Document:

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                                 PROVIDENT BANK
                          2006 EXECUTIVE INCENTIVE PLAN

  I.     OBJECTIVE
         ---------
         The purpose of this plan is to closely align executive management
         compensation to the short and long-term financial goals of the
         organization.

 II.     PARTICIPANTS
         ------------
         This plan shall apply to the levels of management defined below:

                  Chairman/Chief Executive Officer
                  President/Chief Operating Officer

         To be eligible for benefits under this plan each participant must be
         employed in one of the above categories and in good standing. For those
         employed in one of the above categories less than one full year, the
         amount will be pro-rated based on the actual number of full calendar
         months employed in one of the above categories.

III.     PLAN DESCRIPTION
         ----------------
         A.    PERFORMANCE MEASURES
               1.    CORPORATE (75%)
                       The criteria to be used for the corporate performance
                       measure shall be Earnings Per Share (EPS) and Return on
                       Equity (ROE) as outlined below. The payment of the
                       corporate portion of the bonus is automatic.

                                                     EPS          ROE
                                                     ---          ---
                            Threshold
                            Target
                            Maximum

               2.    INDIVIDUAL (25%)
                       The individual portion is discretionary. In making the
                       determination, the Board will consider the individual
                       objectives for the Chairman/CEO and President/COO as
                       attached, as well as oversight of the Investment/ALCO
                       function. The Committee will also consider decisions that
                       may have been made in the best interest of the Bank and
                       their effect on performance.

         B.    INCENTIVE COMPENSATION COMPUTATION
               1.    CORPORATE PERFORMANCE
               In making the determination of the corporate (automatic) portion
               of the bonus, the EPS and ROE goals will be considered
               independent from one another, i.e. each represents 50% of the
               available bonus, or 37.5% of the total. If the thresholds are met
               in either EPS or ROE and the bonus is available, then separate
               calculations will be made for each portion of the award based
               upon a sliding scale between the threshold and the maximum.
               Examples are attached.

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2005 EXECUTIVE INCENTIVE PLAN
PAGE 2

               2.    INDIVIDUAL PERFORMANCE
               The individual portion of the bonus will be awarded as outlined
               above.

               After final determination of the incentive compensation due to
               the participants, all amounts shall be rounded upward to the
               nearest $100.

         C.    PAYMENT OF INCENTIVE AWARDS
               1.    Timing
                     ------
                     Generally, incentive compensation payable under this plan
                     will be paid to participants within two months after the
                     end of the corporation's fiscal year.

               2.    Deferral
                     --------
                     Participants may defer all or part of the compensation
                     payable under this plan under separate agreement with the
                     corporation. Any decision to defer incentive compensation
                     must be made at the inception of the current year's plan.
                     Access to deferred moneys is guided by IRS regulations
                     applicable to Section 401(k) of the Internal Revenue Code.

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                                 PROVIDENT BANK
                          2006 EXECUTIVE INCENTIVE PLAN
                        INCENTIVE AWARD SCHEDULE EXAMPLE

         PERFORMANCE MEASURE:
         --------------------
                                        THRESHOLD        TARGET        MAXIMUM
                                        ---------        ------        -------
         Earnings Per Share

         Return on Equity

         INCENTIVE AWARD CALCULATION:
         ----------------------------

                                        THRESHOLD        TARGET        MAXIMUM
                                        ---------        ------        -------
                                          30%              60%           90%

         Paid Automatically*            22.5%              45%          67.5%
         Determined by Individual        7.5%              15%          22.5%

         PARTICIPANTS:
         -------------
         Chairman/CEO                Gary Geisel
         President/COO               Kevin Byrnes

         * In making the determination of the corporate (automatic) portion of
         the bonus, the EPS and ROE goals will be considered independent from
         one another, i.e. each represents 50% of the available bonus, or 37.5%
         of the total. The corporate portion of the total bonus award will be
         paid if the threshold goal is attained in either, or both, EPS and ROE.
         If the thresholds are met in either EPS or ROE and the bonus is
         available, then separate calculations will be made for each portion of
         the award based upon a sliding scale between the threshold and the
         maximum.<PAGE>

                                 PROVIDENT BANK
                  2006 EXECUTIVE VICE-PRESIDENT INCENTIVE PLAN

OBJECTIVE
---------
The purpose of this plan is to closely align management total compensation to
the short and long-term financial goals of the organization.

PARTICIPANTS
------------
This plan shall apply to the levels of management defined below:

             Executive Vice Presidents

ELIGIBILITY
-----------
To be eligible for benefits under this plan each participant must be employed in
one of the above categories and in good standing. For those employed in one of
the above categories less than one full year, the amount will be pro-rated based
on the actual number of full calendar months employed in one of the above
categories.

INCENTIVE OBJECTIVES
--------------------
A.    CORPORATE
      The criteria to be used for the corporate performance measure shall be
      Earnings Per Share (EPS) as determined annually by the Board of Directors.

B.    INDIVIDUAL
      The criteria to be used for the individual performance measure shall be
      the employee's overall performance rating for calendar year 2006.

PERFORMANCE MEASURES
--------------------
For 2006, as determined by the Compensation Committee of the Board of Directors
are:

A.   CORPORATE EARNINGS PER SHARE (EPS)

             Threshold
             Target
             Maximum

B.    INDIVIDUAL
      The individual performance measure will be based upon an overall
      performance rating for calendar year 2006 of "On Target" or "Above
      Target". An employee with a "Below Target" overall performance rating will
      not be eligible for any award under this plan.

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                                 PROVIDENT BANK
                  2006 EXECUTIVE VICE-PRESIDENT INCENTIVE PLAN
                                     PAGE 2

INCENTIVE COMPENSATION COMPUTATION
----------------------------------
A.    CORPORATE PERFORMANCE
      For incentive compensation to be awarded at least the Threshold must be
      achieved.

B.    INDIVIDUAL PERFORMANCE
      The individual performance measure will be based upon an overall
      performance rating for calendar year 2006 of "On Target" or "Above
      Target". An employee with a "Below Target" overall performance rating will
      not be eligible for any award under this plan.

PAYMENT OF INCENTIVE AWARDS
---------------------------
A.    TIMING
      Incentive compensation payable under this plan will be paid to
      participants within two months after the year-end financials have been
      certified.

B.    DEFERRAL
      Participants may defer all or part of the compensation payable under this
      plan under separate agreement with the corporation. Any decision to defer
      incentive compensation must be made at the inception of the current year's
      plan. Access to deferred moneys is guided by IRS regulations applicable to
      Section 401(k) of the Internal Revenue Code.

C.    INCENTIVE AWARD SCHEDULE
      Each year a schedule will be attached to this plan showing threshold,
      target and maximum levels of incentive compensation set by the Board of
      Directors.

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                                 PROVIDENT BANK
                  2006 EXECUTIVE-VICE PRESIDENT INCENTIVE PLAN
                            INCENTIVE AWARD SCHEDULE

PERFORMANCE MEASURES
--------------------
                                   THRESHOLD         TARGET         MAXIMUM
                                   ---------         ------         -------

Earnings Per Share

INCENTIVE AWARD CALCULATION
---------------------------

The incentive award will be determined as a percentage of year-end base salary.

--------------------------------------------------------------------------------
                                BANK PERFORMANCE
--------------------------------------------------------------------------------
          TRESHOLD                    TARGET                     MAXIMUM
-------------------------- ----------------------------- -----------------------
   EMPLOYEE PERFORMANCE        EMPLOYEE PERFORMANCE        EMPLOYEE PERFORMANCE
-------------------------- ----------------------------- -----------------------
    ON         ABOVE           ON              ABOVE         ON         ABOVE
  TARGET       TARGET        TARGET            TARGET      TARGET       TARGET
-------------------------- ----------------------------- -----------------------
13% - 17%    18% - 22%      23% - 27%         28% - 32%   33% - 37%   38% - 42%
-------------------------- ----------------------------- -----------------------

  PARTICIPANTS
  ------------
  R. Wayne Hall
  Russell Johnson
  John King
  R. Hugh Newton
  H. Les Patrick
  Dennis Starliper
  Jeanne Uphouse

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