Document:

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                                                                   EXHIBIT 10.16

2002 BRUNSWICK PERFORMANCE PLAN (BPP)

<TABLE>
<S>                       <C>
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Purpose                   Reward achievement of annual goals

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Eligibility               Key managers and above identified on an individual basis.

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Performance Period        Fiscal year.

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Participation Level       Pro rata participation in first year of eligibility.

                          Full participation in subsequent years.

                          Must be employed at year-end to receive an award
                          (except in the event of death or disability).

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Target Incentives         Sum of target incentive opportunity as a
                          percent of salary times average salary for the year
                          for all eligible participants.

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Performance Measures      Funding based on Brunswick Value Added (BVA). BVA defined as profits after-tax; reduced
                          for cost of total capital.

                          Division employees measured against Division results. Corporate employees measured against
                          overall Brunswick Corporation results.

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Performance Levels:
>   Threshold             >    Minimum performance level supporting the funding of any variable incentive pay.
                               Thresholds to be determined for each Division individually.

>   Target                >    Agreed upon performance level, typically tied to profit plan for the year.

>   Stretch               >    Performance necessary to support funding of twice target level.

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Funding Review            The following steps will be taken to review and approve funding:
and Approval
                          >    CFO will review actual results quarterly to evaluate established accruals.

                          >    CEO will review performance at end of performance period and recommend funding to
                               Human Resource and Compensation Committee as appropriate.

                          >    Committee will review and approve funding as deemed appropriate.

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Maximum Funding           None

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Individual Awards         Individual awards will be determined on a discretionary basis using evaluation of
                          individual performance for the performance period, target incentive as a percent of salary
                          and salary received for the performance period.

                          Individuals must be employed through end of performance period to receive an award, except
                          terminees due to death or permanent and total disability will be eligible to receive awards.

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Timing of Award           As soon as practical after financial results are confirmed and appropriate approvals are
Payments                  obtained.

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</TABLE>

Nothing contained in these materials constitutes or is intended to create a
promise of an individual incentive award or a contract of continued employment.
Employment is at-will and may be terminated by either the employee or
Corporation for any reason at any time.<PAGE>
                                                                  EXHIBIT 10.19
STRATEGIC INCENTIVE PLAN (SIP)

<TABLE>
<S>                       <C>
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Purpose                   Reward achievement of two year goals

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Eligibility               Key managers and above identified on an individual basis.

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Participation Level       Pro rata participation for cycle ending in first year of eligibility.

                          Full participation for subsequent cycles.

                          Must be employed at year-end to receive an award (except in the event of death or
                          disability).

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Target Incentives         Sum of target incentive opportunity as a percent of salary times salary for all
                          eligible participants.

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Performance               Funding to be based on performance versus the following measures:
Measures
                          >    60% Brunswick Value Added (BVA). BVA defined as profits after-tax; reduced for cost
                               of capital charge (capital to include working, fixed and other assets; cost of capital
                               will include debt and equity)
                               -    For Division employees 60% BVA will be split evenly between Division BVA and
                                    overall Brunswick Corporation BVA.
                               -    For Corporate headquarters employees BVA will be based entirely on overall
                                    Brunswick Corporation BVA.

                          >    40% performance against Strategic Factors.
                               -    For Division employees based on Division's strategic factor performance
                               -    For Corporate headquarters employees based on average of all Division strategic
                                    factor performance results
                               -    For cycles beginning in 2001 factors include:
                                    -    Customer satisfaction
                                    -    Growth in market share
                                    -    Product innovation (percent of sales from new products)
                                    -    Employee satisfaction

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Performance Levels:
>  Threshold              >    Minimum performance level supporting the funding of any variable incentive pay.
                               Threshold to be determined for each Division and Brunswick Corporation individually.

>  Target                 >    Agreed upon performance level, typically tied to business plans for performance
                               period.
>  Stretch
                          >    Performance necessary to support funding at twice target level.

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</TABLE>

<PAGE>

STRATEGIC INCENTIVE PLAN . . .

<TABLE>
<S>                       <C>
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Performance Period        Generally two-year performance periods will be used.

                          >    For BVA: overlapping cycles beginning each year.
                               To phase into the program, two performance periods began in 2001.
                               -    2001: One year cycle with 50% of normal target incentives for those transitioning
                                    from 2000 - 2001 SIP. (Current 2000 - 2001 SIP cycle shortened to one year. Pay out
                                    accrued, but will not be paid until regularly scheduled date - February, 2002.)
                               -    2001 - 2002: Two year cycle
                               Beginning in 2002 and in each year thereafter a new two-year cycle will begin.

                          >    For Strategic Factors: two-year, end-to-end cycles. Partial pay outs before the
                               end of a performance cycle may be considered.

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Overall Funding           Overall funding will be the sum of BVA funding and strategic factor funding.

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Funding Review and        The following steps will be taken to review and approve funding:
Approval
                          >    CFO will review actual results quarterly to evaluate established accruals.

                          >    CEO will review performance at end of performance period and approve funding or
                               recommend funding to Human Resource and Compensation Committee as appropriate.

                          >    Committee will review and approve funding as deemed appropriate.

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Maximum Funding           None

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Individual Awards         Individual awards will be determined on a discretionary basis using evaluation of
                          individual performance for the performance period, target incentives as a percent of salary
                          and covered salary (actual received for final year or performance period).

                          Individuals must be employed at time of payment to receive an award, except those
                          terminating due to death or permanent and total disability will be eligible to receive
                          individual awards.

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Timing of Award           As soon as practical after financial results are confirmed and appropriate approvals obtained.
Payments
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</TABLE>

Nothing contained in these materials constitutes or is intended to create a
promise of an individual incentive award or a contract of continued employment.
Employment is at-will and may be terminated by either the employee or
Corporation for any reason at any time.

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