Document:

2010 Management Incentive Plan

 Exhibit 10.3 

INTERNATIONAL PAPER COMPANY 

MANAGEMENT INCENTIVE PLAN (MIP) 

Amended and Restated as of January 1, 2010 
  

	I.	Purposes of the Plan and Plan Description 

The purposes of this Plan are to: (a) provide an incentive to reward Participants for results in improving the financial performance
of the Company; (b) attract and retain the best talent available; and (c) further align the interests of the Participants and the Company’s shareowners. 

The Plan is an annual cash incentive plan developed around the achievement of pre-established Performance Objectives and funded based on
the Company’s achievement level against those Performance Objectives. 
  

	II.	Definitions 

  

	 	•	 	 Award Scale 

“Award Scale” means the conversion of the Performance Objective Rating to a percent of Target Award earned. 

 

	 	•	 	 Cause 

“Cause” includes but is not limited to misconduct or other activity detrimental to the business interest or reputation of the
Company or continued unsatisfactory job performance without making reasonable efforts to improve. Examples include insubordination, protracted or repeated absence from work without permission, illegal activity, disorderly conduct, etc. 

 

	 	•	 	 CEO Special Award Pool 

“CEO Special Award Pool” means the amount payable for CEO Special Awards as determined in Section III. 

 

	 	•	 	 Committee 

“Committee” means the Management Development and Compensation Committee of the Company’s Board of Directors. 

 

	 	•	 	 Company 

“Company” means International Paper Company, a New York corporation, together with its Subsidiaries. 

 

	 	•	 	 Cost of Capital Goal 

“Cost of Capital Goal” for incentive plan purposes is the absolute ROI goal specified annually and approved by the Committee
that is meant to serve as a proxy for the Company’s long-term weighted average of the cost of equity and the cost of debt. 
  

	 	•	 	 Employee 

“Employee” means a regular, active, full-time salaried employee employed on a non-temporary basis. 

 

  

 
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	 	•	 	 Free Cash Flow 

“Free Cash Flow” means Cash Flow before Dividends (but including special items and discontinued operations) as shown in the
Company’s Statement of Cash Flow as “Cash provided by operations” less “Invested in capital projects.” Cash as a result of Alternative Fuel Mixture Tax Credits or other unanticipated, extraordinary items may, at the
Committee’s discretion, be excluded in the calculation of Cash Flow for purposes of determining achievement of the Cash Flow metric. 
  

	 	•	 	 Misconduct 

“Misconduct” includes but is not limited to, an act detrimental to the business interest or reputation of the Company or any act
determined to be a deliberate disregard of the Company’s rules, or violation of the Employee’s Non-Competition or Non-Solicitation Agreement. 
  

	 	•	 	 Participant 

“Participant” means a person who has been designated as a participant in the Plan, according to Section V. 

 

	 	•	 	 Performance Objective Rating 

“Performance Objective Rating” means the percentage amount assigned to a Performance Objective for a level of performance
achievement. 
  

	 	•	 	 Performance Objectives 

“Performance Objectives” mean the measures identified by the Company and approved by the Committee identified in Section
VI. 
  

	 	•	 	 Plan or MIP 

“Plan” or “MIP” means this Management Incentive Plan, amended and restated as of January 1, 2010.

  

	 	•	 	 Plan Year 

“Plan Year” means the twelve month period corresponding to the Company’s fiscal year (January 1 through December 31).

  

	 	•	 	 Return on Investment or ROI 

“Return on Investment” or “ROI” means after-tax operating earnings, including both earnings from continuing and
discontinued operations (up through the date of sale), and before the impact of special items divided by average capital employed. Capital employed is total assets, less short-term, non-interest-bearing liabilities. The Company’s ROI metric
excludes the impact of special items, such as gains or losses associated with asset sales, restructuring costs, changes in pension funding, significant out-of-period or “one-off” items. 

 

	 	•	 	 ROI Peer Group 

“ROI Peer Group” means those companies in comparable industry or business segments, as determined from time to time by the
Company and approved by the Committee. The ROI Peer Group will be recorded in Appendix A to the Plan, as amended from time to time as appropriate. 
  

  

 
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	 	•	 	 Subsidiary 

“Subsidiary” means any company that is owned (50% or more) or controlled by the Company, directly or indirectly. 

 

	 	•	 	 Target Award 

“Target Award” means an amount equal to the percentage of salary range midpoint applicable to the actual position level of each
Participant, shown in Appendix B. 
  

	 	•	 	 Total MIP Award Pool 

“Total MIP Award Pool” means an amount generated by the sum of eligible Participants’ Target Awards multiplied by the
Company’s percentage achievement of its Performance Objectives. 
  

	III.	CEO Special Award Pool 

The CEO may designate a portion of the Total MIP Award Pool to fund CEO Special Awards for extraordinary individual performance to award
to Employees, regardless of whether such Employees are otherwise eligible to participate in the Plan. The CEO Special Award Pool, if any, has historically been in the range of 1.5% to 3.0% of the Total MIP Award Pool. The CEO Special Awards are
funded out of the Total MIP Award Pool. 
  

	IV.	Administration of the Plan 

The Plan operates at the discretion of the Committee. The Committee may exercise considerable discretion and judgment in interpreting the
Plan, and adopting, from time to time, rules and regulations that govern the administration of the Plan. 
 The Committee has
delegated authority to the CEO or his designee for the day-to-day administration of the Plan, except with respect to the CEO’s award or any award to a Senior Vice President of the Company or above. 

Decisions of the Committee are final, conclusive and binding on all parties, including the Company, its shareowners, and employees.

  

	V.	Participation in the Plan 

Participation in the Plan is generally limited to individuals who meet the definition of Employee set forth in Section II whose
position level is 14 or higher. Except as set forth in Section VII, a Participant must be an Employee as of September 30 of the Plan Year and on the date of the award payout in order to be eligible to receive a payout.

 Employees who are eligible for participation in any other short-term, cash-based incentive compensation plan of the Company
are not eligible for participation in this Plan. 
 An Employee who becomes eligible to participate in the Plan during the Plan
Year or who moves from one eligible position level to another will be eligible for a prorated award. An Employee who moves from an eligible position to a non-eligible position during the Plan Year will be eligible for a prorated award based on the
number of months the employee was eligible during the Plan Year. 
  

  

 
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 Participation in this Plan, or receipt of an award under this Plan, does not give a
Participant or Employee any right to a subsequent award, or any right to continued employment by the Company for any period. 
  

	VI.	Award Pool and Award Scale  

A. Performance Objectives – Funding the Total MIP Award Pool 

The Company must achieve at least a minimum level of performance in order to fund the Total MIP Award Pool. 

The Total MIP Award Pool will be determined based on achievement of the following Performance Objectives during the Plan Year. 

 

	 	•	 	 33.3% Weight: Achieve Free Cash Flow Objectives 

2010 Free Cash Flow 
  

					
	 Performance

Achievement
	  	 Performance to

Target
	  	 Example Calculation

			
		  	+ 0.17% for each	  	Actual Cash Flow = $1,700MM
	$1,501MM -	  	$1MM improvement	  	$1,700MM - $1,500MM = $200MM
	$2,000MM	  	from $1,500MM to	  	$200MM x 0.0017 = .34 (34%)
		  	$2,000MM	  	100% + 34% = 134%
			
	$1,500 MM	  	 100%

(Target)
	  	Actual Cash Flow = $1,500MM = 100%
			
		  	- 0.125% for each	  	Actual Cash Flow = $1,200MM
	$1,100 MM -	  	$1MM decrease from	  	$1,500MM - $1,200MM = $300MM
	$1,499 MM	  	$1,500MM to	  	$300MM x 0.00125 = .375 (37.5%)
		  	$1,100MM	  	100% - 37.5% = 62.5%

  

	 	*	 	 Free Cash Flow calculation excludes Cash Flow from Forest Resources 

 

	 	•	 	 33.3% Weight: Return on Investment as compared to ROI Peer Group 

 

			
	 Rank
	  	 % of Target Award

	 1
	  	185%
	 2
	  	150%
	 3
	  	120%
	 4
	  	110%
	 5
	  	100%
	 6
	  	50%
	 7 – 11
	  	0%

  

  

 
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	 	•	 	 33.3% Weight: Absolute Return on Investment 

2010 ROI 
  

					
	 Performance

Achievement
	  	 Performance to

Target
	  	 Example Calculation

			
	4.5% - 7.0%	  	 + 3.27% for each 0.1%

improvement from

4.4% to 7.0%
	  	 Actual ROI = 5.0%

5.0% - 4.4% = 0.6%

6 x 0.0327 = .196 (19.6%)

100% + 19.6% = 119.6%

			
	4.4%	  	 100%

(Target)
	  	Actual ROI = 4.4% = 100% 
			
	3.8% - 4.3%	  	 - 8.33% for each 0.1%

decrease from 4.4%

to 3.8%
	  	 Actual ROI = 4.0%

4.4% - 4.0% = 0.4%

4 x 0.0833 = .333 (33.3%)

100% - 33.3% = 66.7%

  

	 	*	 	 Absolute ROI calculation excludes Earnings from Forest Resources 

 

	 	•	 	 Cost of Capital Goal: An additional 30 percentage points will be added to the Company’s actual performance achievement if the Company
achieves its Cost of Capital Goal for the 2010 Plan Year. 

  

	 	•	 	 Maximum Award Pool: The maximum performance achievement that may be applied to calculate the Total MIP Award Pool is 185% if the Cost of Capital
Goal is not achieved and 215% if the Cost of Capital Goal is achieved. 

 B. Performance Objective
Rating 
 The Company’s achievement of each Performance Objective will be evaluated by the Company as of the end of
the Plan Year, and reviewed and verified by the Company’s external auditors, based on the most accurate, public financial information available at the time of the Company and its ROI Peer Group. 

The Company’s determination of performance achievement will be presented to the Committee for its review and approval in February
following the end of the Plan Year. 
 C. Approval by the Committee of the Total MIP Award Pool 

The Committee approves the Total MIP Award Pool based on the Company’s performance achievement against the Performance Objectives
described above. 
 The Committee may determine in its sole discretion to reduce or eliminate the Total MIP Award Pool based upon
any objective or subjective criteria it deems appropriate. 
 The Committee may not increase the Total MIP Award Pool above the
calculated amount. 
 The amount allocated for payment of awards under the Plan and for the CEO Special Award Pool may not exceed
the Total MIP Award Pool. 
  

  

 
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	VII.	Individual Participant Awards 

A. Individual Award Recommendations 

In February following the end of the Plan Year, the CEO (in consultation with the Senior Vice President, Human Resources and
Communications) will recommend to the Committee the individual MIP awards for Senior Vice Presidents of the Company and above (other than the CEO) and an aggregate award amount for all other Participants. 

The Committee will recommend to the independent members of the Board the amount of the MIP award for the CEO and any other
employee-director, if any. 
 B. Payout of Individual Awards - General 

Participants each have a Target Award expressed as a percentage of the midpoint of a defined salary range based on position level
as set forth on the attached Appendix B. 
 A Participant’s Calculated Award is equal to the
Participant’s Target Award multiplied by the Company’s actual performance percentage achieved as reduced by the percentage designated for the CEO Special Award Pool. 

A Participant’s Final Award is equal to the Participant’s Calculated Award adjusted by the Participant’s individual
performance achievement as determined by his or her manager against pre-established performance objectives. A Participant’s individual award is capped at 185% of his or her Target Award if the Cost of Capital Goal is not achieved, and 215% of
his or her Target Award if the Cost of Capital Goal is achieved. 
 A Participant may be eligible to receive a CEO Special Award
in addition to his or her Final Award. 
 The following is an example of an award payout calculation for a Participant who is not
an officer of the Company. 
  

									
	 	  	Weight	  	Achieve	  	Payout
(COC 
Not
Achieved)	 	Payout
(COC Achieved)
					
	 Company Performance

(as reduced by CEO Special Award Pool)
	  	100%	  	106.79%	  	106.79%	 	136.79%
					
		  		  		  		 	(COC = +30%)
					
	 PL15 Target
	  		  		  	$16,400	 	$16,400
					
	 Calculated Award
	  		  		  	$17,500	 	$22,400
					
		  		  		  	 (106.79% X $16,400)
	 	 (136.79% X $16,400)

					
	Individual Performance Modifier	  		  		  	115%	 	115%
					
	Final Award	  		  		  	$20,100	 	$25,800
					
		  		  		  	 (115% X $17,500)
	 	 (115% X $22,400)

  

  

 
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 C. Payout of Awards – Officers and Selected Participants 

For officers of the Company (vice presidents and above) and any member of a Senior Vice President’s lead team who is not an officer
but is selected by the Senior Vice President, the individual award is calculated as follows: 
  

	 	•	 	 70% is based on Company performance, and 

  

	 	•	 	 30% is based on individual performance (based on annual Contribution Summary Assessment, “CSA”). 

The CEO may recommend an award that is higher or lower than the calculated award based on the assessment of the individual’s
performance achievement. The Committee, in its sole discretion, may approve, revise or disapprove any recommended award to a Senior Vice President of the Company or above. Any award payable to the CEO or any other employee-director, if any, will be
subject to approval by the independent members of the Board of Directors of the Company. A Participant’s individual award is capped at 185% of his or her Target Award if the Cost of Capital Goal is not achieved, and 215% of his or her Target
Award if the Cost of Capital Goal is achieved. 
 The following is an example of an award payout calculation for a Participant
who is an officer of the Company (vice presidents and above) or other designated member of a Senior Vice President’s lead team, whose award may be adjusted based on the CEO’s assessment of the Participant’s individual performance
achievement. 
  

									
	 	 	Weight	 	Achieve	 	Payout
(COC Not Achieved)	 	Payout
(COC Achieved)
					
	 Company Performance

(as reduced by CEO Special Award Pool)
	 	100%	 	106.79%	 	106.79%	 	136.79%
					
		 		 		 		 	(COC = +30%)
					
	 Financial Score
	 		 		 		 	
					
	 Financial Performance Factor
	 		 		 	70%	 	70%
					
	 PL28 Target
	 		 		 	$157,800	 	$157,800
					
	 Financial Score Award
	 		 		 	$118,000	 	$151,100
					
		 		 		 	 (106.79% X 70% X $157,800)
	 	 (136.79% X 70% X $157,800)

					
	 Officer’s Individual Score
	 		 		 		 	
					
	 Individual Performance Factor
	 		 		 	30%	 	30%
					
	 PL28 Target
	 		 		 	$157,800	 	$157,800
					
	 Calculated Award
	 		 		 	$50,600	 	$64,800
					
		 		 		 	 (106.79% X 30% X $157,800)
	 	 (136.79% X 30% X $157,800)

					
	 Individual Performance Achievement
	 		 		 	80%	 	80%
					
	 Individual Score Award
	 		 		 	$40,500	 	$51,800
					
		 		 		 	 (80% X $50,600)
	 	 (80% X $64,800)

					
	 Calculated Award for CEO/SVP Review
	 		 		 	$158,500	 	$202,900
					
		 		 		 	( $118,000 + $40,500)	 	($151,100 + $51,900)

  

  

 
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 D. Impact of Temporary Layoff for Salaried Employees 

The MIP award of a Participant who is involuntarily, temporarily laid off by the Company will be determined as follows: 

 

	 	•	 	 Layoff of three months or less followed by return to active employment for Company: The Participant will be eligible for his or her Calculated
Award payable under the terms of the Plan. The Calculated Award will not be reduced for the period of temporary layoff. 

  

	 	•	 	 Layoff of three months or less followed by termination of employment: The Participant will be eligible for his or her Calculated Award payable
under the terms of the Plan. The Participant’s eligibility for an award will be determined under Section VII(E) and (F). The award payable, if any, will not be reduced for the period of temporary layoff. 

E. Cancellation of Award Upon Certain Events Prior to Payout 

An award not yet paid will cancel as of the Participant’s termination of employment date in the following events that occur prior to
actual payment: 
  

	 	•	 	 Voluntary resignation before retirement eligibility 

  

	 	•	 	 Termination for Cause 

  

	 	•	 	 Violation of a Non-Compete, Non-Solicitation or Confidentiality Agreement, as applicable 

 

	 	•	 	 Failure by any participant in the Company’s Unfunded Supplemental Retirement Plan for Senior Managers (“SERP”) to submit notice of
retirement one year in advance of the effective date of his or her retirement, except in the event of death, Disability or waiver by the Management Development and Compensation Committee 

 

	 	•	 	 Misconduct. The determination of whether a Participant has engaged in Misconduct shall be made by the Senior Vice President, Human Resources and
Communications, or by the Management Development and Compensation Committee for Senior Vice Presidents and above, or by the Board of Directors for a determination with regard to the Chief Executive Officer. 

Note: Awards will be cancelled in the situations listed above even if time and performance have been met but the award has not yet
been paid at the time of termination. Any dispute as to whether any of the events described in this paragraph have occurred will be resolved by the Committee in its sole discretion in accordance with Section IV. 

 

  

 
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 F. Proration Upon Certain Events  

An award not yet paid will be prorated based upon the number of months of employment during the Plan Year and paid as follows. Awards paid
at target as severance payments during the Plan Year are not paid from the Total MIP Award Pool, but rather are charged accordingly to the appropriate cost center. 
  

									
	 EMPLOYEE
	  	 TERMINATION

SCENARIO
	  	 DATE OF
TERMINATION
	  	 AMOUNT TO BE
PAID
	  	 TIME OF

PAYMENT

	NON-SVP	  	DURING PLAN YEAR	  		  		  	
		  	 •Death

•Disability

•Approved Leave of Absence

•Severance*
	  	1/1 through 12/31	  	Pro rata Target Award	  	At termination or as soon as practical
	  	 •Retirement eligible

(including early retirement)
	  	1/1 through 11/30	  	Pro rata Target Award	  	At termination or as soon as practical
	  	  	Month of December	  	  
 Full Calculated Award based on Actual
performance
	  	  
 At time of normal MIP payout

	NON-SVP	  	AFTER PLAN YEAR BUT BEFORE MIP PAYOUT	  		  		  	
		  	 •Death

•Disability

•Approved Leave of Absence

•Severance*

•Retirement eligible

(including early retirement)
	  	1/1 (following year) through MIP payout date	  	 Full prior year Calculated Award based on Actual performance

 
 AND
  

Pro rata Target Award for year of termination
	  	 Calculated Award is paid at time of normal MIP payout
  

AND
  

Pro-rata Target Award is paid at termination or as soon as practical

	SVPs and CEO	  		  		  		  	
		  	 •Death

•Disability
	  	1/1 through 12/31	  	Pro rata Target Award	  	At termination or as soon as practical
		  	 •Retirement eligible

(including early retirement)

•Severance
	  	1/1 through 12/31	  	Pro rata Calculated Award based on Actual performance	  	At time of normal MIP payout

  

	*	NOTE: the above may not apply in the event the Participant does not sign a Severance Agreement. 

 

  

 
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	VIII.	Allocation of MIP Award Pool among Business Units and Corporate Staff Organizations 

Each Business Unit and Corporate Staff Organization is allocated a portion of the Total MIP Award Pool as reduced by the CEO Special Award
Pool based on the Company’s performance achievement of the Performance Objectives, however, such allocations may be further adjusted by the CEO based upon any objective or subjective criteria the CEO deems appropriate. 

 

	IX.	Payment of Awards 

A. Type of Payment 

MIP awards are paid in cash unless deferred by the Participant. Alternatively, the Committee may, in its sole discretion, authorize
payment of all or a portion of earned MIP awards to all or certain groups of Participants under the Company’s 2009 Incentive Compensation Plan in shares of Company stock. 

B. Time of Payment 

Awards may be paid in up to two installments, as determined by the Committee. Each such installment will be deemed to be a separate
payment for purposes of Section 409A of the Internal Revenue Code and Treas. Reg. §1.409A-2(b)(2)(iii). In the event an award is paid in one installment, it will be made no later than March 15 following the Plan Year. In the event an
award is paid in more than one installment, the first such payment will be made no later than March 15 following the Plan Year and the second such payment will be made no later than December 31 following the Plan Year. In no event will an
award or any portion thereof be paid in the current Plan Year. 
 C. Payment to Beneficiaries 

If a Participant dies prior to receipt of an approved award under the Plan, the award will be paid in accordance with the chart under
Section VII(F) in a lump sum to the Participant’s estate as soon as practicable but in no event later than 90 days after the date of death. 

D. Deferral of Payment 

Any Participant who is eligible for and has elected to participate in the Company’s Deferred Compensation Savings Plan
(“DCSP”) may elect to defer payment, not to exceed 85%, of any award under this Plan by filing an irrevocable MIP Deferral Election by the last business day in December of the year prior to the year in which such award would be earned.
Awards or portions elected to be deferred will be credited with investment earnings or losses in accordance with provisions of, and the Participant’s elections under, the DCSP. MIP awards that are deferred will be paid in accordance with the
payment terms of the DCSP. 
  

  

 
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	X.	Recoupment or Forfeiture of Awards 

If the Company reasonably believes that a Participant has committed an act of Misconduct either during employment or within 90 days after
such employment terminates, the Company may terminate the Participant’s participation in the Plan or seek recoupment of an Award paid under this Plan. Recoupment may be effectuated by a notice of recapture (“Recapture Notice”) sent to
such Participant within the 90-day period following the termination of employment. The Participant will be required to deliver to the Company an amount in cash equal to the gross cash payment of the Award to which such Recapture Notice relates
within 30 days after receiving such Recapture Notice from the Company. 
 The Company has sole and absolute discretion to take
action or not to take action pursuant to this Section X upon discovery of Misconduct, and its determination not to take action in any particular instance does not in any way limit its authority to terminate the participation of a Participant
in the Plan and/or send a Recapture Notice in any other instance. 
 If any provision of this Section X is determined to
be unenforceable or invalid under any applicable law, such provision will be applied to the maximum extent permitted by applicable law, and shall automatically be deemed amended in a manner consistent with its objectives to the extent necessary to
conform to any limitations required under applicable law. 
  

	XI.	Impact of Restatement of Financial Statements Upon Previous Awards. 

If any of the Company’s financial statements are required to be restated, resulting from errors, omissions, or fraud, the Committee
may (in its sole discretion, but acting in good faith) direct that the Company recover all or a portion of any such Award made to any, all or any class of Participants with respect to any fiscal year of the Company the financial results of which are
negatively affected by such restatement. The amount to be recovered from any Participant shall be the amount by which the affected Award(s) exceeded the amount that would have been payable to such Participant had the financial statements been
initially filed as restated, or any greater or lesser amount (including, but not limited to, the entire award) that the Committee shall determine. The Committee may determine to recover different amounts from different Participants or different
classes of Participants on such bases as it shall deem appropriate. In no event shall the amount to be recovered by the Company be less than the amount required to be repaid or recovered as a matter of law. The Committee shall determine whether the
Company shall effect any such recovery (i) by seeking repayment from the Participant, (ii) by reducing (subject to applicable law and the terms and conditions of the applicable plan, program or arrangement) the amount that would otherwise
be payable to the Participant under any compensatory plan, program or arrangement maintained by the Company or any of its affiliates, (iii) by withholding payment of future increases in compensation (including the payment of any discretionary
bonus amount) or grants of compensatory awards that would otherwise have been made 
  

  

 
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in accordance with the Company’s otherwise applicable compensation practices, or (iv) by any combination of the foregoing. 

 

	XII.	Modification, Suspension or Termination of Plan 

The Committee may at any time suspend, terminate, modify or amend any or all of the provisions of this Plan. 

 

	XIII.	Governing Law 

 The
Plan is governed by the laws of the State of New York. 
  

	XIV.	Tax Withholding 

The Company has the right to make such provisions as it deems necessary or appropriate to satisfy any obligations it may have under law to
withhold federal, state or local income or other taxes incurred by reason of payments pursuant to the Plan. 
  

	XV.	Section 409A 

 The
Plan is intended to comply with the applicable requirements of Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”), and will be limited, construed and interpreted in accordance with such intent. 

 

	XVI.	Non-Transferability of Award 

No award under this Plan, and no rights or interests therein, will be assignable or transferable by a Participant (or legal
representative). 
  

	XVII.	Effective Date 

This Plan is effective as of January 1, 2010 and continues until terminated, suspended, modified, or amended by the Committee.

  

  

 
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 Appendix A 

2010 ROI Peer Group 
  

	•	 	 Domtar Inc. 

  

	•	 	 MeadWestvaco Corp. 

  

	•	 	 M-Real Corp. 

  

	•	 	 Mondi Group 

  

	•	 	 Packaging Corporation of America 

  

	•	 	 Smurfit Kappa Group 

  

	•	 	 Smurfit-Stone Container Corp. 

  

	•	 	 Stora Enso Corp. 

  

	•	 	 Temple-Inland, Inc. 

  

	•	 	 UPM-Kymmene Corp. 

  

  

 
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 Appendix B 

Management Incentive Plan (MIP) 

2010 Target Awards 
  

			
	 Position Level
	  	
Target Award (% of Midpoint)

	 43
	  	125%
	 42
	  	90%
	 41
	  	85%
	 40
	  	85%
	 39
	  	80%
	 38
	  	80%
	 37
	  	75%
	 36
	  	75%
	 35
	  	70%
	 34
	  	70%
	 33
	  	65%
	 32
	  	65%
	 31
	  	60%
	 30
	  	55%
	 29
	  	50%
	 28
	  	50%
	 27
	  	45%
	 26
	  	45%
	 25
	  	40%
	 24
	  	40%
	 23
	  	35%
	 22
	  	30%
	 21
	  	30%
	 20
	  	25%
	 19
	  	25%
	 18
	  	20%
	 17
	  	20%
	 16
	  	20%
	 15
	  	15%
	 14
	  	15%

  

  

 
 Page 142010 Exhibits to the 2009 Executive Management Incentive Plan

 Exhibit 10.4 

EXHIBIT A 

PARTICIPANTS AS OF JANUARY 1, 2010 

UNDER THE EXECUTIVE MANAGEMENT INCENTIVE PLAN

  

			
	 Name
	  	 2010 Title

		
	John V. Faraci	  	Chairman and Chief Executive Officer
		
	Tim S. Nicholls	  	SVP – Chief Financial Officer
		
	Carol L. Roberts	  	SVP – Industrial Packaging
		
	Maura A. Smith	  	SVP – General Counsel & Global Gov’t Relations
		
	Thomas G. Kadien	  	SVP – Consumer Packaging & IP Asia
		
	Mary A. Laschinger	  	SVP – President xpedx
		
	Mark S. Sutton	  	SVP – Printing & Communications Papers the Americas
		
	Tommy S. Joseph	  	SVP – Manufacturing, Technology, EHS&S and Global Sourcing
		
	Paul J. Karre	  	SVP – Human Resources & Communications
		
	Maximo Pacheco	  	SVP – President IP Europe, M. East, Africa and Russia
		
	C. Cato Ealy	  	SVP – Corporate Development
		
	John N. Balboni	  	SVP – Chief Information Officer

  

 A-1 

 Schedule 1 

EXECUTIVE MANAGEMENT INCENTIVE PLAN 

2010 COMPANY BUSINESS OBJECTIVE AND INTERMEDIATE
PERFORMANCE OBJECTIVES 
  

			
	 Plan Element
	  	 162(m) Limit Approved by Committee

		
	Company Business Objective:	  	 •Positive EBITDA Before Special Items

		
	Intermediate Performance Objectives:	  	 •Same as 2010 Management Incentive Plan objectives

 

 S-1

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