Document:

exhibit10-2.htm

    EXHIBIT
10.2(b)

    

    PEOPLES
BANCORP INC. ANNUAL REPORT ON FORM 10-K

    FOR
FISCAL YEAR ENDED DECEMBER 31, 2009

    

    PEOPLES
BANCORP INC.

    INCENTIVE
AWARD PLAN

    

    Objectives

    
      	
              1.  

            	
              Reward
      employees for enhancing shareholder
value.

            

    

    
      	
              2.  

            	
              Contribute
      toward a compensation program that serves to retain, recruit, and develop
      talented financial services personnel and
  management.

            

    

     

    Participation

    
      	
              1.  

            	
              The
      Compensation Committee approves the participation of executive officers in
      the Incentive Plan. Executive officers identify other officers and
      employees who serve Peoples in a support role for inclusion in the
      Incentive Plan.

            

    

    
      	
              2.  

            	
              Participants
      must be employed as of the payout date in respect of a measurement period
      to receive payment for such measurement
period.

            

    

    
      	
              3.  

            	
              Participants
      must be employed before July 1 of Peoples’ fiscal year to be eligible for
      payment for the related measurement
period.

            

    

    
      	
              4.  

            	
              The
      Compensation Committee retains the right to exercise discretion in the
      awarding of actual payments under the Incentive
  Plan.

            

    

    

    Plan
Design, Performance Measures, and Payouts

    
      	
              1.  

            	
              The
      Incentive Plan is designed to recognize and reward performance against
      established financial and non-financial
targets.

            

    

    
      	
              a.  

            	
              Corporate
      goals and individual goals are established on an annual
    basis.

            

    

    
      	
              i.  

            	
              Corporate
      goals are established for the measurement period and a three-year period
      that includes the measurement period by the Board of Directors at their
      discretion.

            

    

    
      	
              ii.  

            	
              It
      is contemplated the corporate goals will be comprised of a variety of
      metrics, including those related to Peoples’ financial performance,
      capital adequacy and credit
quality.

            

    

    
      	
              iii.  

            	
              Individual
      goals for the executive officers will be approved by the Compensation
      Committee on an annual basis.

            

    

    
      	
              b.  

            	
              An
      absolute minimum level of corporate performance in respect of one or more
      of the financial goals is established on an annual basis by the Board of
      Directors.  This is the minimum level of corporate performance
      that must be achieved before any incentive payout which may otherwise be
      earned in respect of the level of achievement for any other corporate or
      individual goal can be made.  If Peoples fails to meet the
      designated absolute minimum level of corporate performance, no participant
      will be eligible for any incentive payout.  However, the
      Compensation Committee retains the right to make incentive payouts based
      on achievement of the established corporate and/or individual goals, even
      if the absolute minimum level of corporate performance is not
      attained.

            

    

    
      	
              2.  

            	
              Three
      levels of achievement are established for each goal: threshold, target and
      maximum.

            

    

    
      	
              3.  

            	
              All
      potential payouts under the Incentive Plan will be awarded as a percentage
      of the salary of the participant.

            

    

    
      	
              4.  

            	
              All
      awards under the Incentive Plan will be paid by March 15 of the year
      following the measurement period, which is Peoples' fiscal
      year.

            

    

    
      	
              a.  

            	
              Executive
      officers and certain other officers will be eligible to receive a
      potential payout in a blend of cash and
stock.

            

    

    
      	
              b.  

            	
              Other
      participants will be eligible to receive a potential payout in cash
      only.

            

    

    
      	
              5.  

            	
              Fifty
      percent of the payout level attributable to attainment of the performance
      goals will be awarded to an executive officer in the form of an annual
      cash incentive.  The remaining 50% of the payout level achieved
      would be in the form of equity-based long-term incentive compensation
      under the 2006 Equity Plan.

            

    

     

    
      
        
        

      

      
        1

        
          

        

      

      
        
        

      

       

    

    
      	
              a.  

            	
              The
      Compensation Committee is contemplating the use of time-vesting and
      performance-vesting for any potential payout in the form of equity-based
      long-term incentive compensation under the 2006 Equity
    Plan.

            

    

    
      	
              b.  

            	
              The
      Compensation Committee will also establish any multiple-year vesting or
      performance periods which will be applicable to any potential payout in
      the form of equity-based long-term incentive compensation under the 2006
      Equity Plan.

            

    

    

    
      
        
        

      

      
        2exhibit10-20.htm

    
      	
              EXHIBIT
      10.20

            

    

    

    PEOPLES
BANCORP INC. ANNUAL REPORT ON FORM 10-K

    FOR
FISCAL YEAR ENDED DECEMBER 31, 2009

    

    

    SUMMARY OF PERQUISITES FOR
EXECUTIVE OFFICERS

    OF PEOPLES BANCORP
INC.

    

    

    Based on
business need, on a case-by-case basis, the Compensation Committee of the Board
of Directors  (the “Committee”) of Peoples Bancorp Inc. (“Peoples”)
grants the use of a company-paid automobile and country club membership to
selected executive officers of Peoples to further business development on behalf
of Peoples.  Expenses relating to personal use of the country club
amenities are either reimbursed to Peoples or paid by the executive
officer.  Expenses relating to personal use of company automobiles are
reported as income to the executive officer.  On December 17, 2009,
the Board of Directors discontinued company-paid country club memberships for
executive officers effective January 1, 2010.

     

    On
January 12, 2006, the Committee approved the adoption of an Executive Health
Program for the executive officers.  The Executive Health Program
provides an opportunity for each named executive officer to participate in a
comprehensive medical screening annually at the expense of
Peoples.  Participation is voluntary.  The objective of the
Executive Health Program is the early identification of potential health
problems and the prompt, expert treatment of any medical problems detected,
which could negatively impact Peoples’ financial performance or current
management succession plans.exhibit10-21.htm

    EXHIBIT
10.21

    

    PEOPLES
BANCORP INC. ANNUAL REPORT ON FORM 10-K

    FOR
FISCAL YEAR ENDED DECEMBER 31, 2009

    

    SUMMARY
OF BASE SALARIES FOR EXECUTIVE OFFICERS

    OF PEOPLES BANCORP
INC.

    

    The base
salaries of executive officers of Peoples Bancorp Inc. (“Peoples”) are
determined by evaluating the most recent comparative peer data and the role and
responsibilities of their positions.  Individual salary increases are
reviewed annually and are based on Peoples’ overall performance and the
executive’s attainment of specific individual business objectives during the
preceding year.

    

    The
following table details the base salaries to paid by Peoples and its
subsidiaries to Mark F. Bradley, President and Chief Executive Officer of
Peoples, and the four other most highly compensated executive officers of
Peoples for the fiscal year ending December 31, 2010:

    

    
      	
              Name

            	
              Position/Title

            	
              Base
      Salary

            
	
              Mark
      F. Bradley

            	
              President
      and Chief Executive Officer

            	
              $
      280,000

            
	 
      	 
      	 
      
	
              Carol
      A. Schneeberger

            	
              Executive
      Vice President, Operations

            	
              190,000

            
	 
      	 
      	 
      
	
              Joseph
      S. Yazombek

            	
              Executive
      Vice President – Chief Lending Officer

            	
              220,000

            
	 
      	 
      	 
      
	
              David
      T. Wesel

            	
              Executive
      Vice President, Investment and Insurance Services

            	
              180,000

            
	 
      	 
      	 
      
	
              Edward
      G. Sloane

            	
              Executive
      Vice President, Chief Financial Officer and Treasurer

            	
              196,000exhibit10-22.htm

    Exhibit
10.22

    PEOPLES
BANCORP INC. ANNUAL REPORT ON FORM 10-K

    FOR
FISCAL YEAR ENDED DECEMBER 31, 2009

    

    Summary
of Cash Compensation for

    Directors
of Peoples Bancorp Inc.

                      

    Members
of the Board of Directors (the “Board”) of Peoples Bancorp Inc. (“Peoples”),
other than Mark F. Bradley, receive a quarterly cash fee of $1,500 for their
services.  In addition, directors, other than Mark F. Bradley, receive
compensation of $1,250 for each meeting of the Board of Directors
attended.

     

    Directors
are also compensated for each committee meeting they attend.  Upon
review of Peer Group data for “per meeting fees” and compensation per director,
on July 21, 2009, the Committee recommended the committee fees remain unchanged,
which were approved by the Board:  (i) fees paid to members of the
Executive Committee and the Governance and Nominating Committee are $300 for
each committee meeting attended; and (ii) the fees paid to members of the
Compensation Committee, the Audit Committee, and the Risk Committee are $600 for
each committee meeting attended.

     

    On April
23, 2009, the Board reviewed the fees paid to the Chairman of the Board as well
as Chairman of the respective committees.  The Board approved a $2,500
quarterly fee to be paid to Peoples’ Chairman of the
Board.  Additionally, the Board increased the quarterly fee paid to
the Chairman of the Compensation Committee from $750 to $1,250.  Other
quarterly fees paid to committee chairmen remain unchanged.  In
addition to per meeting fees, the Chairman of the Audit Committee and the
Chairman of the Risk Committee receive an additional cash fee of $1,250
quarterly.

     

    Effective
August 1, 2009, all directors of Peoples are also directors of Peoples
Bank.  Directors receive compensation for their service as Peoples
Bank directors in addition to compensation received for their service as
directors of Peoples.  On July 21, 2009, the Committee recommended the
following changes to the compensation received by each director of Peoples for
their service as a director of Peoples Bank, effective August 1, 2009: (i)
eliminating the $600 per quarter retainer fee; (ii) $500 fee paid for each
regular meeting attended; (iii) eliminating the $300 fee for each Audit
Committee meeting attended; (iv) $300 fee paid for each meeting attended by
members of the Information Technology Committee and the Investment Committee;
(v) the fees paid to members of the Loan Committee are $600 for each meeting
attended; and  (vi) the members of the Trust Investment Committee are
paid a retainer of $300 per quarter.

     

    Mark F.
Bradley received no compensation as a director of Peoples or Peoples Bank during
2009 and continues to receive none in either capacity.

     

    Thomas J.
Wolf also received $150 for each meeting of the Peoples Bank Kentucky/Huntington
Leadership Advisory Board he attended, in addition to the previously-mentioned
fees for his service as a director of Peoples.

     

    Directors
who travel a distance of 50 miles or more to attend a Board or committee meeting
of Peoples or Peoples Bank receive a $150 travel fee, which remained unchanged
following the July 21, 2009 review.  A single travel fee of $150 is
paid for multiple meetings occurring on the same day.  Directors who
stay overnight to attend a meeting are reimbursed for the actual cost of their
overnight accommodations.  Peoples believes these fees are reasonable
and partially offset travel expenses incurred by some of the directors living
outside the Marietta, Ohio area, where Board of Directors and committee meetings
are typically held.

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