Document:

Form of Performance Award Notice

 Exhibit 10.i 
 The
Boeing Company Performance Award Notice 
 To: <<First Name>> <<Last Name>> 
 BEMS ID: <<ID>> 
 Performance Awards are units that will be paid in either
cash or Boeing stock, subject to the Compensation Committee’s (the “Committee”) discretion, if earned at the end of a three-year performance period. Your Performance Awards are awarded pursuant to The Boeing Company’s 2003
Incentive Stock Plan, As Amended and Restated (the "Plan"), and the award is subject to the terms and conditions of the Plan. If there is any inconsistency between the terms of this notice and the terms of the Plan, the Plan’s terms shall
control. A copy of the Plan Summary has been included with this notice. 
 Overview of Your 2007 Performance Award Grant 
 Grant Date: February 26, 2007 
 Number of Units
Granted: << 
 Performance Period: January 1, 2007 – December 31, 2009 
  

	1.	 	Target Value of Performance Awards. The Performance Award target value (or “initial value”) will be based on a multiple of 12/31 salary, with the multiples determined by
executive grade. The target value will be expressed as a number of units (rounded to the nearest unit). Each unit will have an initial value equal to $100. 

  

	2.	 	Performance Measure. For the 2007-2009 Performance Period, the performance measure will be three-year cumulative Economic Profit based on the 2007 Long-Range Business Plan. The
Compensation Committee retains discretion in calculating actual performance to exclude the impact of extraordinary and/or non-recurring items deemed not reflective of the Company’s core operating performance. Such non-recurring items may
include, but are not limited to, exogenous events, acquisitions, divestitures, changes in accounting principles, or “extraordinary items” determined under generally accepted accounting principles (GAAP). 

  

	3.	 	Final Award Determination. Final awards will be determined following the end of the Performance Period. The amount payable may be anywhere from $0 to $200 per unit, depending on the
Company’s performance against plan for the period ending on December 31, 2009. In order for any payments to be made, a threshold level of performance must be achieved. As a result, the final award will range from 0% to a maximum of 200% of
the Performance Award target value, as outlined below. There will be straight-line interpolation to determine payouts between threshold and target, and target and maximum. 

  

							
	 Level of
 Performance
	  	Final Performance Award
Unit Value	  	 EP Achievement
 (% of Plan)
	  	Payout Factor
(% of Target Award)
	 Maximum
	  	$200	  	125%	  	200%
	 	 	 	 
	 Target
	  	$100	  	Plan	  	100%
	 	 	 	 
	 Threshold
	  	$25	  	75%	  	25%
	 	 	 	 
	     Below Threshold    
	  	$0	  	<75%	  	0%

  

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	4.	 	Rights to Continued Employment. Subject to the terms and conditions outlined under section 5, Performance Awards are awarded on the condition that you remain employed by the Company
from the date of grant through the entire performance period. You will not have any right to any award unless and until all terms, conditions, and provisions of the Performance Award program that affect you have been complied with as specified
herein. Your Performance Awards, however, shall not impose upon the Company any obligation to retain you in its employ for any given period or upon any specific terms of employment. 

  

	5.	 	Termination due to Retirement, Layoff, Disability, or Death. In the event your employment is terminated by reason of retirement, layoff, disability, or death, you shall continue to be
eligible to participate in the performance period; provided you were on the active payroll on the grant date. Your Performance Award payout will be prorated based on the number of full calendar quarters spent on the active executive payroll during
the three-year performance period (you must be on the active payroll on the last day of the calendar quarter to receive full credit for that quarter). Payment for such awards will be made at the same time as payment would have been made had you not
had a termination of employment. 

  

	6.	 	Other Terminations. In the event your employment is terminated prior to payment of the Performance Awards for reasons other than those described in section 5, all Performance Awards
granted hereunder shall immediately be forfeited by you and canceled. This includes termination for cause and resignation. 

  

	7.	 	Leave of Absence. Unless otherwise required by law, in the event you have an authorized leave of absence at any time during the performance period which absence extends beyond three
full calendar months (including any absence that began before the grant date), your Performance Award payout will be prorated based on the number of full and partial months spent on the active payroll. 

  

	8.	 	Executive Payroll. If at any time during the performance period you leave the executive payroll (defined as e-series grade levels) without a termination of employment, your Performance
Award payout will be prorated based on the number of full and partial months spent on the executive payroll. 

  

	9.	 	Form and Timing of Payment of Performance Awards. Any payment of the Performance Awards shall be made in either cash or shares of Boeing stock, at the Compensation Committee’s
discretion. The Performance Award payment shall be made within a reasonable time following the end of the performance period. For certain eligible participants, amounts to be paid in connection with Performance Awards may be deferred in accordance
with the Company’s deferred compensation plan then in place. 

 The Company will deduct from your Performance Award distribution any
withholding or other taxes required by law and may deduct any amounts due from you to the Company or to any Company subsidiary. In the event of a stock distribution, shares will be in a number equal to the whole number of shares that could be
purchased with the total Performance Award cash payout, based on the average of the high and low per share trading prices for the common stock of the Company as reported for the “New York Stock Exchange – Composite Transactions” on
the date of distribution, after reduction to pay the applicable withholding amounts. Fractional share values will be applied to Federal tax withholding. 
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	10.	 	Beneficiaries. A participant may designate one or more beneficiaries to receive Performance Award distributions upon the death of the participant. If no beneficiary has been
designated, all such amounts shall be paid to the personal representative of the participant. The form of beneficiary designation shall be determined by the Committee. 

  

	11.	 	Transferability. These Performance Awards are not transferable by you, whether voluntarily or involuntarily, by operation of law or otherwise, except as provided in the Plan. If any
assignment, pledge, transfer, or other disposition, voluntary or involuntary, of these Performance Awards shall be made, or if any attachment, execution, garnishment, or lien shall be issued against or placed upon the Performance Awards, then your
right to the Performance Awards shall immediately cease and terminate and you shall promptly forfeit to the Company all Performance Awards awarded under this notice. 

  

	12.	 	Successors. All obligations of the Company under the Performance Award program shall be binding on any successor to the Company, whether the existence of such successor is the result
of a direct or indirect purchase, merger, or consolidation, or otherwise, of all or substantially all the business and/or assets of the Company. 

  

	13.	 	Amendment, Modification and Termination. The Board of Directors (or its delegate) has the authority to amend, modify, or terminate the Performance Award program. No termination,
amendment, or modification may adversely affect in any material way any Performance Award previously granted without the written consent of the participant involved. 

  

	14.	 	Clawback Policy. These Performance Awards are subject to the Clawback Policy adopted by the Company’s Board of Directors, which provides as follows:

 The Board shall, in all appropriate circumstances, require reimbursement of any annual incentive payment or long-term incentive
payment to an executive officer where: (1) the payment was predicated upon achieving certain financial results that were subsequently the subject of a substantial restatement of Company financial statements filed with the Securities and
Exchange Commission; (2) the Board determines the executive engaged in intentional misconduct that caused or substantially caused the need for the substantial restatement; and (3) a lower payment would have been made to the executive based
upon the restated financial results. In each such instance, the Company will, to the extent practicable, seek to recover from the individual executive the amount by which the individual executive’s incentive payments for the relevant period
exceeded the lower payment that would have been made based on the restated financial results. For purposes of this policy, the term “executive officer” means any officer who has been designated an executive officer by the Board.

 Page 3Form of Non-Qualified Stock Option Grant Notice

 Exhibit 10.ii 
 THE BOEING COMPANY 
 NON-QUALIFIED STOCK OPTION GRANT NOTICE OF TERMS 
 To: «FirstName» «LastName» 
 BEMSID: «ID»

 As part of the Executive Compensation Program you have been granted the option to purchase shares of the Company’s common stock as follows: 
 Number of Options: «StockOptions» shares 
 Exercise
Price: $89.645 
 The exercise price represents the fair market value of Boeing stock on the date of grant. For purposes of this grant, fair market value is
defined as the average of the high and low per share trading prices of the Company’s common stock on the New York Stock Exchange during regular session trading for a single trading day. 
 The grant of the option is made pursuant to The Boeing Company 2003 Incentive Stock Plan for Employees, As Amended and Restated (the “Plan”). A copy of the Plan Summary
is attached and incorporated into this notice by reference. The terms and conditions of the stock option are as set forth in the Plan and in this notice. Exercise of all or part of this stock option constitutes acceptance of all the terms and
conditions of the option grant. 
 For purposes of this notice the term “Company” means The Boeing Company and/or subsidiary of The Boeing Company. The term
“retirement” means retirement under the conditions that satisfy the terms of the Company retirement plan or the applicable subsidiary plan. 
 Type of
Option: These options are granted as Non-Qualified Stock Options and are subject to Section 83 of the U.S. Internal Revenue Code. Non-qualified stock options are considered ordinary income when exercised and are taxed accordingly. The
amount of ordinary income is the difference between the exercise price (or grant price) and the price on the date the options are exercised. 
 Date of
Grant: The date of the stock option grant is February 26, 2007. 
 Vesting and Exercisability: 
 To establish a vested right to any portion of the option, you must remain employed by the Company for at least one year from the date of grant. If you remain employed by the
Company for one year after the date of the grant, and the stock option has not otherwise expired, the stock option shall become vested and exercisable according to the following schedule: 
  

			
	 Date on which Stock Option vests
 and becomes exercisable
	 	 Portion of Grant that vests
 and becomes exercisable

	1 year after the date of grant	 	34%
	2 years after the date of grant	 	33%
	3 years after the date of grant	 	33%

 Termination: 
 If your
employment terminates for any reason prior to the one-year anniversary of the date of grant, the stock option and all rights to exercise the option will terminate completely upon your termination of employment. 
  

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 After the one-year anniversary of the date of grant, if your employment with the Company terminates for any reason prior to the
date the option becomes 100% vested and exercisable in accordance with the schedule under “Vesting and Exercisability”, the non-vested portion of the stock option will not vest and the non-vested portion of the option and all rights to the
non-vested portion will terminate completely upon your termination of employment. (See “When the Vested Option Expires” below for important rules on when vested options expire.) 
 When the Vested Option Expires: 
 As long as you remain employed by the Company,
the stock option will expire after 10 years from the date of grant (or February, 26, 2017). 
 If your employment with the Company terminates due to death,
disability, retirement or layoff, the vested portion of the option will expire at the earlier of 5 years from your termination or February 26, 2017. 
 If your employment with the Company terminates due to voluntary resignation, the vested portion of the option will expire at the earlier of 90 days from your termination or February 26, 2017. 
 If your employment with the Company terminates for reasons other than death, disability, retirement, layoff or voluntary resignation (such as for cause), your vested
options will expire upon your termination. 
 It is your responsibility to be aware of an option’s expiration date so that you may consider whether or not
to exercise your option before it expires. 
 Exercise: During your lifetime only you, your guardian or your legal representative may exercise the stock
option. The Plan permits exercise of the stock option by the personal representative of your estate or the beneficiary thereof following your death. 
 Transfer: The stock option is not transferable except by will or applicable laws of descent and distribution. 
 Clawback Policy:
This stock option grant is subject to the Clawback Policy adopted by the Company’s Board of Directors, which provides as follows: 
 The Board
shall, in all appropriate circumstances, require reimbursement of any annual incentive payment or long-term incentive payment to an executive officer where: (1) the payment was predicated upon achieving certain financial results that were
subsequently the subject of a substantial restatement of Company financial statements filed with the Securities and Exchange Commission; (2) the Board determines the executive engaged in intentional misconduct that caused or substantially
caused the need for the substantial restatement; and (3) a lower payment would have been made to the executive based upon the restated financial results. In each such instance, the Company will, to the extent practicable, seek to recover from
the individual executive the amount by which the individual executive’s incentive payments for the relevant period exceeded the lower payment that would have been made based on the restated financial results. For purposes of this policy, the
term “executive officer” means any officer who has been designated an executive officer by the Board. 
 Additional Information: 
 Additional information about Boeing stock options, including your current stock option status report, will be provided to you annually. Further questions regarding stock options
may be addressed to the Stock Option Administration Office by email at stockoptions@boeing.com or answered by visiting the internal Boeing website http://stockoptions.web.boeing.com. 
  

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