Document:

Exhibit 10-P-12 Form of Final Award Notification Letter for 2005 Performance-Based
      Restricted Stock Equivalents.**

    Exhibit
      10-P-12

     

    

    Form
      of Final Award Notification Letter for 2005 Performance-Based Restricted Stock
      Equivalents

    

    

    World
      Headquarters, Room 538 

    One
      American Road

    Dearborn,
      MI 48126-2798

     

    March
      ___, 2006

    Dear
        
      ,

    

    In
      March
      2005, the Compensation Committee of the Board of Directors awarded you the
      opportunity to earn restricted stock equivalents (RSEs). The size of this award
      opportunity was calculated by converting one-half of the value of the amount
      of
      stock options that you otherwise would have received to an equivalent value
      of
      RSEs. The Compensation Committee designated the following as the 2005
      performance objectives for this award:

    

    
      	·  	
              Company
                Performance

            

    

    
      	·  	
              Strategic
                Direction and Operational
                Effectiveness

            

    

    
      	·  	
              Leadership

            

    

    
      	·  	
              People
                and Culture

            

    

    

    The
      Compensation Committee has reviewed the 2005 performance-to-objectives and
      determined the 2005 award will pay
      out at ___%
      of the
      grant. Therefore, you are being awarded [ ] RSEs.

    

    Your
      RSE
      award will be subject to a one-year restriction period, ending March ____,
      2007,
      during which time dividend equivalents will be paid in cash. As soon as
      practicable after the restriction lapses, shares of Ford Motor Company Common
      Stock will be issued to you, less any shares withheld to cover any tax liability
      on the value of the grant. 

    

    Your
      RSE
      award is made under the 1998 Long-Term Incentive Plan and is subject to its
      terms and conditions. 

    

    If
      you
      have any questions regarding your RSE award, please contact [ ] at [ ] or [
      ] at
      [ ]. 

     

    Regards,

    

    

    

    [
      ],
      Executive Director

    Compensation
      & BenefitsExhibit 10-U Form of Special 2006-2008 Retention Incentive Opportunity Letter.**

    Exhibit
      10-U

    

    Form
      of Special 2006-2008 Retention Incentive Opportunity
      Letter

    

    
      

    

    [The
      CEO
      will not participate in this arrangement]   [Date]
      2006

    

    To: [Name]

    

    

    Subject: Retention
      Incentive Opportunity Program

    

    OVERVIEW

    As
      a
      retention incentive, and to reward performance [pending Compensation Committee
      approval] against the Company's key initiatives for 2006 through 2008, the
      Compensation Committee of the Board of Directors has approved a special
      retention incentive for a few members of senior management. You have been
      selected to participate in this program because of your role in leading efforts
      to accomplish the Company's key initiatives.

    

    The
      Committee has approved the target award and the key initiative[s] for you under
      this program (detailed below). The opportunity to earn this award will be based
      on the accomplishment of specific objectives for the years 2006, 2007 and 2008
      and will be subject to the final determination by the Committee. Awards will
      be
      paid in restricted stock in the first quarter of 2009 and will carry a two-year
      restriction, during which time dividends will be paid. No dividends or
      equivalents will be paid during the performance period. Your award opportunity
      and any final award are subject to the terms and conditions of the 1998
      Long-Term Incentive Plan.

    
      
 

      KEY
        INITIATIVE[S]

      There
        are
        certain initiatives the senior management team will be responsible for. You
        are
        considered to be one of the leaders for the initiative[s] relating to the
        following criteria:

      

      
        	·  	
                [Reduction
                  of manufacturing capacity.]

              

      

      
        	·  	
                [Achievement
                  of cost reduction targets.]

              

      

      
        	·  	
                [Increased
                  platform and component sharing.]

              

      

      
        	·  	
                [Increased
                  market share.]

              

      

      
        	·  	
                [Completion
                  and implementation of the Visteon
                  transaction.]

              

      

      

      Each
        of
        the metrics by which your performance will be measured will [have a weight
        that
        ranges from __% to __%] [have equal weight]. There are plans to have this
        team
        meet regularly to review the status-to-objectives. The payout of your award
        is
        dependent solely upon the achievement of your initiatives.

      

      TARGET
        AWARD VALUE

      
        	Ø  	
                Your
                  total award opportunity value is: [
                  ]

              

      

      

      Your
        continued leadership is greatly appreciated and is essential to the success
        of
        achieving these critical Company initiatives in each of the next three
        years.Exhibit 10-V Form of Special 2006 Performance Incentive Opportunity Letter.**

     

                                                                                                                                                                                                                                                                                                           
      Exhibit 10-V

    

    Form
      of Special 2006 Performance Incentive Arrangement

    

    

    

    

    
      

    

    [The
      CEO
      will not participate in this arrangement] [Date]
      2006

    

    To: [Name]

    

    

    Subject: 2006
      Officer Retention Incentive Program

    

    Overview

    As
      a
      retention incentive, and to reward performance in support of the Company's
      objectives, the Compensation Committee of the Board of Directors has approved
      a
      special retention incentive program. [Pending Compensation Committee final
      approval, you have been selected to participate in this program because of
      your
      role in leading the Company's efforts toward improved performance.]

    

    [The
      Committee has approved the target award and the performance-based objectives
      related to this program.] The award will be paid 50% in cash (paid in three
      annual installments) and 50% in restricted stock equivalents (RSEs). You will
      have the opportunity to earn the RSEs on a performance basis. Metrics for the
      RSE opportunity will be based equally on CBG PBT and CBG Quality. 

    

    There
      will be a one-year performance period after which the Compensation Committee
      of
      the Board of Directors will determine the final award. The final award RSEs
      will
      have a two-year restriction. Dividend equivalents will be credited in the form
      of additional RSEs during the restriction period, however, no dividends or
      equivalents will be paid or credited during the performance period. As soon
      as
      feasible after the end of the restriction period, the RSEs will be converted
      to
      shares of Ford Common Stock, less shares withheld to cover applicable taxes.
      

    

    The
      RSEs
      are subject to the terms and conditions of the 1998 Long-Term Incentive Plan.
      [All other conditions that apply to the annual performance-based RSE program
      apply to this program.]

    

    Target
      Award Value

    
      	Ø  	
              Your
                total award opportunity is: [ ] 

            

    

    

    Your
      continued leadership is greatly appreciated and is essential to the Company's
      ongoing success.Exhibit 10-Z Arrangement between Ford Motor Company and James J. Padilla.**

    Exhibit
      10-Z

    

    

    Description
      of Arrangement for James J. Padilla

    

    

    From
      September 1, 1978 until September 1, 1979, James J. Padilla, Ford’s President
      and Chief Operating Officer, took an unpaid leave of absence from the Company
      to
      participate in the White House Fellowship Program. Mr. Padilla did not receive
      any pension credit under the Company’s General Retirement Plan (“GRP”) during
      the term of his service as a White House Fellow. In order to provide Mr. Padilla
      with benefits that approximately duplicate the benefits he would have received
      under the GRP, in September 2003 the Company approved that 0.8 years of service
      be credited to Mr. Padilla under the Company’s Executive Separation Allowance
      Plan and the Supplemental Executive Retirement Plan.Exhibit 10-AA-1 Arrangement between Ford Motor Company and William Clay Ford,
      Jr. dated February 27, 2006.**

    Exhibit
      10-AA-1

    

    

    Arrangement
      between Ford Motor Company 

    and
      William Clay Ford, Jr. dated February 27, 2006

    

    

    On
      February 27, 2006, the Compensation Committee of Ford's Board of Directors
      and
      William Clay Ford, Jr., Ford's Chairman and Chief Executive Officer, agreed
      to
      clarify the terms of Mr. Ford's compensation arrangements relating to Mr. Ford's
      eligibility to receive certain Restricted Stock Equivalents. In March 2005,
      the
      Compensation Committee approved an arrangement whereby one-half of the value
      of
      Mr. Ford's usual long-term incentive grant (normally a grant of stock options)
      was replaced with an opportunity to earn up to a target amount of Restricted
      Stock Equivalents based on his performance during 2005. Since the arrangement
      began in March 2005, the Committee did not intend that it would be covered
      by
      the May 11, 2005, agreement whereby Mr. Ford and the Committee agreed that
      Mr.
      Ford would forego any "new" compensation until the Company's Automotive sector
      has achieved sustainable profitability. Mr. Ford will not take part in any
      similar program or receive any salary, bonus, or long-term compensation for
      2006, unless allowed under the May 11, 2005 agreement. Mr. Ford has committed
      to
      donate shares representing any final award he receives from this 2005
      performance-based opportunity to charitable organizations of his choice when
      the
      restriction period lapses and the Restricted Stock Equivalents convert to
      unrestricted shares of common stock in 2007.

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