Company (the “CEO”) shall designate the specific employees who will participate in the
STIP for an award year, and their target award opportunities; provided, however, that the Committee shall be responsible for making final determinations with respect to these and all other material terms of any award for an individual, including the
CEO, who is subject to Section 16 of the Securities Exchange Act of 1934. Each participant’s target award opportunity shall be expressed as a percentage of his base salary or other base compensation or allowance, with a range from 10% to
100%. 
 The CEO (or Committee) may include additional terms in an individual award, or the Committee may adopt rules or regulations relating to
all awards, that are not inconsistent with the foregoing, including, without limitation, terms, rules or regulations relating to the effect of a change in control of the Company or early termination of the participant’s employment with the
Company. The CEO (or Committee) may, but shall not be required to, set forth the terms of an award in an individual award agreement. 
 The CEO
(or Committee) shall determine the actual amount of the payout for each participant for an award year relative to the participant’s target award opportunity. One-third of the payout shall be based on the actual funds from operations for 2011
(the “FFO Objective”) compared to the mid-point of the Company’s guidance for funds from operations for 2011, as adjusted by the Committee in its discretion for the impact of transactions not contemplated by the Company’s FFO
guidance figures; one-third shall be based on the participant’s achievement of individual goals and objectives (“Individual Goal Objective”); and one-third shall be based on the CEO’s (or Committee’s) discretion; provided,
however, that the Committee may designate for certain 

 
participants that payouts will be determined two-thirds on the FFO Objective and one-third on the Individual Goal Objective. No payout may exceed 200% of the participant’s target award
opportunity. 
 Payouts for an award year shall be determined as set forth above and announced to participants by
March 1 following the close of the year, and shall be paid no later than March 15th following the close of the award year. 
 The selection of an employee as a participant shall not
confer any right on the employee to receive an award under the STIP or to continue in the employ of the Company or limit in any way the right of the Company to terminate such participant’s employment at any time. 

The Board of Directors may amend, suspend or terminate the STIP at any time. 
 The STIP and any awards under the STIP shall be governed by the laws of the State of Maryland.EXHIBIT 10.2

 Exhibit 10.2 
 DUPONT FABROS TECHNOLOGY, INC. 
 2011 LONG TERM INCENTIVE COMPENSATION
PLAN 
 The Dupont Fabros Technology, Inc. Long Term Incentive Compensation Plan (the “LTIP”) was adopted effective
February 24, 2011, by the Compensation Committee of the Board of Directors (the “Committee”) of Dupont Fabros Technology, Inc., a Maryland corporation (the “Company”) to provide meaningful financial rewards in the form of
awards of shares of restricted common stock and nonqualified options to purchase shares of common stock of the Company to those employees of the Company and its subsidiaries who are in a position to contribute to the achievement by the Company and
its subsidiaries of significant improvements in profit performance and growth. Awards under the LTIP are intended to be exempt from the requirements of Section 409A of the Internal Revenue Code, and the LTIP shall be interpreted and
administered in a manner consistent with that intent. 
 The LTIP shall be administered by the Committee. The Committee shall have full power
and authority to administer and interpret the LTIP and any awards made under the LTIP, and its interpretations shall be conclusive and binding on all persons. The Committee’s power and authority shall include, without limitation, the authority
to adopt and periodically review such rules and regulations as it deems necessary or advisable in order to properly carry out the provisions and purposes of the LTIP. 
 All salaried employees of the Company shall be eligible to participate in the LTIP. The Chief Executive Officer of the Company (the “CEO”) shall designate the specific employees who will
participate in the LTIP, and the amount of their awards; provided, however, that the Committee shall be responsible for making final determinations with respect to these and all other material terms of any award for an individual, including the CEO,
who is subject to Section 16 of the Securities Exchange Act of 1934. 
 Awards shall be dollar-denominated and shall range from $4,000 to
$2,200,000. Awards shall be made on or about February 24, 2011. For an employee below the senior vice president (“SVP”) level, one hundred percent (100%) of the award shall be in the form of restricted shares of common stock of
the Company. For an employee at the SVP level or above, fifty percent (50%) of the award shall be in the form of restricted stock and fifty percent (50%) of the award shall be in the form of nonqualified options to purchase shares of
common stock of the Company; provided, however, that, for the Executive Chairman and President and Chief Executive Officer, one hundred percent (100%) of the award shall be in the form of nonqualified options to purchase shares of common stock
of the Company. The dollar value of each award (or portion of an award) shall be converted into a number of shares of restricted stock and stock options on the award date as follows: 

 

	 	•	 	 The dollar value of an award (or portion of an award) that is in the form of restricted stock shall be converted into restricted stock using a price
per share of $23.645. 

  

	 	•	 	 The dollar value of a portion of an award that is in the form of stock options shall be converted into stock options using a Black-Scholes value of
$7.38 (based on a dividend yield of 2.02%, an expected life of 4 years, a stock price of $23.79, 44% volatility (based on the average of a group of 17 companies, and a risk free interest rate of 1.72%). 

The restricted stock and stock option portions of each award shall vest over three (3) years, with one-third of each such portion vesting on
March 1, 2012, an additional one-third on March 1, 

 
2013, and the remaining one-third on March 1, 2014, in each case only if the participant remains continuously employed by the Company or an affiliate of the Company from the date of the
grant through that date. The exercise price of each stock option shall equal the closing price of a share of common stock of the Company on the date of the award. 
 The CEO (or Committee) may include additional terms in an individual award, or the Committee may adopt rules or regulations relating to all awards, that are not inconsistent with the foregoing, including,
without limitation, terms, rules or regulations relating to the effect of a change in control of the Company or early termination of the participant’s employment with the Company. The CEO (or Committee) may, but shall not be required to, set
forth the terms of an award in an individual award agreement. 
 The selection of an employee as a participant shall not confer any right on the
employee to receive an award under the LTIP or to continue in the employ of the Company or limit in any way the right of the Company to terminate such participant’s employment at any time. 

The Board of Directors may amend, suspend or terminate the LTIP at any time. 
 The LTIP and any awards under the LTIP shall be governed by the laws of the State of Maryland.Amendment to the Corporation's ERISA Excess Pension Plan

 EXHIBIT 10.5 
 AMENDMENT 
 THE PNC FINANCIAL SERVICES GROUP, INC. 

ERISA EXCESS PENSION PLAN 
 (as amended and restated effective April 6, 2004) 
 WHEREAS, The PNC Financial Services
Group, Inc. (“PNC”) sponsors The PNC Financial Services Group, Inc. ERISA Excess Pension Plan, as amended and restated effective April 6, 2004 (the “Plan”); 
 WHEREAS, Section 8 of the Plan authorizes PNC to amend the Plan; 
 WHEREAS, PNC wishes to
amend the Plan to permit the cash-out of small sums; and 
 WHEREAS, notwithstanding the foregoing, PNC intends that the Plan remain
“grandfathered” within the meaning of Internal Revenue Code Section 409A. 
 NOW, THEREFORE, IT IS RESOLVED that the Plan is
hereby amended as follows, effective as of January 1, 2010: 
 1.    The first paragraph under Section 4
(“Distributions”) is amended to add the following new sentences to the end thereof as follows: 
 “Notwithstanding
the foregoing, if at the time of distribution as specified in this Section 4, the value of a Participant’s Account is $5,000 or less, such distribution shall be paid as soon as administratively feasible after the occurrence of the
distribution event and shall be paid in the form of a lump sum in lieu of any other benefit under the Plan. No other form of distribution is available and no spousal consent is required.” 

Executed and adopted by the Chief Human Resources Officer of The PNC Financial Services Group, Inc. this 23rd day of December, 2010 pursuant to the
authority delegated by the Corporation’s Personnel and Compensation Committee. 
  

			
	
	/s/ Joan L. Gulley
	Joan L. Gulley
	Chief Human Resources Officer

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