Document:

exv10w1

Exhibit 10.1

DEAN FOODS CORPORATE

2008 SHORT-TERM INCENTIVE COMPENSATION PLAN

	 	 	 
	Purpose:

	 	To (i) align employee compensation with the annual
objectives of the Company, (ii) motivate employees to create
sustained shareholder value, and (iii) ensure retention of
key employees by ensuring that compensation remains
competitive.
	 
	 	 
	Participants:

	 	Key management employees, individual contributors, and
senior executive officers of Dean Foods who are in positions
to influence and/or control results in their specific areas
of responsibility.
	 
	 	 
	Payout Criteria:

	 	The criteria for payment to Participants under this Plan and
the weighting of such criteria is based on position level in
the organization, performance against financial targets and
performance against individual objectives as
set forth below.

	 	 	 
	Participant Group	 	Dean Objectives
	All Participants

	 	60% Dean Financial(s)

40% Individual Objectives

	 	 	 
	Payout Scales:

	 	The payout factor for the financial component is 0% — 200%
based on actual performance against approved objectives.
The payout factor for the individual objective component is
0% — 150% based on actual performance against objectives.
	 
	 	 
	Objectives
Performance
Payout Factor:

	 	Approved financial objectives and the range of performance
for each objective for the Plan Year along with the
corresponding payout factor scale based on actual
performance will be included in the Administrative
Guidelines for the Plan.
	 
	 	 
	Individual
Objectives:

	 	Each plan participant will have a component of their
incentive based on the attainment of certain specified
individual performance objectives as determined by the
Participant’s supervisor. Actual earned awards are based
on the individual’s performance rating under the One Dean
Performance Management Program (PMP). The Company will
provide guidelines for the determination of these awards on
an annual basis.
	 
	 	 
	 

	 	If financial performance exceeds 100% of target, then the individual
payout factor is multiplied by the financial payout factor for purposes of
calculating the individual component of the incentive award. If a
participant has 2 or more financial measures in the financial component,
then the financial payout factors are averaged on a pro rata basis to
determine if overall Financial performance exceeds 100% of target. If the
prorata average of the financial payout factors exceeds 100% of target,
then the prorata average of the financial factors is multiplied by the
Individual payout factor for purposes of calculating the individual
component of the incentive award.

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DEAN FOODS CORPORATE

2008 SHORT-TERM INCENTIVE COMPENSATION PLAN

	 	 	 
	Adjustment of
Targets

	 	Upon the recommendation of the CEO, the Compensation
Committee may (but has no obligation to) adjust the
incentive criteria, targets or payout scale upon the
occurrence of extraordinary events or circumstances.
Significant acquisitions or dispositions of assets or
companies or issuances or repurchases of common stock or
other equity interests may, at the Compensation
Committee’s discretion, result in an adjustment to the
Dean Foods financial target or a region’s or business
unit’s financial target.
	 
	 	 
	Determination
of Individual
Target Incentive:

	 	Individual target incentives for specific positions are
included in the Dean Foods Integrated Compensation
Program. The Company may make adjustments to an
individual’s target incentive based on market conditions
or business requirements.
	 
	 	 
	Eligibility:

	 	Eligibility is determined by level in the company or as
approved by the Chairman and CEO, or Executive Vice
President Human Resources, or their designate.
Participants must be actively employed by the Company on
the date incentive awards are paid in order to receive
an incentive award, except as otherwise provided by
State law. If a participant dies, becomes disabled, or
retires prior to the payment of awards, the participant
may receive a payout, at the time other incentive awards
are paid, based on actual time in the position and
actual results of the company. Eligibility and
individual target amounts may be prorated. A
participant’s year-end base salary will be used to
calculate the incentive award. All proration of
incentive awards will be calculated based on whole month
participation. If an employee becomes eligible to
participate in the plan, transfers or becomes ineligible
to participate in the plan between the first day of the
month and the 15th of the month, the
incentive award will be calculated based on full month
participation. If the eligibility change occurs between
the 16th of the month and the end of the
month, the incentive award will be calculated beginning
with the full calendar month following the change.
Eligible participants who join the company on or after
October 1st will receive a prorated award, if
earned, with the individual portion of the award
calculated at target performance.
	 
	 	 
	Special Awards:

	 	Upon recommendation of the Dean Foods Company Chairman
and CEO, special awards may be made to individual
employees in the Company in recognition of extraordinary
achievement which has created or will create value for
Dean Foods and its shareholders.

2exv10w2

Exhibit 10.2

DSD PLATFORM

2008 SHORT-TERM INCENTIVE COMPENSATION PLAN

	 	 	 
	Purpose:

	 	To (i) align employee compensation with the annual
objectives of the company, (ii) motivate employees to create
sustained shareholder value, and (iii) ensure retention of
key employees by ensuring that compensation remains
competitive.
	 
	 	 
	Participants:

	 	Key management employees, individual contributors, and
senior executive officers of Dean Foods DSD Platform who are
in positions to influence and/or control results in their
specific areas of responsibility.
	 
	 	 
	Payout Criteria:

	 	The criteria for payment to Participants under this Plan and
the weighting of such criteria is based on position level in
the organization, performance against financial targets and
performance against individual objectives as
set forth below.

	 	 	 
	Participant Group	 	DSD Objectives
	President, DSD
	 	20% Dean Foods Financial(s)
	 
	 	40% DSD Financial(s)
	 
	 	40% Individual Objectives
	 
	 	 
	Senior Leadership Team (Direct reports to
	 	60% DSD Financial(s)
	President, DSD) & DSD Corporate Staff
	 	40% Individual Objectives
	 
	 	 
	Group Vice Presidents and DSD Group Staff
	 	60% Group Financial(s)
	 
	 	40% Individual Objectives
	 
	 	 
	General Manager and Staff
	 	60% Business Unit Financial(s)
	 
	 	40% Individual Objectives

	 	 	 
	Payout Scales:

	 	The payout factor for the financial component is 0% — 200%
based on actual performance against approved objectives.
The payout factor for the individual objective component is
0% — 150% of actual performance against approved
objectives.
	 
	 	 
	Objectives
Performance Payout Factor:

	 	Approved financial objectives and the range of performance
for each objective for the Plan Year along with the
corresponding payout factor scale based on actual
performance will be included in the Administrative
Guidelines for the Plan.

1

 

DSD PLATFORM

2008 SHORT-TERM INCENTIVE COMPENSATION PLAN

	 	 	 
	Individual Objectives:

	 	Each plan participant will have a component of their
incentive based on the attainment of certain specified
individual performance objectives as determined by the
Participant’s supervisor. Actual earned awards are based
on the individual’s performance rating under the One Dean
Performance Management Program (PMP). The Company will
provide guidelines for the determination of these awards on
an annual basis
	 
	 	 
	 

	 	If financial performance exceeds 100% of target, then the individual
payout factor is multiplied by the financial payout factor for purposes of
calculating the individual component of the incentive award. If a
participant has 2 or more financial measures in the financial component,
then the financial payout factors are averaged on a pro rata basis to
determine if overall Financial performance exceeds 100% of target. If the
prorata average of the financial payout factors exceeds 100% of target,
then the prorata average of the financial factors is multiplied by the
Individual payout factor for purposes of calculating the individual
component of the incentive award.
	 
	 	 
	Adjustment of
Targets

	 	Upon the recommendation of the CEO, the Compensation
Committee may (but has no obligation to) adjust the
incentive criteria, targets or payout scale upon the
occurrence of extraordinary events or circumstances.
Significant acquisitions or dispositions of assets or
companies or issuances or repurchases of common stock or
other equity interests may, at the Compensation
Committee’s discretion, result in an adjustment to the
Dean Foods financial target or a region’s or business
unit’s financial target.
	 
	 	 
	Determination
of Individual
Target Incentive:

	 	Individual target incentives for specific positions are
included in the Dean Foods Integrated Compensation
Program. The Company may make adjustments to an
individual’s target incentive based on market conditions
or business requirements.
	 
	 	 
	Eligibility:

	 	Eligibility is determined by level in the company or as
approved by the President, DSD or Executive Vice
President Human Resources, or their designate.
Participants must be actively employed by the Company on
the date incentive awards are paid in order to receive
an incentive award, except as otherwise provided by
State law. If a participant dies, becomes disabled, or
retires prior to the payment of awards, the participant
may receive a payout, at the time other incentive awards
are paid, based on actual time in the position and
actual results of the company. Eligibility and
individual target amounts may be prorated. A
participant’s year-end base salary will be used to
calculate the incentive award. All proration of
incentive awards will be calculated based on whole month
participation. If an employee

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DSD PLATFORM

2008 SHORT-TERM INCENTIVE COMPENSATION PLAN

	 	 	 
	 

	 	becomes eligible to participate in the plan, transfers or becomes
ineligible to participate in the plan between the first day of the

month and the 15th of the month, the incentive award will be
calculated based on full month participation. If the eligibility change
occurs between the 16th of the month and the end of the

month, the incentive award will be calculated beginning with the full
calendar month following the change. Eligible participants who join the
company on or after October 1st will receive a prorated award,
if earned, with the individual portion of the award calculated at target
performance.
	 
	 	 
	Special Awards:

	 	Upon recommendation of the Dean Foods Company CEO and the President, DSD special
awards may be made to individual employees in the Company in recognition of extraordinary
achievement which has created or will create value for Dean Foods and its shareholders.

3

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