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MOMENTIVE PERFORMANCE MATERIALS HOLDINGS LLC 2013 INCENTIVE COMPENSATION PLAN

Exhibit 10.91

Momentive Performance Materials Holdings LLC

2013 INCENTIVE COMPENSATION PLAN (the “Plan”)

Purpose of the Plan
 
The Plan is sponsored by Momentive Performance Materials Holdings LLC (“Parent” or “Momentive”) to reward associates of Momentive Specialty Chemicals Inc. (MSC) and Momentive Performance Materials Inc. (MPM) and their subsidiaries for delivering increased value by profitably growing the business and controlling costs. The Plan is designed to link rewards with critical financial metrics for the purposes of promoting actions which are the most beneficial to the company's short-term and long-term value creation.
 
Plan Year
 
1 January 2013 - 31 December 2013
 
Eligibility for Participation
 
Participation is based on each individual associate's scope of responsibility and contribution within the organization, as well as the market prevalence for incentive in the country where they are employed. Each participant is assigned to participate at either the corporate, division or sector, business unit or regional plan level.

Plan Performance Measures
 
The Plan targets are based on three performance criteria: EBITDA, EH&S and Cash Flow.

EBITDA (sometimes also referred to as Segment EBITDA): Earnings before Interest, Taxes, Depreciation and Amortization, adjusted to exclude certain non-cash, certain other income and expenses and discontinued operations.
 
The achievement of EBITDA targets is the critical measure on which the investment community and future shareholders will evaluate Momentive's performance in 2013. As a result, the participants should be focused and incentivized to manage the business to achieve targets in EBITDA.

Segment EBITDA will be measured for the Parent (“Momentive EBITDA”), for each of the Epoxy, Phenolic and Coating Resins and Forest Products Divisions of MSC and the Silicones & Quartz Division of MPM (each a “Division”) and for specified MSC and MPM Business Units/Regions.

Associates participating at the corporate, Division, Sector or Business Unit plan level have a total of 60% of their incentive target based on the achievement of the EBITDA targets.
 
EH&S: Measures the environmental, health and safety measure referred to as 1) OIIR, or the occupational illness and injury rate. OIIR will be measured for the Parent, for each Division and for specified Business Units/Regions, and 2) ERI, or Environmental Reportable Incidents. 5% of each participant's incentive target will be based on the achievement of the applicable OIIR goal and 5% of each participant's incentive target will be based on the achievement of the applicable ERI goal.
 
Cash Flow: Represents the amount of cash generated by business operations. Cash flow is defined as Segment EBITDA, net trading capital improvement and/or usage, capital spending and interest paid along with other operating cash flow items such as income taxes paid and pension contributions. The purpose of this component is to focus on cost control and cost reduction actions to preserve an adequate amount of liquidity to fund operations and capital expenditures, service debt and ultimately sustain the business through difficult economic cycles. Cash Flow will be measured for the Parent and for each Division at the end of the Plan Year, and may exclude certain unusual, non-recurring items at the discretion of the Compensation Committee of the Board of Managers. All participants have 30% of their incentive target based on the achievement of the applicable Parent or Division Cash Flow target. 

Target Incentive
 
Each eligible participant will have a target incentive opportunity expressed as a percent of his or her base salary. Targets and plan assignment levels are determined by the associate's country/region of employment, and the scope of his or her role and contributions within the organization.

Plan Structure

The following table depicts the structure described above.
	
						
	2013 Global Momentive ICP - MSC

	MSC
	Momentive EBITDA
	Division EBITDA
	BU EBITDA
	EHS
	Cash Flow

	GLOBAL & Functional Momentive Resources
	60%
	0%
	0%
	10 % Corp
	30% Corp

	DIVISION Resources
	10%
	50%
	0%
	10% Div
	30% Div

	BU Leaders
	0%
	10%
	50%
	10 % Div - FPD
10% BU - EPCD
	30%

	BU Team Resources
	0%
	10%
	50%
	10 % Div - FPD
10% BU - EPCD
	30%

	
							
	2013 Global Momentive ICP - MPM

	MPM
	Momentive EBITDA
	Division EBITDA
	Sector EBITDA
	BU EBITDA
	EHS
	Cash Flow

	GLOBAL & Functional Momentive Resources
	60%
	0%
	0%
	0%
	10 % Corp
	30% Corp

	DIVISION & OPS Resources
	10%
	50%
	0%
	0%
	10% Div
	30% Div

	SECTOR Resources & BU Leaders
	0%
	20%
	40%
	0%
	10% Div
	30% Div

	BU Team Resources will align to their Sector
	0%
	10% Div
	50% Sector
	0%
	10% Div
	30% Div

Calculation of Incentive Payments
 
The EBITDA measure will have a range of minimum, lower- middle, target, upper-middle and maximum targets for determining incentive award payout as approved by the Compensation Committee. Incentive payout will range from 30% of target to a maximum of either 175% or 200% of the target incentive award depending on the participant's position in the organization. Each of the performance targets is measured independently such that a payout for achieving one is not dependent upon the achievement of the others, including the achievement of the EBITDA target.

For actual performance between the minimum, lower middle, target, upper middle and maximum targets, a straight line calculation will be made, rounded to the nearest 1/10th percent. There is no additional payment made for performance above the maximum. The final financial award will be determined when the 2013 audited financial performance results are available.
 
Basis for Award Payouts
 
Financial Results: Incentive payments will be based on audited and approved financial results. No incentive payment will be made until formal results have been approved by the Momentive Audit and Compensation Committees of its Board of Managers. 
 
Limitations: All incentive payments must be self-funded from funds generated at the corporate, divisional, or business unit / regional level. The Compensation Committee of the Board of Managers may elect to modify the calculation of the annual targets based on acquisitions, divestitures or other unusual, non-recurring events or transactions that occur during the calendar year. Momentive has the right to amend or terminate this Plan at any time.
 
Employment Requirement: Associates must be employed in an incentive-eligible position for at least three consecutive full months during the Plan Year and must be actively employed by MSC or MPM on the final day of the Plan Year and on the incentive payment date, in order to receive an incentive payment. Plan participants are also eligible to receive an incentive payment if they are employed on the final day of the Plan Year, but prior to the incentive payment date their employment is: (i) involuntarily terminated without cause, (ii) terminated due to the participant's death or disability, or (iii) terminated due to retirement with the participant having reached age 60 and completed at least three years of service prior to retirement. 

Plan Assignment Levels: Any change in a participant's plan assignment level that is not related to a job transfer, must be approved by an appropriate division or functional Vice President and the Vice President of Total Rewards.

Payments: Incentive payments are subject to applicable taxes and garnishment/wage orders. 

Proration of Payments: Proration of payments will be made on a whole-month basis. Associate changes on or before the 15th of any month will be considered to have a full month's service for that month. Associate changes after the 15th of any month will be considered to have started on the 1st of the next month. A participant's incentive payment will be prorated for any of the following conditions:

 
		
	a.
	New Hires: Awards to participants who commenced employment during the Plan Year will be prorated. Employment must commence on or before October 1, 2013 to be eligible to participate in the Plan. Rehires will be treated as new hires.

 
		
	b.
	Salary: Awards will be calculated on the participant's base salary as of July 2013. Awards to participants whose base rate of pay changes after July 2013 will be prorated.

 
		
	c.
	Job Changes or Transfers: Awards to participants changing jobs or transferring between Divisions/Business Units/Regions which result in a change to a different ICP target or plan incentive assignment during the Plan Year will be prorated.

 
		
	d.
	Leaves of Absence/Disability: For approved leaves of absence that exceed 12 cumulative weeks, the amount of time not worked beyond the 12 weeks will be excluded for the Plan Year and the associate will receive a prorated incentive.

 
Timing of Payments: Typically, financial results are announced in March following the end of the Plan Year and any earned incentive payments are made in April. In no event shall payments be made prior to the final audited year-end financial results are available and the subsequent Incentive Compensation Plan payout approval by the Compensation Committee of the Board of Managers. 
 
The Plan remains at the total discretion of the Parent. Momentive retains the right to amend or adapt the design and rules of the Plan. Local laws will prevail where necessary. 

*        *        *2012 LEADERSHIP LONG-TERM CASH INCENTIVE PLAN

Exhibit 10.92
Momentive Performance Materials Holdings LLC
2012 Long-Term Cash Incentive Plan

The objective of the 2012 Long-Term Cash Incentive Plan (the “Plan”) is to provide key associates employed by subsidiaries of Momentive Performance Materials Holdings LLC (the” Company”) with a performance based incentive program to drive the achievement of long-term business success.  

		
	I.
	Eligibility to Participate

Participants are selected based on the scope of their responsibility and contribution in building value for the total enterprise.  Participants are nominated by the CEO and his direct reports and approved by the Company's Compensation Committee (the “Committee”).  Only employees of the Company's subsidiaries are eligible to participate in the Plan.

		
	II.
	Individual Target Award

Each Plan participant will have a target award set at the beginning of his or her participation in the Plan based upon the participant's scope of responsibility and ability to contribute to building value within the Company.  The target award for each participant will be calculated as a multiplier of the participant's annual base salary at the rate in effect at the time the participant commences participation in the Plan.

		
	III.
	Conditions to Payment of Awards

Once the participant's target award amount is determined, the participant's right to any payment of the award is subject to both service and performance requirements, as described below. 
		
	(a)
	50% of the target award will be payable in April 2015, to participants who are actively employed by one of the Company's subsidiaries on the payment date.

		
	(b)
	25% of the target award will be payable  in April of the year following the fiscal year in which the Company achieves annual EBITDA of $950 million, to participants who are actively employed by one of the Company's subsidiaries on the payment date, but in no event will a performance award be paid prior to first quarter 2016.

		
	(c)
	25% of the target award will be payable in April of the year following the fiscal year in which the Company achieves annual EBITDA of $1,050 million, to participants who are actively employed by one of the Company's subsidiaries on the payment date, but in no event will a performance award be paid prior to first quarter 2016.

		
	(d)
	In order to be eligible to receive any payment of an award, participants must be actively employed with one of the Company's subsidiaries on the date that payment occurs.

		
	(e)
	Annual EBITDA, which is the basis of any performance award, must be approved by the Company's Audit Committee.

		
	(f)
	All payments made under the Plan must be approved in advance by the Committee. 

		
	(g)
	All payments made under the Plan will be subject to any and all applicable income, employment and other tax withholding requirements.

		
	(h)
	The measurement period for the achievement of the EBITDA targets begins January 1, 2013, and runs through fiscal year end 2020.  The Plan will terminate if the EBITDA targets established for the performance-based portion of the awards have not been achieved by fiscal year-end 2020.

IV.    Change of Control Provision

Notwithstanding paragraph III (a) above, if a Complete Change in Control  (as defined in the Company's 2011 Equity Incentive Plan) occurs prior to April 1, 2015, the service component of the award (but not the EBITDA performance requirement) will be deemed satisfied upon completion of the Complete Change in Control.  For purposes of clarity, if the Complete Change in Control occurs before the EBITDA target is achieved, the performance condition of the award will not be accelerated.

		
	V.
	Other Information 

EBITDA (sometimes also referred to as Segment EBITDA) stands for earnings before interest, taxes, depreciation and amortization, adjusted to exclude certain non-cash, certain other income and expenses and discontinued operations for the relevant period as reported on the Company's financial statements.  

The Company values its reputation for integrity and honesty.  Achieving business results at the expense of violation of the law, regulations, or business ethics or allowing individuals under one's supervision to behave in this manner is never in the best interest of the Company. Accordingly, if ethical or honesty standards of behavior are violated or if any such behavior of personnel under a participant's supervision is knowingly condoned, any award to a participant under the Plan is subject to forfeiture.

The Plan is strictly a voluntary undertaking on the part of the Company and is subject to modification and termination by the Committee at any time, with or without notification to participants.    All determinations made by the Company or the Committee in respect of the Plan will be conclusive and binding on all participants, and shall be given the maximum deference permitted by law.

All payments are subject to applicable restrictions contained in the Company's and its subsidiaries' debt and equity financing agreements.  If any such restrictions prohibit or otherwise delay payments due to participants in the Plan, then the Company shall have the option to make such payments within thirty (30) days of the date that it is first permitted to make such payments, provided that in all events such payment shall be made within the time period prescribed under Section III above.  

Nothing contained in the Plan or any other document related to the Plan constitutes an employment or service commitment by the Company or its subsidiaries; affects the employment status of the participant who is subject to termination without cause; confers upon the participant any right to remain employed by or in the service of the Company or its subsidiaries; interferes in any way with the right of the Company or its subsidiaries to terminate the participant's employment; or to change the participant's compensation or other terms of employment at any time.

Participants and their beneficiaries or heirs shall have no legal or equitable rights, claims or interest in any specific property or assets of the Company.  The Company's payment obligations under the Plan shall constitute merely an unfunded and unsecured promise of the Company to pay compensation in the future to those participants to whom the Company has an obligation under the Plan in accordance with its terms.  The rights of the participants and any beneficiaries or heirs shall be no greater than those of the Company's unsecured general creditors.

*            *            *

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