Document:

Exhibit

SEVERANCE POLICY
TABLE OF CONTENTS
	
				
	I.
	Purpose:
	1
	

	II.
	Scope - Eligibility:
	1
	

	III.
	Policy Statement:
	1
	

	 
	A. Overview
	1
	

	 
	B. Severance Pay Guidelines
	1
	

	 
	C. Severance Pay - Other Terminations
	1
	

	 
	D. Other Severance Benefits
	2
	

	 
	E. Approvals
	2
	

	 
	F. No Contractual Entitlements
	2
	

	 
	G. Section 409A
	2
	

	IV.
	Administration:
	2
	

	 
	A. Roles and Responsibilities
	2
	

	 
	B. Governance
	3
	

	 
	C. Exception Management/Policy Interpretations
	3
	

	V.
	Applicable Laws and Regulations:
	3
	

	VI.
	Policy History Log:
	3
	

	
			
	Severance Policy
	 
	October 19, 2018

Severance Policy

		
	I.
	Purpose:

The purpose of this policy is to describe certain circumstances under which the Bank may make severance payments to individuals whose employment is terminated. 
		
	II.
	Scope - Eligibility:

All regular full- and part-time employees who work at least 1,000 hours per year are eligible to be considered for severance under this policy. Temporary employees are not eligible. 
		
	III.
	Policy Statement:

		
	A.
	Overview. 

It is the policy of the Bank to provide individuals whose employment is terminated involuntarily for reasons other than “cause” (as determined by the Bank in its sole discretion) with severance packages reflecting their status in the organization and tenure. In consideration of the receipt of a severance package, such individuals must sign a release of claims in the form, and within the time period, required by the Bank. 
		
	B.
	Severance Pay Guidelines

Severance pay hereunder will take into account employee status in the organization and years of service with the Bank, according to the guidelines below, with service rounded to the next highest month. Service with other Federal Home Loan Banks is not considered. 
	
			
	Nonexempt and Exempt
	Officer (functional and corporate)
	Executive Officer

	Two (2) weeks’ base pay regardless of years of service, plus two (2) weeks’ base pay for each year of service, but no more than an aggregate of 12 months’ base pay
	Two (2) weeks’ base pay regardless of years of service, plus three (3) weeks’ base pay for each year of service, but no more than an aggregate of 12 months’ base pay
	Two (2) weeks’ base pay regardless of years of service, plus four (4) weeks’ base pay for each year of service, but no more than an aggregate of 12 months’ base pay; minimum severance of one (1) year’s base pay for President and 6 months’ base pay for other Executive Officers

Severance will normally be paid in the form of salary continuation unless the Bank determines otherwise in its sole discretion consistent with Paragraph G. This Severance Policy will be interpreted and administered so as to avoid duplication of benefits under the Federal Home Loan Bank of Boston Executive Change in Control Severance Plan.

		
	C.
	Severance Pay - Other Terminations

The amount of severance, if any, offered to an employee who is leaving by mutual agreement or who is terminated for cause is at the sole discretion of the Bank; provided, however, that any such severance shall not exceed the Guidelines set forth above. 

	
			
	Severance Policy
	1
	October 19, 2018

		
	D.
	Other Severance Benefits

At its sole discretion, the Bank may provide additional severance benefits, such as outplacement services.
		
	E.
	Approvals

All severance packages must have the approval of the appropriate Executive Officer and the President. All severance packages for Executive Officers must also have the approval of the Human Resources and Compensation Committee of the Bank’s Board of Directors.
		
	F.
	No Contractual Entitlements

This severance policy is not intended by the Bank - and should not be viewed by employees - as setting forth a contractual relationship between the Bank and any one or all of its employees. The Bank reserves the right to modify, revoke, suspend, terminate, or change this severance policy at any time without notice.
		
	G.
	Section 409A

It is intended that the payments and benefits provided hereunder shall either be exempt from the application of, or otherwise comply with, the requirements of Internal Revenue Code (“Code”) Section 409A. However, in no event will the Bank or any director, officer, employee or advisor (other than in his or her capacity as a participant under this Policy) be liable for any taxes, interest or penalties with respect to severance pay or benefits hereunder. 
Payments hereunder are deemed to be separate payments for purposes of applying the short-term deferral rule in Treas. Reg. § 1.409A-1(b)(4) and in determining separation pay due to involuntary separation from service under Treas. Reg. § 1.409A-1(b)(9)(iii).
Unless the Bank determines otherwise in its sole discretion consistent with the intent of this Paragraph G, any payment or benefit constituting deferred compensation that is not exempt from Code Section 409A that would have otherwise been payable during the period established for review and execution of the required release of claims shall be accumulated and paid (without interest) on the 75th day after the termination date provided such release shall have been executed and become effective prior to such date.
		
	IV.
	Administration:

		
	A.
	Roles and Responsibilities

		
	(1)
	Owner. The Executive Director of Human Resources shall be the owner of this Policy, responsible for maintaining (including reviewing and updating) this Policy. 

		
	(2)
	Authorized Approver. The Board of Directors of the Bank shall be authorized to approve all changes to this Policy. 

	
			
	Severance Policy
	2
	October 19, 2018

		
	B.
	Governance

		
	(1)
	Re-Adoption Frequency. The Owner of this Policy will be responsible for presenting this Policy for re-adoption by the Authorized Approver at any time that the Owner determines that a change is appropriate. 

		
	(2)
	Review Frequency: The Owner of this Policy is expected to review this Policy annually.

 
		
	C.
	Exception Management/Policy Interpretations

		
	(1)
	Exceptions. All exceptions under this Policy must be approved by:

		
	(a)
	The President of the Bank (other than with respect to severance to be paid to the President); and 

		
	(b)
	The Human Resources and Compensation Committee of the Board of Directors, with respect to severance to be paid to any Executive Officer (including the President). 

		
	(2)
	Responsibility for Interpretations. The Owner of this Policy, in consultation with the General Counsel and the President, is responsible for all interpretations of this Policy.

		
	V.
	Applicable Laws and Regulations:

The following provisions of the Federal Home Loan Bank Act and FHFA Regulations are applicable to this Policy: 
		
	•
	12 U.S.C. §4518

		
	•
	Securities and Exchange Commission’s Regulation S-K, particularly for severance to be paid to a named executive officer of the Bank (17 C.F.R. §229.402 - Executive Compensation, and 17 C.F.R. §229.601 - Exhibits). 

		
	VI.
	Policy History Log:

	
				
	Date Approved
	Purpose
	Author
	Approved by

	2/21/1997
	 
	G. Champagne
	Board

	3/23/2012
	Change format to standard form, clarify certain language
	C. Pratt
	Board

	 
	Annual review - no changes required
	J. Authur
	N/A

	 
	Annual Review (January 20, 2014) - no changes required
	B.Gale
	N/A

	3/20/2015
	Annual Review; changed references to Personnel Committee to Human Resources and Compensation Committee
	B. Gale
	Board

	3/15/2016
	Annual review of policy by owner. No changes made.
	B.Gale
	N/A

	10/19/2018
	Annual review - adjusted to ensure market competitiveness and ensure compliance
	B. Gale
	Board

	
			
	Severance Policy
	3
	October 19, 2018Exhibit

Note: Redacted portions have been marked with [^^^]. The redacted portions are subject to a request for confidential treatment that has been filed with the U.S. Securities and Exchange Commission.

FEDERAL HOME LOAN BANK OF BOSTON 

2019 EXECUTIVE INCENTIVE PLAN 

Purpose:

The Federal Home Loan Bank of Boston (Bank) has established an Executive Incentive Plan (EIP) to:

		
	•
	promote achievement of the Bank’s financial plan and strategic objectives as spelled out in the 2019 Strategic Business Plan;

		
	•
	provide a total rewards package that is competitive with other financial institutions in the employment markets in which the Bank competes, including other Federal Home Loan Banks; and

		
	•
	facilitate the retention and commitment of corporate officers or a select group of management or highly compensated employees.

Guiding Principles:

The 2019 EIP is intended to:

		
	•
	Reflect a reasonable assessment of the Bank’s financial situation and prospects while rewarding achievement of the Bank’s financial plan and strategic objectives as spelled out in the Bank’s 2019 Strategic Business Plan.

		
	•
	Reinforce and reward the Bank’s commitment to conservative, prudent, sound risk management practices and preservation of the par value of the Bank’s capital stock. 

		
	•
	Tie a significant percentage of incentive awards to the long-term financial condition and performance of the Bank. 

		
	•
	Recognize the importance of individual performance through metrics linked to the Bank’s strategic goals and/or objectives of the participant’s principal functions and independent of the areas that they monitor. 

Incentive Goals for Participants Outside Enterprise Risk Management:
The incentive goals for all participants, with the exception of those participants in Enterprise Risk Management, are summarized in the following table with more detail in Appendix A. Levels of achievement for the Pre-Assessment Core Return on Capital Stock goal have been rounded. Year-end results will be rounded for award calculations.

	
							
	Goal
	Weight
	Threshold
	Target
	Excess

	 
	Pres.
	Tier I
	Tiers II & III
	 
	 
	 

	Pre-assessment Core Return on Capital Stock, subject to risk limits
	30%
	30%
	  30%
	8.01%, as adjusted for interest rates1
	8.90%, as adjusted for interest rates1
	10.68%, as adjusted for interest rates1

	Insurance Advances Disbursements
	15%
	15%
	15%
	$4.00 billion
	$5.00 billion
	$6.00 billion

	Insurance Membership
	15%
	15%
	 15%
	3 new members
	5 new members
	7 new members

	Core Mission Goal
	10%
	10%
	10%
	CMA Ratio = 73.41%
	CMA Ratio = 73.91%
	CMA Ratio = 74.41%

	Jobs for New England (JNE) Initiative
	10%
	10%
	10%
	N/A
	Disburse $7.5 million in subsidy by 12/31/19. Introduce a new JNE pilot for economic development initiatives. Fund one or more of the pilot economic development initiatives. 
	Target, plus a disbursement of any size to an economic development intiative and 15 new JNE users.

	Helping to House New England (HHNE) Initiative
	10%
	10%
	10%
	N/A 
	Disburse $7.5 million in subsidy by 12/31/19. By 6/30/19, announce to the HFAs and members, part 3 of HHNE. 
	Disburse the total allocated subsidy of $7.5 million, with full funding of
$5 million to the six New England HFAs,
$2 million to an EBP-like set aside and
$500,000 to HFAs and/or members.

	Operational Efficiency
	10%
	10%
	10%
	2019 Core Operating Expenses do not exceed the 2019 operating expense budget approved by the board of directors.
	2019 Core Operating Expenses do not exceed 97.0% of the 2019 operating expense budget approved by the board of directors.
	2019 Core Operating Expenses do not exceed 93.0% of the 2019 operating expense budget approved by the board of directors.

1 Each of the performance levels will be adjusted up/(down) by 2.2 basis point for every basis point by which the average daily federal funds rate is greater than/(less than) the 2.42 rate assumed in the 2019 Rebaseline Forecast. 

Incentive Goals for Participants from Enterprise Risk Management:
Incentive goals for Enterprise Risk Management participants in Tiers I, II and III are summarized in the following table with more detail in Appendix A. Year-end results will be rounded for award calculations.

	
						
	Goal
	Weight
	Threshold
	Target
	Excess

	 
	Tier I
	Tiers II & III
	 
	 
	 

	Bank wide ERM initiatives
	35%
	40%
	As documented in Appendix A
	As documented in Appendix A
	As documented in Appendix A

	Pre assessment Core Return on Capital Stock, subject to risk limits
	20%
	20%
	8.01%, as adjusted for interest rates1
	8.90%, as adjusted for interest rates1
	10.68%, as adjusted for interest rates1

	Remediation of 2018 Report of Examination Matters Requiring Attention and recommendations 
	15%
	10%
	Clear all MRA’s and [^^^] of [^^^]
recommendations
	Clear all MRA’s and recommendations
	Target plus receive an upgrade in at least [^^^]

	Jobs for New England (JNE) Initiative
	10%
	10%
	N/A
	Disburse $7.5 million in subsidy by 12/31/19. Introduce a new JNE pilot for economic development initiatives. Fund one or more of the pilot economic development initiatives. 
	Target, plus a disbursement of any size to an economic development intiative and 15 new JNE users.

	Helping to House New England (HHNE) Initiative 
	10%
	10%
	N/A 
	Disburse $7.5 million in subsidy by 12/31/19. By 6/30/19, announce to the HFAs and members, part 3 of HHNE.
	Disburse the total allocated subsidy of $7.5 million, with full funding of
$5 million to the six New England HFAs,
$2 million to an EBP-like set aside and
$500,000 to HFAs and/or members.

	Operational Efficiency
	10%
	10%
	2019 Core Operating Expenses do not exceed the 2019 operating expense budget approved by the board of directors.
	2019 Core Operating Expenses do not exceed 97.0% of the 2019 operating expense budget approved by the board of directors.
	2019 Core Operating Expenses do not exceed 93.0% of the 2019 operating expense budget approved by the board of directors.

1 Each of the performance levels will be adjusted up/(down) by 2.2 basis point for every basis point by which the average daily federal funds rate is greater than/(less than) the 2.42 rate assumed in the 2019 Rebaseline Forecast. 

Incentive Opportunity:

Eligible participants will be assigned an incentive award opportunity that combines short and long-term incentives and is expressed as a percentage of the incumbent’s 2019 base salary at year-end, as illustrated in the chart below.
	
				
	 
	Combined Short and Long-Term Incentive Opportunity as a Percent of Base Salary (1) 

	 
	Threshold
	Target
	Excess

	President
	50.00%
	75.00%
	100.00%

	Tier I
	30.00%
	50.00%
	70.00%

	Tier II
	17.50%
	35.00%
	52.50%

	Tier III
	12.50%
	25.00%
	37.50%

       1  Maximum incentive payable in March of any year equals 100% of the plan year base salary.

Goal achievement and individual awards for the goals on pages two and three will be calculated at the conclusion of 2019 based on results as of December 31, 2019. Participants in the President and Tier I will be eligible to receive fifty (50) percent of such award in a cash payment, participants in Tier II will be eligible to receive sixty (60) percent of such award in a cash payment, subject to the final approval of the board and the review of the Federal Housing Finance Agency (FHFA), if required, between March 1 and March 15, 2020. Except as otherwise described under EIP Administration, the participant must be employed by the Bank on the date of payment of the award to receive the award. The chart below illustrates the Threshold, Target and Excess payout potentials for this short-term award, by tier.

	
				
	2019 Short-Term Incentive Opportunity

	Tier
	Threshold
	Target
	Excess

	President
	25.00%
	37.50%
	50.00%

	Tier I
	15.00%
	25.00%
	35.00%

	Tier II
	10.50%
	21.00%
	31.50%

	Tier III*
	12.50%
	25.00%
	37.50%

                   *100% of payout opportunity to be paid following year-end 2019; no long-term opportunity

Long-Term Goals:

Goal achievement and individual awards for the long-term opportunity will be determined at the conclusion of 2021 based on results of the following two long-term goals as of December 31, 2021. 

		
	•
	Average Annual Pre-Assessment Core Return on Capital Stock over the period 2019-2021 as adjusted for interest rates*: ( 67% weight) 

Threshold:      6.82%
Target:          8.53%
Excess:          10.24%

*Each of the performance levels will be adjusted up/(down) by 1.9 basis point for every basis point by which the average daily federal funds rate is greater than/(less than) the 2.28% rate assumed in the 2019-2021 Rebaseline Forecast.

See definitions in Appendix A under Pre-assessment Core Return on Capital Stock

		
	•
	Regulatory Results:  (33% weight) 

This goal will be measured by the achievement of targeted regulatory goals by December 31, 2021. 

Participants will be eligible to receive the long-term award opportunity as cash between March 1 and March 15, 2022, as follows: 

Long-Term Incentive Opportunity Payable after Year-End 2021: 

Threshold:    An award equal to 50 percent of the remaining 50 percent for President and Tier I and 40 percent for Tier II of the combined award opportunity

		
	Target:
	An award equal to 100 percent of the remaining 50 percent for President and Tier I and 40 percent for Tier II of the combined award opportunity

		
	Excess:  
	An award equal to 150 percent of the remaining 50 percent for President and Tier I and 40 percent for Tier II of the combined award opportunity 

In addition, the following conditions must be satisfied for participants to receive the long-term award opportunity:

		
	•
	The participant is in employment with the Bank on the payment date or otherwise meets employment-related requirements described below in EIP Administration, and

		
	•
	Subject to the discretion of the board, the long-term award calculated above may be reduced, (but not to a number that is less than zero) for all participants or for an individual participant, as applicable, if, during calendar years 2020 and/or 2021, any of the following occur such that if it had occurred prior to the year-end 2019 calculations, it would have negatively impacted the goal results and reduced the associated payout calculation:

		
	i.
	operational errors or omissions resulting in material revisions to (A) the 2019 financial results, (B) information submitted to FHFA supporting the goal results or payout calculation, or (C) other data used to determine the combined award at year-end 2019; 

		
	ii.
	submission of significant information to the SEC, Office of Finance and/or FHFA materially beyond any deadline or applicable grace period, other than late submissions that are caused by acts of God or other events beyond the reasonable control of the participants, or

		
	iii.
	failure by the Bank to make sufficient progress, as determined by the FHFA, in the timely remediation of examination and other supervisory findings relevant to the goal results or payout calculation.  

		
	•
	All long-term award payouts shall be subject to the final approval of the board and review and non-objection by the FHFA (to the extent required by FHFA). 

Eligible Participants:

The Executive Incentive Plan is intended to be an integral component of the Bank’s Total Reward Philosophy. All Corporate Officers are eligible to participate in the 2019 Executive Incentive Plan, at participation tier levels, and subject to any limitations on participation, as may be set by the Human Resources and Compensation Committee herein and/or by separate action.

Other members of management or highly compensated employees (i.e. non-Corporate Officers) may also be selected for participation in the 2019 Executive Incentive Plan: (i) by the Committee, for participation in Tiers I and II or (ii) by the President and CEO, for participation in Tier III. Any such participation shall be subject to any limitations as may be set by the Human Resources and Compensation Committee herein and/or by separate action.

EIP Administration:

The EIP is administered by the Human Resources and Compensation Committee of the Board of Directors (Committee), which shall have full power and binding authority to construe, interpret, and administer the EIP, and to adjust it for extraordinary circumstances. Extraordinary circumstances may include changes in business strategy, termination or commencement of business lines, impact of severe economic fluctuations, significant growth or consolidation of the membership base, or significant regulatory or other changes impacting the Bank or Bank System. The Committee shall not make adjustments for extraordinary circumstances that include changes to goals, weights, or levels of achievement without re-submission to FHFA.

The Committee reserves the right at any time to amend, suspend or terminate the EIP in whole or in part, for any reason, and without the consent of any EIP participant but will not do so without re-submission to FHFA.

The Bank’s President and Chief Executive Officer will determine participation in the EIP with the concurrence of the Committee.

EIP awards shall not be considered earned or payable, in whole or in part, to any participant for any reason until they are finally determined by the Bank’s President and Chief Executive Officer with the concurrence of the Committee following the end of the plan years and following the non-objection of the FHFA (to the extent required by the FHFA).

Participants must receive a performance rating of “Meets Expectations” or better for 2019 in order to be eligible to receive an EIP payout.

Any individual hired into an eligible position during 2019 that is granted an award shall have any such incentive award prorated based on actual base salary paid during the plan year providing he/she has served a minimum of three months in that role in 2019 and otherwise satisfies the EIP’s requirements. 

If an individual becomes a participant of the EIP during the plan year, e.g. due to a job change or promotion, then any EIP award will be prorated based on months in the EIP, provided he/she serves a minimum of three months in the EIP and otherwise satisfies the plan's requirements.

Except as described below, any EIP participant who terminates employment for any reason, whether voluntarily or involuntarily, before the applicable award payment date will not be entitled to any award, 

except as otherwise determined by the Bank’s President and Chief Executive Officer, with the concurrence of the Committee, at their sole discretion and subject to review of the FHFA, if required2.

		
	•
	EIP participants who terminate employment with the Bank by reason of death or disability prior to the March 2020 short-term award payment date, or who terminate employment prior to the short term award payment date and are eligible to retire3 from employment with the may receive a pro rata payment of the short-term incentive opportunity as determined and recommended by the Bank’s President and Chief Executive Officer, with the concurrence of the Committee and at their sole discretion and subject to the review of the FHFA, if required, based on the months of completed service as an EIP participant during 2019. To be eligible, the participant must complete at least six months of service in 2019 and otherwise satisfy the EIP’s requirements. A minimum of six months advanced notice to the Bank will be required, and it must be determined that there has been an effective transition of responsibilities leading to the retirement date. Participants who die, become disabled, or retire during 2019 will not be eligible for any long-term incentive award.

		
	•
	EIP participants who terminate employment with the Bank by reason of death or disability prior to the long-term award payment date in March 2022, or who terminate employment prior to the long-term award payment date and are eligible to retire3 from employment with the Bank, may become eligible to receive a payment of the long-term incentive opportunity, subject to the granting of awards based on 2021 year-end results described above, the recommendation of the Bank’s President and Chief Executive Officer, with the concurrence of the Committee and at their sole discretion, and subject to review of the FHFA, if required.

Awards to terminated (who met retirement criteria3) or disabled participants or beneficiaries of deceased participants will be paid at the same time as awards to all active participants. Beneficiary means the participant’s (i) surviving spouse; or (ii) duly appointed and qualified executor or personal representative or estate. The Administrator may permit participants to designate other persons as beneficiaries, but no designation of a beneficiary shall be effective unless made in accordance with the procedure specified by the Administrator and actually received by the Administrator prior to the participant’s death.

The Bank may make such provisions, as it deems appropriate, for withholding payroll taxes in connection with payment of EIP awards.

________________________
2 Where the EIP refers to the participant's termination of employment for purposes of receiving any payment, whether such a termination has occurred will be determined in accordance with Section 409A of the Internal Revenue Code and applicable regulations thereunder. 

3  Eligibility to retire is defined as employees who are i) eligible for normal retirement as defined in the Pentegra Defined Benefit Plan for Financial Institutions or ii) meet the Rule of 70 as defined in the Pentegra Defined Benefit Plan for Financial Institutions, including credited service in the FHLB system, but excluding any other credited service at another Pentegra participating employer.

Appendix A - Goal Definitions

Pre-assessment Core Return on Capital Stock:

The metric for this goal is defined below. The required performance level for Target is based on the 2019 Strategic Business Plan Base Case projection.

To account for the expected sensitivity of Pre-Assessment Core Return on Capital Stock to changes in interest rates, the required performance levels for Threshold, Target and Excess for 2019 will be adjusted upward or downward by 2.2 basis point for every basis point by which the average daily federal funds rate deviates from the 2.42% assumed in the Rebaselined 2019 forecast for the 2019 Business Plan, and for 2019-2021 will be adjusted upward or downward by 1.9 basis point for every basis point by which the average daily federal funds rate deviates from the 2.28% assumed in the Rebaselined 2019-2021 forecast in the 2019 Business Plan.

Achievement of the goal is subject to compliance with the Bank’s VaR and Duration of Equity limits for at least 10 of the 12 months of the year. If this requirement is not met, the Board may use its discretion to reduce or eliminate payouts for this goal of the EIP.

Pre-assessment, Pre-OTTI Core Return on Capital Stock = 

Net Income - 
Prepayment Fees + Historical Prepayment Fee Amortization
+Debt Retirement Costs - Historical Debt Retirement Cost Amortization
-Net Fair Value Adjustments + OTTI Credit Losses 
-Accretion of Prior OTTI Credit Losses Due to Improvements in Projected PLMBS Performance
+AHP Expense +JNE/HHNE Expense - PLMBS Litigation Income
+Interest Expense on Mandatorily Redeemable Capital Stock
____________________________________________________________________________________
Average Daily Outstanding Balance of Capital Stock including Mandatorily Redeemable Capital Stock

Net Income = 2019 net income reported in accordance with GAAP in the United States.

Prepayment Fees = Fee income resulting from the exercise of prepayment options on financial instruments, net of hedge unwind gain/loss.

Historical Prepayment Fee Amortization = the current-period, straight-line amortization of all historical prepayment fees (whether recognized at time of prepayment or as a yield adjustment on a modified loan) over the original remaining lives of the prepaid assets.

Debt Retirement Costs = Losses incurred under GAAP when outstanding debt is purchased for retirement, net of hedge unwind gain/loss

Historical Debt Retirement Cost Amortization = the current-period, straight-line amortization of all historical debt retirement costs over the original remaining lives of the retired liabilities.

Net Fair Value Adjustments = the net unrealized gains and losses as recognized under GAAP attributable to hedges, whether economic hedges or SFAS 133-qualifying hedges, plus trading securities gains and losses. 

OTTI Credit Losses = the absolute value of the full-year amount of the credit loss portion of overall losses attributable to other-than-temporary impairments of private-label mortgage-backed securities.

Accretion of Prior OTTI Credit Losses Due to Improvements in Projected PLMBS Performance = incremental interest income earned due to yield adjustments applied to OTTI PLMBS that are projected to have a significant improvement in credit performance over their remaining lives.

AHP Expense = the Bank’s required set aside of 10% of net income before AHP Expense as recognized for the full Plan calendar year(s).

JNE/HHNE Expense = subsidy amounts expensed through the Bank’s Jobs for New England and Helping to House New England programs.

PLMBS Litigation Income = Net income resulting from settlements or judgments stemming from the Bank’s lawsuits against certain defendants alleging fraud and misrepresentation surrounding PLMBS sold to the Bank.

Interest Expense on Mandatorily Redeemable Capital Stock = Dividends declared payable to Class B Stock that has been classified as Mandatorily Redeemable Capital Stock, and are thus recorded in interest expense under GAAP.

In the event that the Bank is required to adjust current period net income to correct prior period accounting errors, positive adjustments to net income resulting from the correction of prior period accounting errors are to be excluded from Pre-Assessment Core Return on Capital Stock, while negative adjustments are to be retained in Pre-Assessment Core Return on Capital Stock.

The exclusion of prepayment fee income and associated debt retirement and hedge unwind gain/loss from the Pre-Assessment Core Return on Capital Stock metric removes the potential for “windfall” compensation in the event of heavy prepayment fee income and removes a potential disincentive to prudently respond to prepayment events by excluding the otherwise punitive cost of debt retirement and swap unwind expense. The exclusion of net unrealized fair value adjustments is consistent with the way that management projects its financial performance and reflects the fact that these adjustments are merely timing adjustments to net income that have no net impact to the Bank’s net income if gains or losses are never realized. OTTI Credit Losses are excluded from Pre-Assessment Core Return on Capital Stock because they cannot be controlled by management. Similarly, Accretion of Prior OTTI Credit Losses Due to Improvements in Projected PLMBS Performance and PLMBS Litigation Income are excluded as they represent recoveries of or offsets to OTTI Credit Losses, which are excluded. The Bank may make additional adjustments, subject to approval by the Board and non-objection by the FHFA, for extraordinary items such as unbudgeted voluntary pension contributions, which are expected to be made only if the Bank earns sufficient PLMBS litigation income to cover the unbudgeted portion of such contributions.

Core Mission Goal:

Core Mission Asset Ratio or CMA Ratio is: 
		
	(1)
	The average annual par amount of the sum of Advances and MPF Loans owned by the Bank, divided by

		
	(2)
	The result obtained by subtracting the average annual amount of U.S. Treasury securities classified as Trading Securities or Available for Sale Securities from the average annual par amount of Consolidated Obligation Debt owed by the Bank.

The average annual par amount is measured as the par amount outstanding on each calendar day of 2019 divided by 365. 

Insurance Advances Originations: 

Advances originated (any type and maturity of advance) to insurance company members qualify toward the achievement of this goal. Advances originations is defined as the sum of advance amounts disbursed or originated in 2019 net of advance rollovers. Advance rollovers are defined as advances disbursed on the maturity date of another advance previously disbursed in 2019 where the new advance amount is the same as or smaller than the maturing advance. If the new advance is larger than the maturing advance, the net increase will count towards the goal. Advance rollovers include pre-funding of maturing advances where the disbursement date of the new advance and maturity date of the old advance do not line up exactly. Member Services will identify pre-funding for the President's approval. If the new advance prefunding maturities is larger than the maturing advances, the net increase will count towards the goal.

Insurance Membership:

The number of insurance companies approved for membership during the calendar year 2019 qualify toward the achievement of this goal. Applications from insurance companies that are affiliated and submitted within a 90 day period will count as separate memberships if each applicant’s net admitted assets are $250 million or greater. 

Jobs for New England:

JNE will be divided into two parts in 2019:

		
	1.
	$6.5 million of the subsidy will be allocated for continued use to reduce the cost of long term advances for the purpose of funding small business loans throughout New England (Core JNE).

		
	2.
	$1 million will be allocated under a pilot program to fund specific economic development initiatives. Three potential initiatives have been identified. Any subsidy not committed by 9/30/19 would be reallocated to the Core JNE program and made available to members

“Core” JNE program is defined as the subsidized advances program offered to members to fund small business initiatives.

“New User” defined as a member that has not used the JNE program during the pilot years 2016-2018 (JNE advance must have been disbursed, so any member that has applied for but not drawn down funding will be considered a new user). Also, any member participating in the economic development initiative pilot that has not used the JNE program during the pilot years will be considered a new user.

Disbursement of $7.5 million of JNE subsidy and launch of the pilot economic development initiative will meet the target goal. Launch is defined as notification to the membership and a request for funding for one economic development initiative.

The disbursement and new user excess goal will be weighted 75 percent disbursement of the $7.5 million Core JNE program and 25 percent for the achievement of the new users goal. New user results below the 15 will be interpolated based upon the ratio of new users to the goal of 15. Any amount of subsidy disbursed through the economic development pilot counts toward meeting the goal.

Helping to House New England:

HHNE subsidy will be divided into three parts in 2019.

		
	1.
	$5 million in subsidy will be made available to the six New England Housing Finance Agencies. HHNE advances will qualify toward the achievement of the goal as will bond purchases (when credit quality meets the Bank’s requirements), or direct subsidy allocation. Subsidy dollars must be disbursed by 12/31/19.

		
	2.
	$2 million in subsidy will be made available to FHLBank Boston members in the form of a downpayment and closing cost assistance program for workforce housing (for individuals and families with incomes at 81 to 100 percent area median income (urban area) or 115 percent area median income (rural area). If these subsidy dollars are not fully subscribed by 9/30/19, with a commitment to disburse by 12/31/19, the remaining subsidy dollars will be made available to the other two HHNE components or transferred to the Jobs for New England program.

		
	3.
	By 6/30/19, announce to the six New England Housing Finance Agencies and members that $500,000 of the HHNE subsidy is available to fund housing initiatives that one or more HFAs and/or members present to the Bank for approval. Housing initiatives may include downpayment and closing cost assistance, subsidizing the cost of construction of rental housing or homeownership units or other housing initiatives. If these subsidy dollars are not fully subscribed by 10/31/19, with a commitment to disburse by 12/31/19, the remaining subsidy dollars will be made available to the other two HHNE components or transferred to the Jobs for New England program.

The disbursement target goal will be weighted 75 percent HFA subsidy disbursement and 25 percent EBP-like program disbursement for the purpose of interpolating the results.
The disbursement excess goal will be weighted 50 percent HFA $5 million subsidy disbursement, 25 percent $2 million EBP-like disbursement and 25 percent $500,000 housing initiatives, either of the other HHNE parts or JNE, for the purpose of interpolating the results.

Operational Efficiency:

Core Operating Expenses are defined as normal expenses associated with enabling the Bank to conduct business operations, but excluding significant discretionary expenses approved by the board of directors in an amount not to exceed judgment or settlement income associated with the Bank’s ongoing PLMBS litigation, provided that they are incurred in the plan year(s). HHNE and JNE subsidies are not included in operating expenses. The board of directors establishes an operating expense budget for each calendar year and may amend the budget as needed at their sole discretion.

Bank-wide ERM Initiatives:

Goal: Collaboration with business units

Project 1 - Working with Bank Technology and Information Security, conduct a cyber risk quantification exercise and develop a Cyber Risk Appetite Statement (for presentation to and approval by the Risk Committee).  (15%)
Threshold:     Complete all of the above by December 31, 2019
Target:           Complete all of the above by October 31, 2019
Excess:          Complete all of the above by September 30, 2019

Project 2 - Recommend and implement best practice enhancements for the Bank’s OAS risk modeling with approval by Model Risk Management Committee and review by the ALCO. (15%)
Threshold:     Complete all by December 31, 2019
Target:           Complete all by October 31, 2019
Excess:          Complete all by September 30, 2019

Goal: Completion of the next iteration of Market Risk Goals 
Introduce, monitor, and complete ERM assessments of potential new market risk MATs and limits as consistent with the conclusions/recommendations documented in the September 2018 “Structural Review of Market Risk Limits” and present assessments to the Risk Committee. (30%)
Threshold:     December 31, 2019
Target:           October 31, 2019
Excess:          September 30, 2019

Goal: Comprehensive review of next generation Credit Models (20%)
Present the following components to Model Risk Management Committee:
Threshold:     Document credit risk model usage in the Bank as the foundation for analyzing 
potential replacement by June 30, 2019
Target:     Threshold plus assess at least 5 models to determining best fit for the Bank by 
October 31, 2019
Excess:      Target plus select final candidates for review in 2020 by December 31, 2019

Goal: Implement phase 1 of the new collateral system as the system of record.  (20%)
Threshold:     December 31, 2019
Target:           October 31, 2019
Excess:          September 30, 2019

Remediation of 2018 Report of Exam Findings: 
The 2018 Examination by the Federal Housing Finance Agency noted [^^^] Matters Requiring Attention (MRA) and [^^^] recommendations. The target goal established for the remediation of these MRAs requires management to receive clearance of the MRAs, defined as non-reoccurrence of the MRA during the 2019 examination due to either addressing or by having in place an acceptable action plan to address the MRA and clearance all recommendations. The threshold goal is the successful remediation of all the MRAs and clearance of [^^^] of the recommendations. The excess level of achievement for this goal is to achieve the target level of achievement plus an upgrade in at least [^^^] in the 2019 examination by the Federal Housing Finance Agency.

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