Document:

2005 Annual Incentive Compensation Plan

 Exhibit 10(s) 
 UNITED STATES STEEL CORPORATION 
 2005 ANNUAL INCENTIVE COMPENSATION PLAN 
 Section 1. Purpose. The purpose of the 2005 Annual Incentive Compensation Plan (the “Plan”) is to provide for an
incentive payment opportunity to executive management of United States Steel Corporation (the “Corporation”) and its subsidiaries and affiliates, which may be earned upon the achievement of established performance goals. By
providing an incentive payment opportunity based upon performance goals and by placing a portion of compensation at risk, the Corporation can reward performance based on the overall performance of the Corporation and the individual contribution of
each executive. 
 Section 2. Effective Date. The effective date of this Plan is April 26, 2005, provided that the
Plan is approved by shareholders of the Corporation prior to the payment of any compensation hereunder. The Plan will remain in effect from year to year (each calendar year shall be referred to herein as a “Plan Year”) until
formally terminated in writing by the Corporation’s Board of Directors (the “Board”). 
 Section 3.
Administration of the Plan. 
 Section 3.01. Committee. The Plan shall be administered by a Committee (the
“Committee”) appointed by the Board and consisting of at least three members of the Board, each of whom at the time of appointment to the Committee and at all times during service as a member of the Committee shall be (1) an
“outside director” as then defined in the regulations under Section 162(m) of the Internal Revenue Code of 1986, as amended (the “Code”), or any successor provision, (2) a “non-employee director” as
then defined under Rule 16b-3 under the Securities Exchange Act of 1934, as amended (the “Exchange Act”), or any successor rule and (3) an “independent” director under the rules of the New York Stock Exchange. The
Committee shall interpret the Plan and prescribe such rules, regulations and procedures in connection with the operations of the Plan as it shall deem to be necessary and advisable for the administration of the Plan consistent with the purposes of
the Plan. The Committee shall keep records of action taken at its meetings. A majority of the Committee shall constitute a quorum at any meeting, and the acts of a majority of the members present at any meeting at which a quorum is present, or acts
approved in writing by all members of the Committee, shall be the acts of the Committee. 
 Section 3.02. Determinations.
The Committee shall determine the Incentive Targets, Incentive Awards and Performance Goals as defined in Sections 5.01, 5.02 and 5.03 of the Plan and designate the employees and other service providers who are to participate in the Plan.

 Section 3.03. Notice of Participation. Each employee or other service provider who has been designated to participate
in the Plan shall receive a written notice, in the form prescribed by the Committee, informing the employee or other service provider that he or she has been selected to be a Participant (a “Participant”) in the Plan and specifying
the period for which such designation is to remain in effect. No employee or other service provider shall have the right to become a Participant and shall not be a Participant until the date specified in the notice. Designation of participation does
not guarantee a Participant that an Incentive Award will be earned. 
 Section 4. Eligibility, Termination, New
Participants. 
 Section 4.01. Eligibility. Any employee or other service provider of the Corporation or any subsidiary
or affiliate, including any employee who is a “covered employee”, 

  

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as defined in Section 162(m)(3) of the Code and the regulations promulgated thereunder, shall be eligible to participate in the Plan upon written
designation by the Committee as provided in Section 3.03. 
 Section 4.02. Termination of Employment or Service.
Except as provided in Section 4.03 of the Plan, a Participant whose employment or service with the Corporation and all subsidiaries and affiliates is terminated prior to the payment of an Incentive Award or Awards will forfeit all right to such
unpaid Incentive Awards. 
 Section 4.03. Death, Disability or Retirement. If, during a Performance Period, as defined in
Section 5.04 of the Plan, a Participant dies or becomes disabled, within the meaning of Section 409A(a)(2)(C) of the Code, or retires under and pursuant to any retirement plan of the Corporation which constitutes a separation from service
under Section 409A of the Code, the Participant, or his or her estate, may, in the discretion of the Committee, be entitled to receive a pro-rata Incentive Award for the portion of the Performance Period during which the Participant was
employed, provided that the applicable Performance Goals for such Performance Period are achieved, the Participant was employed for at least six months during the Performance Period and, in the case of retirement or disability, the Participant is
not employed in any capacity by any competitor of the Corporation or is otherwise then engaging in competitive activities with the Corporation. In the case of any pro-rata Incentive Award payment, such amounts shall be paid as provided in
Section 6 of the Plan. 
 Section 4.04. New Participants. Except as provided in this Section 4.04, an employee
or other service provider who is not a Participant as of the first day of a Performance Period shall not become a Participant for that Performance Period. New employees or other service providers of the Corporation or any subsidiary or affiliate
hired during a Performance Period, and employees or other service providers promoted or engaged, as the case may be, during the Performance Period who were not eligible to participate in the Plan at the beginning of the Performance Period, may, as
determined by the Committee in its discretion, become a Participant during a Performance Period and participate in the Plan for such Performance Period on a pro-rata basis provided that, in the case of Covered Employees, the employee becomes a
Participant effective not later than 90 days after the beginning of the Performance Period. 
 Section 5. Incentive Targets,
Incentive Awards, Performance Goals and Performance Periods. 
 Section 5.01. Incentive Targets. Each Participant under
the Plan shall be assigned an incentive target (an “Incentive Target”), which may be expressed as a percentage of the Participant’s base salary or other measure prescribed by the Committee, as related to the level of
achievement expected to be attained. Incentive Targets shall be determined within 90 days after the commencement of each Performance Period and approved by the Committee. 
 Section 5.02. Incentive Awards. Incentive awards (“Incentive Awards”) may be earned by Participants during a Performance Period; provided, however, that (a) no Incentive Award
may exceed the Participant’s Incentive Target established for the actual level of achievement attained and (b) payment of any Incentive Award under the Plan shall be contingent upon the achievement of the relevant performance goals
established by the Committee (“Performance Goals”). Performance Goals may include one or more type of performance goal, including threshold Corporation performance goals, other Corporation performance goals and Participant
performance goals. 
  

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 Section 5.03. Performance Goals. 
 (a) Performance Goals. Within 90 days after the commencement of the Performance Period, the Committee shall establish for the relevant Performance
Period all Performance Goals for the Corporation (“Corporation Performance Goals”) and the Participant (“Participant Performance Goals”), which may be based upon one or more of the following objective performance
measures and expressed in either, or a combination of, absolute or relative values or rates of change: safety performance, earnings per share, earnings per share growth, return on capital employed, costs, net income, net income growth, operating
margin, revenues, revenue growth, revenue from operations, expenses, income from operations as a percent of capital employed, income from operations, income from operations per ton shipped, tons shipped, cash flow, market share, return on equity,
return on assets, earnings (including EBITDA and EBIT), operating cash flow, operating cash flow as a percent of capital employed, economic value added, gross margin, total shareholder return, toxic emissions improvement, workforce diversity, number
of accounts, workers’ compensation claims, budgeted amounts, cost per hire, turnover rate, and/or training costs and expenses. Performance Goals based on such performance measures may be based either on the performance of the Corporation, a
subsidiary or subsidiaries, affiliate, any branch, department, business unit or other portion thereof under such measure for a Performance Period, as hereafter defined, and/or upon a comparison of such performance with the performance of a peer
group of corporations, prior Performance Periods or other measure selected or defined by the Committee at the time of making an Incentive Award. The Committee may designate one or more of such Corporation Performance Goals as the Threshold
Corporation Performance Goal (the “Threshold Corporation Performance Goals”) and shall designate the weighting among the various Corporation and Participant Performance Goals established. 
 (b) Calculation. When the Corporation and/or Participant Performance Goals are established, the Committee shall also specify the manner in which
the level of achievement of such Performance Goals shall be calculated and the weighting assigned to such Performance Goals. The Committee may determine that unusual items or certain specified events or occurrences, including changes in accounting
standards or tax laws and the effects of non-operational items or extraordinary items as defined by generally accepted accounting principles, shall be excluded from the calculation to the extent permitted in Section 162(m). 
 Section 5.04. Performance Periods. Unless otherwise determined by the Committee, there shall be one year Performance Periods under the
Plan, and a new Performance Period (a “Performance Period”) shall commence on the first day of each Plan Year and end on the last day of such Plan Year. Unless otherwise determined by the Committee, the first Performance Period
under the Plan shall commence on January 1, 2006 and end on December 31, 2006. 
 Section 5.05. Discretion. The
Committee shall have no discretion to increase any Incentive Target or Incentive Award payable that would otherwise be due upon attainment of the Performance Goals, or otherwise modify any Performance Goals associated with a Performance Period, but
the Committee may in its discretion reduce or eliminate such Incentive Target or Incentive Award; provided, however, that the exercise of such negative discretion shall not be permitted to result in any increase in the amount of any Incentive Target
or Incentive Award payable to any other Participant. 
 Section 5.06. Determination of Incentive Award. The amount of a
Participant’s Incentive Award for a Plan Year, if any, shall be determined by the Committee or its delegate in accordance with the level of achievement of the applicable Performance Goals, the Participant’s Incentive Target for such level
of achievement and the other terms of the Plan, and shall be communicated in writing to the Participant within two and one-half months following the end of 

  

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the Performance Period to which such Incentive Award relates. Prior to any payment of the Incentive Awards hereunder, the Committee shall determine and
certify in writing the extent to which the Performance Goals and other material terms of the Plan were satisfied. 
 Section 5.07. Maximum Incentive Awards. Notwithstanding any other provision of this Plan, the maximum amount payable in cash to any one Participant under the Plan in any one calendar year shall be $5,000,000. In the case
of multi-year Performance Periods, the amount which is earned in any one calendar year is the amount paid for the Performance Period divided by the number of calendar years in the Performance Period. The limitation in this section shall be
interpreted and applied in a manner consistent with Section 162(m) of the Code. 
 Section 6. Payment to
Participants. 
 Section 6.01. Timing of Payment. An Incentive Award for a Performance Period shall be paid to the
Participant, or in the case of death to the Participant’s beneficiary, on or before March 15th of the year following the end of such Performance Period in which the amounts are no longer subject to substantial risk of forfeiture; provided,
however, in the event such amount is payable pursuant to Section 4.03 and is conditioned upon a separation from service and not compensation the Participant could receive without separating from service, then no such payment may be made to a
Participant who is a “specified employee” under Section 409A of the Code until the first day following the six-month anniversary of the Participant’s separation from service. 
 Section 6.02. Beneficiary Designation. A Participant may file a completed designation of beneficiary form with the Committee or its
delegate in the form prescribed. Such designation may be made, revoked or changed by the Participant at any time before the earlier of death or receipt of any unpaid Incentive Awards, but such designation of beneficiary will not be effective and
supersede all prior designations until it is received and acknowledged by the Committee or its delegate. If the Committee has any doubt as to the proper beneficiary to receive payments hereunder, the Committee shall have the right to withhold such
payments until the matter is finally adjudicated. However, any payment made in good faith shall fully discharge the Committee, the Corporation, its subsidiaries and the Board from all further obligations with respect to that payment. 
 Section 6.03. Form of Payment. Payment of Incentive Awards shall be made in cash or in shares of the Corporation’s common stock
from the Corporation’s 2005 Stock Incentive Plan (including any successor thereto), or any combination thereof, as determined by the Committee in its discretion. Awards shall not be considered as part of the Participant’s salary and will
not be used in the calculation of any other pay allowance or benefit except as provided under the Executive Management Supplemental Pension Plan, as then in effect. 
 Section 6.04. Tax Withholding. All Incentive Awards shall be subject to Federal income, FICA, and other tax withholding as required by applicable law and, to the extent permitted in the
Corporation’s 2005 Stock Incentive Plan may be withheld in shares of the Corporation’s common stock otherwise distributable. 
 Section 7. Miscellaneous. 
 Section 7.01. Merger or Consolidation. All obligations for amounts
earned but not yet paid under the Plan shall survive any merger, consolidation or sale of all or substantially all of the Corporation’s or a subsidiary’s assets to any entity, and be the liability of the successor to the merger or
consolidation or the purchaser of assets, unless otherwise agreed to by the parties thereto. 
  

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 Section 7.02. Gender and Number. The masculine pronoun whenever used in the Plan shall
include the feminine and vice versa. The singular shall include the plural and the plural shall include the singular whenever used herein unless the context requires otherwise. 
 Section 7.03. Construction. The provisions of the Plan shall be construed, administered and governed by the laws of the Commonwealth
of Pennsylvania, including its statute of limitations provisions, but without reference to conflicts of law principles. Titles of Sections of the Plan are for convenience of reference only and are not to be taken into account when construing and
interpreting the provisions of the Plan. 
 Section 7.04. Non-alienation. Except as may be required by law, neither the
Participant nor any beneficiary shall have the right to, directly or indirectly, alienate, assign, transfer, pledge, anticipate or encumber (except by reason of death) any amount that is or may be payable hereunder, including in respect of any
liability of a Participant or beneficiary for alimony or other payments for the support of a spouse, former spouse, child or other dependent, prior to actually being received by the Participant or beneficiary hereunder, nor shall the
Participant’s or beneficiary’s rights to benefit payments under the Plan be subject in any manner to anticipation, alienation, sale, transfer, assignment, pledge, encumbrance, attachment, or garnishment by creditors of the Participant or
beneficiary or to the debts, contracts, liabilities, engagements, or torts of any Participant or beneficiary, or transfer by operation of law in the event of bankruptcy or insolvency of the Participant or any beneficiary, or any legal process.

 Section 7.05. No Employment Rights. Neither the adoption of the Plan nor any provision of the Plan shall be construed
as a contract of employment or otherwise between the Corporation or a subsidiary or affiliate and any employee, other service provider or Participant, or as a guarantee or right of any employee, other service provider or Participant to future or
continued employment or other service with the Corporation or a subsidiary or affiliate, or as a limitation on the right of the Corporation or a subsidiary or affiliate to discharge any of its employees or other service providers. Specifically,
designation as a Participant does not create any rights, and no rights are created under the Plan, with respect to continued or future employment or service or conditions of employment or service. 
 Section 7.06. Minor or Incompetent. If the Committee determines that any Participant or beneficiary entitled to a payment under the
Plan is a minor or incompetent by reason of physical or mental disability, it may, in its sole discretion, cause any payment thereafter becoming due to such person to be made to any other person for his benefit, without responsibility to follow
application of amounts so paid. Payments made pursuant to this provision shall completely discharge the Corporation, its subsidiaries, the Plan, the Committee and the Board. 
 Section 7.07. Illegal or Invalid Provision. In case any provision of the Plan shall be held illegal or invalid for any reason, such
illegal or invalid provision shall not affect the remaining parts of the Plan, but the Plan shall be construed and enforced without regard to such. 
 Section 7.08. Amendment or Termination of this Plan. The Board shall have the right to amend or terminate the Plan at any time, provided that any termination shall automatically end all of the outstanding Performance
Periods and calculations shall be made with respect to achievement of the Performance Goals for such Performance Periods for the purpose of determining whether any pro-rata Incentive Awards may be payable under the Plan; provided, further, that in
the event any pro-rata Incentive Awards are payable, such amounts shall be paid as provided in Section 6 of the Plan. No employee, other service provider or Participant shall have any vested right to payment of any Incentive Award hereunder
prior to its payment. The Corporation shall notify affected employees and other service providers in writing of any amendment or Plan termination. 
  

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 Section 7.09. Unsecured Creditor. The Plan constitutes a mere promise by the
Corporation or a subsidiary or affiliate to make benefit payments in the future. The Corporation’s and the subsidiaries’ and affiliates’ obligations under the Plan shall be unfunded and unsecured promises to pay. The Corporation and
the subsidiaries and affiliates shall not be obligated under any circumstance to fund their respective financial obligations under the Plan. Any of them may, in its discretion, set aside funds in a trust or other vehicle, subject to the claims of
its creditors, in order to assist it in meeting its obligations under the Plan, if such arrangement will not cause the Plan to be considered a funded deferred compensation plan. To the extent that any Participant or beneficiary or other person
acquires a right to receive payments under the Plan, such right shall be no greater than the right, and each Participant and beneficiary shall at all times have the status, of a general unsecured creditor of the Corporation or a subsidiary or
affiliate. 
 *    *    * 
  

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 - 6 -Admin. Regs. for the Executive Mgmt. Annual Incentive Comp. Program

 Exhibit 10(t) 
 Administrative Regulations for the 
 Executive Management Annual Incentive Compensation Program 

 under the United States Steel Corporation 2005 Annual Incentive Compensation Plan 
 As amended by the Compensation & Organization Committee 
 on February 23, 2009 
  

	1.	Administration. The Compensation & Organization Committee (the “Committee”) shall administer the Annual Incentive Compensation Program (the
“Program”) under and pursuant to the authority provided in the Board of Directors’ April 26, 2005 delegation to the Committee and Section 3 of the United States Steel Corporation 2005 Annual Incentive Compensation
Plan (the “Plan”). 

  

	 	A.	Definitions. Unless otherwise defined herein, capitalized terms used herein shall have the meanings set forth in the Plan. 

  

	 	B.	Compensation consultant. The Committee may engage a compensation consultant to assess the competitiveness of various target Award levels and advise the Committee.

  

	2.	Participation/Eligibility. All management employees of the Corporation, its Subsidiaries and affiliates are eligible to participate in the Program upon designation by
the Committee or Senior Officers (“Participants”). 

  

	 	A.	Executive Management. All Executive Management employees of USS, its subsidiaries and affiliates designated via written notice as participants by the Committee are eligible
to participate (“Eligible Employees” or “Participants”). 

  

	 	B.	New Participants. A Participant who was not a Participant on the first day of the Performance Period may, subject to the Committee’s discretion, become a Participant
during the Performance Period participating on a pro rata basis for the remaining portion of the period in which such Participant first becomes eligible to participate but shall be ineligible to participate in this program for any portion of a year
during which the Participant participates in any other cash incentive or bonus plan or program; provided, however, that a Covered Employee (as defined in section 162(m) of the Internal Revenue Code) may so participate only if he or she
becomes a Participant effective not later than 90 days after the beginning of the Performance Period. 

  

	 	C.	Rights. No Participant or other employee shall have any claim to be granted an Award under the Program, and nothing contained in the Program or any Award Agreement shall
confer upon any Participant any right to continue in the employ of the Corporation, its Subsidiaries or affiliates or interfere in any way with the right of the Corporation, its Subsidiaries or affiliates to terminate a Participant’s employment
at any time. 

  

	3.	Performance Period. 

  

	 	A.	Calendar year. Unless otherwise determined by the Committee at the commencement of each Performance Period, each such Performance Period shall be a calendar year.

	4.	Performance Goal Setting. 

  

	 	A.	Performance Goals. The Corporate Performance Goals for the Performance Period shall be the targets assigned to each of the Corporate performance measures, which shall be set
by the Committee during the first 90 days of the Performance Period. Unless otherwise determined by the Committee at the beginning of the relevant Performance Period, the Corporate performance measures will be the following objective measures:

  

	 	(1)	Return on Capital Employed (ROCE). Return on Capital Employed shall mean, for the Performance Period, income from consolidated worldwide operations (including minority
interests), divided by consolidated worldwide capital employed (including minority interests) expressed as a percentage. 

 Income from consolidated worldwide operations (including minority interests) shall mean income from operations as reported in the consolidated statement of operations of United States Steel Corporation for the Performance Period.

 Capital employed shall be calculated by using the average of the opening balance at the commencement of the Performance Period, and the
balances at the end of each quarter during the Performance Period, of the sum of net fixed assets, inventories, accounts receivable and sold accounts receivable, less accounts payable. 
 For purposes of calculating ROCE for a Performance Period, the following principles shall apply: that if income or loss related to an asset is included
in the numerator for any portion of the Performance Period that the related asset’s capital employed shall be included in the denominator for the same portion of the Performance Period (and vice versa) and, similarly, if income or loss related
to an asset is excluded from the numerator for any portion of the Performance Period that the related asset’s capital employed shall be excluded from the denominator for the same portion of the Performance Period (and vice versa). 

Subject to the foregoing, the following adjustment provisions shall apply to the numerator and denominator (to the extent included in such amount) of
the ROCE performance calculation: 
  

	 	(a)	exclude the gain or loss related to a business disposition or divestiture and assume that the business achieved the performance objectives at Business Plan (as defined below) levels
during the balance of the Performance Period following such disposition or divestiture; 

  

	 	(b)	exclude the gain or loss related to an asset sale not made in the ordinary course of business; 

  

	 	(c)	exclude all amounts associated with facility shutdowns/closures; 

  

	 	(d)	exclude all amounts associated with long-lived asset impairments; 

  

	 	(e)	exclude all amounts associated with acquisitions; 

  

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	 	(f)	exclude all amounts related to workforce reductions and other restructuring charges and/or other non-recurring gains or losses; 

  

	 	(g)	exclude contingent liability and tax accrual amounts for items or events not related to the applicable Performance Period; and 

  

	 	(h)	exclude all amounts associated with changes in accounting standards and changes in law that affect reported results; 

 provided, however, none of the above adjustments shall be made to the ROCE calculation to the extent the events or occurrences relating to the
adjustments are recognized and/or contemplated in the Corporation’s “Business Plan”, as last presented to its Board of Directors within the first 90 days of the year represented by the relevant Performance Period; 
 provided, further, no adjustment pursuant to any adjustment category, identified as (a) through (h), above, shall be made to the ROCE
calculation to the extent the total adjustment for such category is less than $5 million; 
 provided, further, all the above
adjustments shall be calculated in accordance with generally accepted accounting principles at the time of calculation to the extent the nature of the adjustment is addressed therein; 
 provided, further, none of the above adjustments shall be made to the ROCE calculation to the extent the relevant data is not available;

 provided, further, the ROCE calculation, including all adjustments thereto, shall be determined at the time the Committee makes its
award decisions and in accordance with the reporting requirements applicable to the Corporation’s reports on Forms 10-K and 10-Q; 
 provided, further, the calculated ROCE resulting from the foregoing shall be reduced to the extent it exceeds the calculation of return on capital employed under the United States Steel Corporation Short Term Incentive Plan for
Non-Union Salaried Employees for the same Performance Period; and 
 provided, further, the foregoing limit shall not limit the
Committee’s authority to exercise additional downward discretion either in determining the value of ROCE or in calculating any related award. 
  

	 	(2)	Shipment Tons. Shipment Tons shall mean the number of worldwide tons of steel products shipped for the Performance Period, determined consistent with external reporting
practices. This performance measure is to be adjusted in accordance with Section 4.A.(4) of these Regulations. 

  

	 	(3)	Citizenship Measures. Citizenship Measures shall mean: 

  

	 	(a)	 Safety Performance. Safety Performance shall mean the improvement, if any, from Performance Period to Performance 

  

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Period in the number of serious injury cases occurring during the Performance Period involving the represented and non-represented employees at the
properties and operations of United States Steel Corporation and its subsidiaries as collected and reported to the Vice President – Human Resources for purposes of determining the baseline/target for the relevant Performance Period. A serious
injury case shall mean a work-related injury that prevents an employee from returning to work for 31 or more calendar days. This performance measure is to be adjusted in accordance with Section 4.A.(4) of these Regulations.

  

	 	(b)	Toxic Emission Improvement. Toxic Emission Improvement (also referred to as “Environmental Emission Improvement”) shall mean the improvement, if any, from
Performance Period to Performance Period in the number of occurrences of noncompliant environmental emissions determined in accordance with our air and water permits at our domestic and foreign production units and facilities (excluding our joint
ventures and Transtar). 

 For purposes of the Environmental Emission Improvement performance measure only, the Performance
Period shall be the same Performance Period used for the other performance measures except that such period shall begin one calendar month prior to the month in which the Performance Period begins and shall end one calendar month prior to the month
in which the Performance Period ends (that is, December 1 to November 30). 
 The occurrences of noncompliant environmental
emissions relating to production units/facilities at which 
  

	 	(i)	the method and/or frequency of measuring permit compliance is revised during the current Performance Period in response to a change in governmental requirements and/or

  

	 	(ii)	are adjusted pursuant to Section 4.A.(4) of these Regulations 

 shall be excluded 
  

	 	(x)	consistent with Section 4.A.(4) hereof, from the current target (that is, the number of occurrences during prior Performance Period) and the current actual performance for the
current Performance Period, and 

  

	 	(y)	unless the Committee determines otherwise, for the succeeding Performance Period, from (i) the next target (that is, the number of occurrences during current Performance
Period) and (ii) the next actual performance. 

  

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	 	(4)	Adjustments to performance measures. Consistent with Section 5.A.(2)(d) hereof, all adjustments to performance measures, whether identified in this paragraph or not, are
conditioned upon the requirement that such adjustments can be accomplished in conformance with Section 162(m) of the Internal Revenue Code. 

 In addition to the other adjustments to performance measures identified in these Regulations, the performance measures other than ROCE shall each be adjusted in the event of an acquisition, disposition, idling (as
defined below), startup or shutdown of a business or production facility to exclude all measures, to the extent all relevant data is available, relating to such business or production facility from the target and from the related performance
calculation for the Performance Period during which the acquisition, disposition, idling (as defined below), startup or shutdown occurs; 
 provided, however, that the term “idling” shall refer to a plant/facility that was not operated for at least thirty consecutive days during the relevant Performance Period and shall be applied for adjustment purposes
(a) only with respect to the Environmental Emissions Improvement performance measure and (b) only in the event such idling pertains to an entire plant, or a substantial portion of a plant (that is, an entire hot-end, an entire
finishing-end, or an entire coke battery), as such plants are identified and reported to the Vice President – Human Resources for purposes of setting the Environmental Emissions Improvement baseline/target for the relevant Performance Period;
and 
 provided, further, the foregoing adjustment will not pertain to the Shipment Tons performance measure (target or performance
calculation) to the extent and for the period such acquisition, disposition, startup or shutdown is recognized and/or contemplated in the shipment tons making up the Corporation’s Business Plan, as presented to its Board of Directors within the
first 90 days of the year represented by the relevant Performance Period. 
  

	 	B.	Corporate or subsidiary level. Notwithstanding the Corporate performance measure definitions, the Committee may assign Performance Goals for the Corporate performance
measures at the Corporate, subsidiary and/or affiliate level for each Participant. 

  

	 	C.	Setting of Incentive Targets and Incentive Awards. The Incentive Target, defined as a percent of the Participant’s base salary (the Participant’s monthly base
salary at the end of the relevant Performance Period times 12), and the Incentive Awards for all levels of Performance Goals shall be set by the Committee during the first 90 days of each Performance Period. 

  

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	 	(1)	The Committee shall establish and approve the relevant Incentive Targets for each Participant as well as the related Incentive Award for achieving each Performance Goal and/or level
of attainment thereof. 

  

	 	(2)	The Committee will assess the competitiveness of the various Incentive Award levels. 

  

	 	D.	Performance Goal weighting. 

  

	 	(1)	Relative weighting. Unless otherwise determined by the Committee when establishing the Performance Goals, the relative weighting assigned to each of the performance measures
shall be as follows: 

  

	 	(a)	ROCE. Return on Capital Employed shall be 80% of the Incentive Target value. 

  

	 	(b)	Shipment Tons. Shipment Tons shall be 20% of the Incentive Target value. 

  

	 	(c)	Citizenship Measures. Safety shall add or subtract up to 10% of the Incentive Target value, or have no impact on the Incentive Award, depending upon actual performance with
respect to its related Performance Goal. Environmental Emissions shall add or subtract up to 5% of the Incentive Target value, or have no impact on the Incentive Award, depending upon actual performance with respect to its related Performance Goal.

  

	 	(2)	Maximum award level. The maximum award level shall be 215% of the Incentive Target value with achievement of the highest ROCE Performance Goal representing 160% of such
award, achievement of the highest Shipment Tons Performance Goal representing 40% of such award and achievement of the highest Citizenship Measures Performance Goals adding 10% (safety) and 5% (environmental emission improvement) each to such award.

  

	5.	Performance Measurement Mechanics. 

  

	 	A.	Payout determination. 

  

	 	(1)	Evaluation. The Committee shall evaluate actual Corporate performance against the Corporate Performance Goals for the Performance Period during the first 60 days following
the end of the relevant Performance Period. 

  

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	 	(2)	Calculation. 

  

	 	(a)	Rounding Performance Calculations. The calculation of actual performance for each performance measure shall be rounded to the nearest decimal place consistent with the number
of decimal places approved by the Committee at the time it set the relevant target, rounding up in the case of 5 or more and rounding down in the case of 4 or less. 

  

	 	(b)	Interpolation. Interpolation will be used to determine an Incentive Award for performance that correlates to performance between the pre-determined ROCE and Shipment Tons
Performance Goals. Such interpolation will not be used in connection with the Citizenship Measures. The interpolated payout percentages for ROCE and Shipment Tons shall be added together prior to rounding to the nearest whole percentage point,
rounding up in the case of 5 or more and rounding down in the case of 4 or less. 

  

	 	(c)	Maximum award. No one Participant may receive more than $5 million in Incentive Awards for any one calendar year under this Program. 

  

	 	(d)	Adjustments. At the commencement of each Performance Period, the Committee may also determine that unusual items or certain specified events or occurrences will be excluded
from, or considered in connection with, any or all of the calculations for such Performance Period; provided, however, that all such adjustments must satisfy the requirements of Section 162(m) of the Internal Revenue Code.

  

	 	(3)	Negative discretion. The Committee retains negative discretion to reduce any and all Incentive Awards to amounts below the amounts that would be payable as a result of
performance measured against the Performance Goals; however, the Committee may not increase Incentive Awards above the amount payable as a result of performance measured against the Performance Goals. 

  

	 	B.	Form of Payout. 

  

	 	(1)	Cash and/or Common Stock. The Committee may determine to pay the awards in the form of cash or common stock, or any combination thereof, which determination may be made on a
non-uniform basis among Participants. 

  

	 	(2)	 Common Stock Awards. The determination to pay awards in the form of common stock shall be a determination to satisfy the award through 

  

 2005 AICP REGS AMENDED 2-23-09 
 7 

	 	 
shares available under the 2005 Stock Incentive Plan, subject to the terms and conditions of such plan, and provided that the performance period under this
Program shall also count toward any minimum performance period required for an unrestricted grant of shares under such plan. 

  

	 	(3)	Award Unit Determination Procedure. If the Committee determines to pay all or a portion of an award in the form of common stock, the value of such award, or portion thereof,
under this Program shall be converted into a number of shares of common stock by dividing (i) the value of such award, or portion thereof, by (ii) the Common Stock Unit Value, which is to be determined as follows: 

 

	 	(a)	Common Stock Unit Value. The Common Stock Unit Value shall be equal to the Fair Market Value (as defined in the 2005 Stock Incentive Plan) of a share of common stock on the
date of award (Date of Award). The Date of Award shall be established prospectively by the Committee at the time it determines the award, with the goal of setting the date close in proximity to the related payroll processing date for awards under
the Plan. Unless otherwise established by the Committee, the Date of Award shall be the third business day following the date the Committee makes its determination of the award. 

  

	 	(4)	Netting of Common Stock Shares. To the extent permitted under the 2005 Stock Incentive Plan and unless otherwise determined by the Committee or an election with respect to a
different medium of payment is offered to and elected by a Participant in accordance with procedures approved by the Company, the shares of common stock delivered in connection with any common stock award under this Program shall be net of any tax
withholding obligation. 

  

	6.	Timing of Payments. Unless otherwise determined by the Committee in its discretion, payment of Annual Incentive Compensation, if any, under this Program with respect
to any Performance Period will be paid on the 5th business day following the date of the Committee’s determination of any such Incentive Award to be paid; provided, however, the payment of any such award shall be paid on or before
March 15 of the year following the end of the relevant calendar year Performance Period and as provided in Section 6 of the Plan. 

  

	7.	Termination of Employment. The following provisions apply in the case of a Participant’s termination of employment during the Performance Period:

  

	 	A.	 Normal Retirement, Death, or Disability. Following a Participant’s Normal Retirement, which constitutes a separation from service under
Section 409A of the Code, Death or Disability, a prorated value of such Participant’s target Award may be awarded by the Committee based upon the number of complete months worked during the Performance Period; provided that
(i) such Award is calculated and delivered following the relevant Performance Period in 

  

 2005 AICP REGS AMENDED 2-23-09 
 8 

	 	 
accordance with the terms of the Plan, (ii) the relevant Performance Goals are achieved, (iii) the Participant is employed for at least six
(6) months during the Performance Period and (iv) the Committee retains its negative discretion with respect to such awards. 

  

	 	(1)	Normal Retirement. Normal Retirement shall mean (a) normal retirement as defined in the applicable pension rules under the United States Steel Corporation Plan for
Employee Pension Benefits (Revision of 2003), or similar USS subsidiary plan, or (b) retirement at any age with the consent of the Committee; however, unless specifically consented to in writing by the Committee, Normal Retirement does not
include retirement under circumstances in which the employee accepts employment with a company that owns, or is owned by, a business that competes with USS, or its subsidiaries or affiliates. 

  

	 	(B)	Resignation, Early Retirement and Other Termination. Following a Participant’s Resignation, Early Retirement or other termination, all pending Incentive Awards are
forfeited. 

  

	 	(1)	Early Retirement. Early Retirement shall mean a retirement other than a Normal Retirement. 

  

 2005 AICP REGS AMENDED 2-23-09 
 9

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