Document:

exhibit10-1.htm

    Exhibit 10.1

      Summary Sheet of
Executive Cash Compensation

       and Award
Targets Under the Annual Incentive Plan

      

      The following table sets forth the current base
salaries provided for the Company’s CEO, CFO and four most highly compensated
executive officers.  Salary increases are determined annually in
March.

      

      
        	
                Executive
      Officers

              	
                Current
      Salary

              
	 
    	 
    
	
                Angelo
      Brisimitzakis

              	
                $600,000

              
	
                Rodney
      Underdown

              	
                $303,209

              
	
                Ronald
      Bryan

              	
                $250,667

              
	
                Gerald Bucan

              	
                $255,000

              
	
                Keith
      Clark

              	
                $300,000

              
	
                David
      Goadby

              	
                $ 364,470 or
      £183,723

              

      

      

      Executive officers are also eligible to receive
a bonus each year under the Company’s Annual Incentive Plan (filed as Exhibit
10.2).  The target percentages (based on percentage of salary ) under
this plan for the Company’s CEO, CFO and four most highly compensated executive
officers are as shown in the following table.

      

      
        	
                Executive
      Officers

              	
                Target
      Percentage

              
	 
    	 
    
	
                Angelo
      Brisimitzakis

              	
                80%

              
	
                Rodney
      Underdown

              	
                50%

              
	
                Ronald
      Bryan

              	
                50%

              
	
                Gerald Bucan

              	
                50%

              
	
                Keith
      Clark

              	
                50%

              
	
                David
      Goadby

              	
                45%exhibit10-2.htm

    

    Exhibit 10.2

    COMPASS
MINERALS INTERNATIONAL, INC. (CMP)

    ANNUAL INCENTIVE COMPENSATION PLAN
(AIP)

     

    Plan Summary as of April 29,
2008

     

    OVERVIEW

     

    This is a
discretionary incentive compensation plan adopted and established by the CMP
Board of Directors pursuant to the 2005 Annual Incentive Award Plan which was
approved by stockholders on August 4, 2005.  This plan is designed and
authorized for execution on an annual basis. The policies, objectives, purposes
and guidelines of this plan are defined by the Compensation Committee, as
designated by the Board. All awards and bonus payments described herein are
entirely variable and at the sole discretion of the Compensation Committee may
be evaluated, modified or revoked at any time.

    All awards and
bonus payments are based upon specific performance related criteria consistent
with those in the 2005 Annual Incentive Award Plan, and as such, are not
considered standard payment for services and are not guaranteed.

     

    OBJECTIVES
and PURPOSE

     

    The objective of
the Annual Incentive Plan (AIP) is to establish a clear linkage between
annual business results and alignment of compensation for executives and key
management contributors.

     

    The purpose of this
discretionary incentive plan is to:

     

    
      	 
    	
              •

            	 
    	
              Reward
      employees for achieving and exceeding individual and CMP
      objectives.

            
	 
    	 
    	 
    	 
    
	 
    	
              •

            	 
    	
              Promote
      teamwork across Business Units and Functions.

            
	 
    	 
    	 
    	 
    
	 
    	
              •

            	 
    	
              Reinforce and
      motivate participants to fully utilize CMP resources and continual efforts
      to maximize earnings, cash flow and growth.

            
	 
    	 
    	 
    	 
    
	 
    	
              •

            	 
    	
              Establish
      Environmental, Health and Safety (EHS) results as a common, primary
      multiplier for all AIP awards.

            

    

     

    ELIGIBILITY

     

    Employee
participation is based on recommendations of the CEO and the Executive Staff.
The CEO, in keeping with established policies, determines and recommends the
individual awards for the executive and key management group. All individual
participants are approved by the Compensation Committee. A participant may be
removed from the Plan at any time at the discretion of the Company.

     

    AWARD
CRITERIA

     

    
      	 
    	
              •

            	 
    	
              AIP awards
      are dependent upon accomplishment of CMP Corporate and Business Unit goals
      and objectives. Payments will be based on performance targets established
      for an incentive period beginning January 1 through December 31 of a
      particular year.

            

    

    
      
         

      

      
         

        
          

        

      

      
         

      

    

     

    

     

    
      	 
    	
              •

            	 
    	
              The CEO and
      Vice President of Human Resources will develop recommendations for the
      Compensation Committee for the Target Percentage assigned to participants
      in the AIP Plan other than the CEO, whose Target Percentage is
      independently determined by the Compensation Committee. Overall incentive
      award is capped and shall not exceed 200% of base salary before the impact
      of the Environmental, Health and Safety Multiplier, as discussed more
      fully below.

            
	 
    	 
    	 
    	 
    
	 
    	
              •

            	 
    	
              Participants
      in the AIP are assigned an overall Target Percentage; this is a percent of
      base salary and the corresponding dollar amount is the Participant’s
      Target Award.

            
	 
    	
              o

            	 
    	
              Example: A participant
      with a base salary of $50,000 and Target Percentage of 10% would have a
      Target Award of $5,000 (= 100% of
      Target).

            

    

    

    
      	 
    	
              •

            	
              Participant’s
      base salary reported as of December 31 of the performance year,
      excluding bonuses, special pay and other forms of compensation, will be
      used to calculate AIP Awards.

            
	 
    	 
    	 
    
	 
    	
              •

            	
              All payments
      made under this plan require approval of the Compensation
      Committee.

            

    

     

    In
the event of an accounting restatement which reduces the corporate or divisional
financials on which this incentive award was based, the Company may, at its sole
discretion, require repayment from Participants of all or any portion of any
incentive awards which were incorrectly stated. All Participants who receive an
AIP incentive award shall be required to repay the amount specified upon written
notification.

     

    PLAN
DESIGN

     

    Specific AIP
targets are established each year for each participant based on goals relating
to overall Company performance, business-unit performance and personal
performance. Goals are specified as follows:

     

    
      	 
    	
              •

            	 
    	
              Company
      Consolidated and Business Unit Adjusted EBITDA (Adjusted EBITDA is
      earnings before interest, taxes, depreciation, depletion and amortization,
      other income/expense and other special charges or
  income.)

            
	 
    	 
    	 
    	 
    
	 
    	
              •

            	 
    	
              Consolidated
      and Business-Unit Net Operating Cash Flow (Consolidated Net Operating Cash
      Flow is Cash flows from operations less capital spending; Business-Unit
      Net Operating Cash Flow is EBITDA less capital spending, plus or
      minus changes in working capital.)

            
	 
    	 
    	 
    	 
    
	 
    	
              •

            	 
    	
              Consolidated
      and Business-Unit Net Sales (Net Sales is gross revenue minus shipping and
      handling costs.)

            
	 
    	 
    	 
    	 
    
	 
    	
              •

            	 
    	
              Personal
      Performance Objectives

            
	 
    	 
    	 
    	 
    
	 
    	
              •

            	 
    	
              Environmental,
      Health and Safety (“EHS”) Incidence Rates (This measure is used as an
      Annual Incentive Plan multiplier called an “EHS Multiplier,” which we use
      to encourage and reward safe
operations.

            

    

     

    The weighting of
these components is based on the responsibilities of the participant. Targets
for participants responsible for a business-unit differ from those for
participants with overall “corporate” responsibility (e.g., Chief Financial
Officer), as shown below:

     

    2

     

    
      
         

      

      
         

        
          

        

      

      
         

      

    

    

    
      	
               % AIP Weighting

            	
              CORPORATE
      PARTICIPANT

            	 	
               

               

                % AIP
      Weighting

            	
               BUSINESS-UNIT
      PARTICIPANT

            
	
              50

            	
              %

            	
              Consolidated
      Adjusted EBITDA

            	 	
              25

            	
              %

            	
              Consolidated
      Adjusted EBITDA

            
	 
    	 
    	 
    	 	
              25

            	
              %

            	
              Business-Unit
      Adjusted EBITDA

            
	
              20

            	
              %

            	
              Consolidated
      Net Operating Cash Flow

            	 	
              10

            	
              %

            	
              Consolidated
      Net Operating Cash Flow

            
	 
    	 
    	 
    	 	
              10

            	
              %

            	
              Business-Unit
      Net Operating Cash Flow

            
	
              10

            	
              %

            	
              Consolidated
      Net Sales

            	 	
              5

            	
              %

            	
              Consolidated
      Net Sales

            
	 
    	 
    	 
    	 	
              5

            	
              %

            	
              Business-Unit
      Net Sales

            
	
              20

            	
              %

            	
              Personal
      Performance Objectives

            	 	
              20

            	
              %

            	
              Personal
      Performance Objectives

            
	 
    
	
              100

            	
              %

            	 
    	 	
              100

            	
              %

            	 
    
	
              +/-10

            	
              %

            	
              EHS
      Multiplier

            	 	
              +/-10

            	
              %

            	
              EHS
      Multiplier (50% Business-Unit and 50%
  Consolidated)

            

    

     

    Award levels with
respect to Adjusted EBITDA, Net Operating Cash Flow and Net Sales Revenue (both
Consolidated and Business-unit) are based on performance as
follows:

     

    
      	 
    	 
    	 
    	 
    	 
    	 
    
	
              PERCENT
      OF GOAL ACHIEVED

            	 
    	
              PERCENT
      OF AIP TARGET PAID

            
	 
    	
              £  75

            	
              %

            	 
    	
              0

            	
              %

            
	 
    	
              100

            	
              %

            	 
    	
              100

            	
              %

            
	 
    	
              3125

            	
              %

            	 
    	
              200

            	
              %
      (max)

            

    

     

    AIP bonuses are
awarded on a linear sliding scale based on the achievement of 75% or more of the
target goals. The maximum potential award equals 200% of the target goal before
the impact of the EHS Multiplier.

     

    Participants are
evaluated on individual personal performance objectives. Payments may range from
0% to 200% of the AIP target goal before the impact of the EHS
Multiplier.

     

    Finally, an EHS
Multiplier (which is calculated based on measurable safety goals established by
each Business-Unit and represents an improvement versus best achieved historical
performance) will be applied on a linear sliding scale to the combined AIP award
for all components. calculated above as follows:

     

    
      	 
    	 
    	 
    	 
    	 
    
	
              EHS
      RATING ACHIEVED

            	 
    	
              MULTIPLER
      APPLIED

            
	
              25% or more
      improvement beyond goal

            	 
    	 
    	
              1.1

            	 
    
	
              100% of
      goal

            	 
    	 
    	
              1.0

            	 
    
	
              25% or more
      shortfall below goal

            	 
    	 
    	
              0.9

            	 
    

    

    

    ALLOCATION
OF PAYMENTS

     

    
      	 
    	
              Ø

            	 
    	
              Payments are
      made as soon as practical after annual financial statements are available
      and upon final approval of the Compensation Committee.

            
	 
    	 
    	 
    	 
    
	 
    	
              Ø

            	 
    	
              To be
      eligible to receive an AIP bonus payment, a participant must have been
      actively employed at the time of any approved pay-out.

            
	 
    	 
    	 
    	 
    
	 
    	
              Ø

            	 
    	
              Any
      participant who terminates employment, voluntarily or involuntarily, prior
      to the time of any approved payout will
      not receive an AIP bonus payment, except as stipulated
      below:

            

    

     

    3

     

    
      
         

      

      
         

        
          

        

      

      
         

      

    

     

     

    
      	 
    	
              o

            	 
    	
              In the event
      of normal retirement, disability or death prior to the end of an incentive
      period, an otherwise eligible participant may receive a pro-rated AIP
      payment amount, provided an AIP award was approved for the applicable
      incentive period.

            
	 
    	 
    	 
    	 
    
	 
    	
              o

            	 
    	
              In the event
      of a change in ownership or control resulting in termination of employment
      prior to end of the incentive period, an otherwise eligible participant
      may receive a pro-rated AIP payment amount, provided an AIP award was
      approved for the applicable incentive period.

            
	 	 	 	 
	 
    	
              Ø

            	 
    	
              An employee
      hired into a position approved for participation after the beginning of an
      incentive period may be considered for a pro-rated participation in this
      plan upon recommendation of the CEO and approval of the Compensation
      Committee.

            
	 
    	 
    	 
    	 
    
	 
    	
              Ø

            	 
    	
              AIP bonus
      payments are paid-out on a one-time basis as a lump-sum, in cash, as such
      are considered compensation and reportable income for all tax reporting
      purposes.

            
	 
    	 
    	 
    	 
    
	 
    	
              Ø

            	 
    	
              AIP bonus
      payments are included in total annual earnings and must be counted for the
      purpose of calculating 401k contributions, profit sharing contributions
      and other applicable deductions.

            
	 
    	 
    	 
    	 
    
	 
    	
              Ø

            	 
    	
              A
      participant, who is not meeting business objectives or job performance
      expectations during an incentive period, may be removed from eligibility
      in the AIP Plan upon approval of the Vice President of Human Resources and
      the CEO.

            
	 
    	 
    	 
    	 
    
	 
    	
              Ø

            	 
    	
              A participant
      on a Performance Improvement Plan for job performance is not eligible to
      receive an AIP bonus payment.

            

    

     

    This document
supersedes all other documents that may establish or describe any criteria for
participation in this plan or any other Compass Minerals compensation plan. This
plan can be modified or terminated at any time by the President and CEO of the
Company. This document does not provide nor is it intended to infer any instance
of guarantee regarding participation or bonus pay-out. Furthermore, this
document does not establish any contract of employment between the Company and
any employee, nor does it establish any guarantee of employment for any specific
period of time.

     

    4

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