Document:

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                                                                   EXHIBIT 10.60

                        2001 EMPLOYEE PROFIT SHARING PLAN

Purpose

The purpose of the 2001 American Airlines Employee Profit Sharing Plan ("Plan")
is to provide participating employees with a sense of commitment to, and direct
financial interest in, the success of American Airlines, Inc.

Definitions

Capitalized terms not otherwise defined in the Plan will have the meanings set
forth in the 1998 Long Term Incentive Plan, as amended (the "LTIP").

"AMR" is defined as AMR Corporation.

"Adjusted Investment" is defined as the sum of American's notes payable, current
maturities of long-term debt and capital leases, long-term debt, capital leases,
Present Value of Operating Leases, and stockholders' equity, and any accounting
adjustments or extraordinary or unusual items which may be added or deducted at
the discretion of the Committee and are approved by the Board of Directors of
AMR. In the event of the AMR acquisition of TWA, Adjusted Investment will be
reduced by the net of AMR goodwill generated by the transaction, plus assets
attributable to TWA, plus net losses attributable to TWA, less assumed
liabilities attributable to TWA.

"Affiliate" is defined as a subsidiary of AMR or any entity that is designated
by the Committee as a participating employer under the Plan, provided that AMR
directly or indirectly owns at least 20% of the combined voting power of all
classes of stock of such entity.

"American" is defined as AMR less AMR subsidiaries other than American Airlines,
Inc. and its subsidiaries. Subsidiaries of American Airlines, Inc. and AMR
created for the TWA acquisition and transition will be excluded from the
definition of American.

"Average Adjusted Investment" is defined as the sum of Adjusted Investment as of
12/31/00, 3/31/01, 6/30/01, and 9/30/01, divided by four.

"Calculated Amortization of Operating Leases" is defined as the amortization
expense associated with the Capitalized Value of Operating Leases as if such
leases were accounted for as capital leases, and is determined by the
straight-line method over the lease term.

"Capitalized Value of Operating Leases" is defined as the initial present value
of the lease payments required under American's aircraft operating leases over
the initial stated lease term, calculated using a discount rate of Prime plus
one percent.

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"Committee" is defined as the AMR Incentive Compensation Committee.

"Fund" is defined as the profit sharing fund, if any, accumulated in accordance
with this Plan.

"Plan Earnings" is defined as the sum of American's pre-tax income, interest
expense, aircraft rental expense, and any accruals for American's Pilot Variable
Compensation Plan, Employee Profit Sharing Plan, Incentive Compensation Plan,
and any other plan that might be created, at the discretion of the Committee,
less Calculated Amortization of Operating Leases and any accounting adjustments
or extraordinary or unusual items which may be added or deducted at the
discretion of the Committee and approved by the Board of Directors of AMR.

"Present Value of Operating Leases" is defined as the present value of the lease
payments required under American's aircraft operating leases over the remaining
lease term, calculated using the discount rate of Prime plus one percent.
Amounts for 3/31/01, 6/30/01, and 9/30/01 are computed by determining the
difference between the Present Value of Operating Leases as of 12/31/01 and
12/31/00 and allocating that difference evenly over the four quarters of 2001.

"Prime" is defined as the base rate on corporate loans posted by at least 75% of
the 30 largest U.S. banks which is published daily in the Wall Street Journal.

"Qualified Earnings" is defined as base pay through December 31 of the Plan
year, overtime, holiday pay, skill premiums, longevity pay, sick pay, vacation
pay, shift differential, overrides and license premiums and does not include
payments such as travel and incidental expenses, moving expenses, relocation
allowance (COLA), payouts from any retirement plan, disability payments, workers
compensation payments, imputed income from certain travel service charges or
life insurance, or other benefits provided by American, nor does it include any
special one-time monetary awards or allowances such as IdeAAs in Action
payments, lump sum payments, or incentive compensation or profit sharing
payments.

"Return on Investment" or "ROI" is defined as Plan Earnings divided by Average
Adjusted Investment, stated as a percentage.

Eligibility for Participation

In order to be eligible for a profit sharing award, the individual must:

o    Have worked during the Plan year as a regular full-time or part-time
     employee at American in a participating workgroup (flight attendant,
     reservations, coordinator/planner, airport agent, sky cap, support staff,
     management levels 04 and below).

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o    Have an adjusted seniority date prior to July 1st of the Plan year. An
     individual's Qualified Earnings from the time worked at American will be
     included in the award calculation.

o    Be employed at American or an Affiliate at the time awards are paid. If at
     the time awards are paid under the Plan, an individual has retired from
     American or an Affiliate, has been laid off, is on a leave of absence with
     re-instatement rights, is disabled or has died, the award which the
     individual otherwise would have received under the Plan but for such
     retirement, lay-off, leave, disability or death may be paid to the
     individual or his/her estate in the event of death, at the discretion of
     the Committee.

Notwithstanding the foregoing, however, an employee will not be eligible to
participate in the Plan if such employee is, at the same time, eligible to
participate in:

     i)   the 2001 American Airlines Incentive Compensation Plan for Officers
          and Key Employees,

     ii)  the Pilot Profit Sharing Plan (as implemented in 1997),

     iii) any incentive compensation, profit sharing, commission or other
          bonus plan for employees of any division of American, or

     iv)  any incentive compensation, profit sharing, commission or other bonus
          plan sponsored by an Affiliate.

Awards under the Plan will be determined on a proportionate basis for
participation in more than one plan during a Plan year. Employees who transfer
from/to Affiliates or any other plan described above during a Plan year, and
satisfy eligibility requirements, will receive awards from each plan on a
proportionate basis.

The Profit Sharing Fund Accumulation

Performance will be measured by ROI and the Fund will accumulate based on that
performance. The Fund is established at 1% of Qualified Earnings when ROI is
equal to 6.4%. The fund will accumulate on a straight-line basis at the rate of
0.583% of qualified earnings for each additional point of ROI.

The profit sharing fund will not exceed an amount equal to 8% of Qualified
Earnings at levels of ROI above 18.4%.

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Award Distribution

For eligible domestic employees (where domestic means the United States, Puerto
Rico and the U.S. Virgin Islands), individual awards will be distributed based
on an employee's Qualified Earnings for the Plan year multiplied by the
appropriate percentage of Qualified Earnings based upon the ROI achieved for the
Plan year. The percent of Qualified Earnings used for Fund accumulation and
award distribution will be the same.

A portion of the Fund will be allocated for eligible international employees
(employees other than those in the United States, Puerto Rico and the U.S.
Virgin Islands) based on the aggregate of all eligible international employees'
Qualified Earnings as a percentage of the aggregate of all eligible employees'
total Qualified Earnings. This portion of the Fund will be set aside for
distribution at the discretion of the American officer(s) responsible for such
international employees, subject only to the Committee's approval.

Administration

The Plan will be administered by the Committee which is comprised of officers of
American appointed by the Chairman of AMR. The Committee will have authority to
administer and interpret the Plan, establish administrative rules, determine
eligibility and take any other action necessary for the proper and efficient
operation of the Plan. The amount, if any, of the Fund shall be based on a
certification of ROI by AMR's independent auditors. A summary of awards under
the Plan shall be provided to the Board of Directors of AMR at the first regular
meeting following determination of the awards.

Method of Payment

The Committee shall determine the method of payment of awards. Subject to the
terms of the Plan, awards shall be paid as soon as practicable after audited
financial statements for the year 2001 are available. Individuals, except
retirees, may elect to defer their awards into the 401(k) plan, where
applicable, established by American.

General

Neither this Plan nor any action taken hereunder shall be construed as giving to
any employee or participant the right to be retained in the employ of American
or an Affiliate.

Nothing in the Plan shall be deemed to give any employee any right,
contractually or otherwise, to participate in the Plan or in any benefits
hereunder, other than the right to

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receive payment of such award as may have been expressly determined by the
Committee.

In the event of any act of God, war, natural disaster, aircraft grounding,
revocation of operating certificate, terrorism, strike, lockout, labor dispute,
work stoppage, fire, epidemic or quarantine restriction, act of government,
critical materials shortage, or any other act beyond the control of American,
whether similar or dissimilar, (each a "Force Majeure Event"), which Force
Majeure Event affects American or its Subsidiaries or its Affiliates, the
Committee, in its sole discretion, may (i) terminate or (ii) suspend, delay,
defer (for such period of time as the Committee may deem necessary), or
substitute any payments due currently or in the future under the Plan,
including, but not limited to, any payments that have accrued to the benefit of
participants but have not yet been paid.

In consideration of the employee's privilege to participate in the Plan, the
employee agrees (i) not to disclose any trade secrets of, or other
confidential/restricted information of, American or its Affiliates to any
unauthorized party and, (ii) not to make any unauthorized use of such trade
secrets or confidential or restricted information during his or her employment
with American or its Affiliates or after such employment is terminated, and
(iii) not to solicit any current employees of American or any subsidiaries of
AMR to join the employee at his or her new place of employment after his or her
employment with American or its Affiliates is terminated.

The Committee may amend, suspend, or terminate the Plan at any time.

                                       5<PAGE>   1

                                                                   EXHIBIT 10.66

                        2001 INCENTIVE COMPENSATION PLAN
                         FOR OFFICERS AND KEY EMPLOYEES

Purpose

The purpose of the 2001 American Airlines Incentive Compensation Plan ("Plan")
for officers and key employees is to provide greater incentive to officers and
key employees of American Airlines, Inc. to achieve the highest level of
individual performance and to meet or exceed specified goals which will
contribute to the success of American.

Definitions

Capitalized terms not otherwise defined in the Plan will have the meanings set
forth in the 1998 Long Term Incentive Plan, as amended (the "LTIP").

"AMR" is defined as AMR Corporation.

"Aggregate Target Awards" is defined as the arithmetic sum of the Target Awards
for all Plan participants.

"Affiliate" is defined as a subsidiary of AMR or any entity that is designated
by the Committee as a participating employer under the Plan, provided that AMR
directly or indirectly owns at least 20% of the combined voting power of all
classes of stock of such entity.

"American" is defined as AMR less AMR subsidiaries other than American Airlines,
Inc. and its subsidiaries. Subsidiaries of American Airlines, Inc. and AMR
created for the TWA acquisition and transition will be excluded from the
definition of American.

"Committee" is defined as the Compensation/Nominating Committee of the AMR Board
of Directors.

"Competitors" is defined as Continental Airlines, Delta Airlines, Northwest
Airlines, United Airlines and US Airways.

"DOT Rank" is defined as American's relative rank with respect to its
Competitors in the category of arrivals+14 (A+14) as determined by the U.S.
Department of Transportation (DOT). This cumulative ranking is based on DOT's
aggregated A+14 data for the period December 1, 2000 through November 30, 2001,
inclusive. To the extent that at any point during the year a carrier ceases to
participate, they will be excluded from the entire year.

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"Engagement Scores" is defined as American's overall engagement score on the
employee opinion survey and American's rating versus the National Norm, each
reported as a percent annually.

"Fund" is defined as the incentive compensation fund, if any, accumulated in
accordance with this Plan.

"Leadership Score" is defined as American's average score on the overall
leadership dimension of the 360(degrees) multi-rater survey reported for level
5's and above annually.

"Measure" is defined as Net Income, DOT Rank, Survey America Rank, Engagement
Score, or the Leadership Score.

"Named Executive Officers" is defined as the officers of American who are named
in the AMR proxy statement for the year in which awards under the Plan are paid.

"National Norm" is defined as a weighted representative sample of the largest
U.S. industrial (Fortune 500) and service sector corporations.

"Net Income" is AMR net income including any accounting adjustments or
extraordinary or unusual items which may be added or deducted by the Committee.
Net Income of subsidiaries of American Airlines, Inc. and AMR created for the
TWA acquisition and transition will be excluded from the calculation of Net
Income.

"Qualified Earnings" is defined as base pay as of December 31 of the Plan year,
holiday pay, sick pay, and vacation pay, and does not include such things as
travel and incidental expenses, moving expenses, relocation allowance (COLA),
payouts from any retirement plan, disability payments, workers compensation
payments, imputed income from certain travel service charges or life insurance,
or other benefits provided by American, nor does it include any special monetary
awards or allowances such as IdeAAs in Action payments, lump sum payments, or
incentive compensation or profit sharing payments.

"Survey America Rank" is defined as American's relative rank with respect to its
Competitors in the categories of "Retained Preference", "Overall Travel
Experience", "Overall Ground Service", and "Overall On-Board Services" in the
coach cabin as reported in Plog Inc.'s Survey America. The Survey America
ranking is based on cumulative data for American and its Competitors for the
period October 1, 2000 through September 30, 2001, inclusive. To the extent that
at any point during the year a carrier ceases to participate, they will be
excluded from the entire year.

"Target Award" is defined as the award (stated as a percentage of Qualified
Earnings) for an eligible participant when Target levels are achieved on all
Measures. The Target Award is determined by the participant's job level.

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<PAGE>   3

Eligibility for Participation

In order to be eligible to participate in the Plan, an individual must be an
officer or key employee (as designated by American's Chairman and CEO) of
American. Additionally, the individual must have been employed by American or an
Affiliate as an officer or key employee for at least three consecutive months
during the Plan year. The three months service requirement may be waived in
cases of retirement in accordance with American's then applicable pension plan,
prior to completing three months of service.

During a Plan year, individuals with less than twelve months eligibility in the
Plan may be eligible to participate in the Plan on a pro rata basis, at the
discretion of the Committee. In addition, the Committee, at its discretion, may
permit participation by officers and key employees of Affiliates who have been
so employed by the Affiliate for at least three consecutive months during the
Plan year.

Notwithstanding the forgoing, however, an officer or key employee will not be
eligible to participate in the Plan if such officer or key employee is, at the
same time, eligible to participate in a commission, incentive, profit sharing or
other bonus compensation program sponsored by American or an Affiliate, unless
the Committee otherwise decides.

In order to receive an award under the Plan, an individual must satisfy the
aforementioned eligibility requirements and must be an employee of American or
an Affiliate at the time an award under the Plan is paid. If at the time awards
are paid under the Plan, an individual has retired from American or an
Affiliate, is on leave of absence with reinstatement rights, is disabled, or has
died, the award which the individual otherwise would have received under the
Plan but for such retirement, leave, disability, or death may be paid to the
individual, or his/her estate in the event of death, at the discretion of the
Committee.

The Incentive Compensation Fund

The Fund is comprised of three Measures: financial, employee and customer. The
employee and customer measures have various components (see below). Each Measure
has a threshold (performance below this level earns no award), target and
maximum percentage of Aggregate Target Awards that may be earned, as follows:

<TABLE>
<CAPTION>
         Component         Threshold         Target    Maximum
         ---------         ---------         ------    -------
<S>                        <C>              <C>      <C>
         Financial            16.50%           66%      132%
         Employee              8.50%           17%       34%
         Customer             12.75%           17%       34%

                  Total       37.75%          100%      200%
</TABLE>

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For each Measure, the Fund will accumulate on a linear basis between each of the
points defined in the following tables.

Financial Measure:

The financial measure is based on Net Income. At a threshold Net Income of $155
million, the Fund will accumulate 16.50% of Aggregate Target Awards. Higher Net
Incomes will result in higher percentages of Aggregate Target Awards as follows:

<TABLE>
<CAPTION>
          Net Income                    % of Target Awards Earned
          ----------                    -------------------------
<S>                                    <C>
            $155                                 16.50%
            $270                                 33.00%
            $385                                 49.50%
            $500                                 66.00%
            $650                                 99.00%
            $800                                132.00%(Max)
</TABLE>

Employee Measures:

The employee measures will depend on Engagement Scores and Leadership Score.

<TABLE>
<CAPTION>
                                                   Threshold   Target   Maximum
                                                   ---------   ------   -------
<S>                                                <C>        <C>      <C>
                  Engagement Score                    3.5%       7%       14%
                  Engagement versus National Norm     2.5%       5%       10%
                  Leadership Score                    2.5%       5%       10%
                                                     ----       --       ---
                                    Total             8.5%      17%       34%
</TABLE>

At a threshold Engagement Score of 69%, the Fund will accumulate 3.5% of
Aggregate Target Awards. Higher scores will result in higher percentages of
Aggregate Target Awards, as follows:

<TABLE>
<CAPTION>
                  Engagement Score          % of Target Awards Earned
                  ----------------          -------------------------
<S>                                         <C>
                        69%                         3.50%
                        70%                         4.38%
                        71%                         5.25%
                        72%                         7.00%
                        73%                        10.50%
                        74%                        14.00%(Max)
</TABLE>

At a threshold Engagement Score of 9% below National Norm, the Fund will
accumulate 2.5% of Aggregate Target Awards. Higher scores will result in higher
percentages of Aggregate Target Awards, as follows:

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<TABLE>
<CAPTION>
                  Percent below National Norm        % of Target Awards Earned
                  ---------------------------        -------------------------
<S>                                                 <C>
                            9%                                 2.50%
                            8%                                 3.75%
                            7%                                 5.00%
                            6%                                 7.50%
                            5%                                10.00%(Max)
</TABLE>

At a threshold Leadership Score of 4.25, the Fund will accumulate 2.5% of
Aggregate Target Awards. Higher scores will result in higher percentages of
Aggregate Target Awards, as follows:

<TABLE>
<CAPTION>
                  Leadership Score                   % of Target Awards Earned
                  ----------------                   -------------------------
<S>                                                 <C>
                        4.25                                  2.50%
                        4.28                                  3.75%
                        4.31                                  5.00%
                        4.34                                  7.50%
                        4.37                                 10.00%(Max)
</TABLE>

Customer Measures:

Customer Measures will depend on DOT Rank and Survey America Rank. Each of the
five components (retained preference, overall travel experience, overall ground
service, overall on-board service and DOT A+14 rankings) is measured separately.
For each Measure, at a threshold rank of fourth, the fund will accumulate 2.55%
of Aggregate Target Awards. A higher rank will result in higher percentages of
Aggregate Target Awards, as follows:

<TABLE>
<CAPTION>
               Rank                               % of Target Awards Earned
              -------                             -------------------------
<S>                                               <C>
               Fourth                                      2.55%
               Third                                       3.40%
               Second                                      5.10%
               First                                       6.80%(Max)
</TABLE>

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The following scorecard illustrates this.

                          2001 INCENTIVE PLAN SCORECARD
<TABLE>
<CAPTION>
                                                   THRESHOLD                        TARGET              MAXIMUM    EXAMPLE
MEASURES                                   WEIGHT     25%        50%        75%      100%      150%       200%     SCORE(1)
----------------------------------------------------------------------------------------------------------------------------
<S>                                        <C>      <C>        <C>        <C>       <C>       <C>       <C>       <C>
SHAREHOLDER
- AMR net income                            66%      $155M      $270M      $385M     $500M     $650M     $800M     66.00%

                                                              Threshold             Target              Maximum    Example
                                           Weight     25%        50%        75%      100%      150%       200%      Score
----------------------------------------------------------------------------------------------------------------------------
EMPLOYEE
- engagement score on opinion survey         7%       n/a        69%        71%       72%       73%       74%       3.50%
- AA engagement vs. national norm            5%       n/a      9% below  8% below  7% below  6% below   5% below    3.75%
- leadership  score on 360(degrees)
  multi-rater survey                         5%       n/a        4.25      4.28      4.31      4.34       4.37      2.50%
                                            --                                                                      ----
                                            17%                                                                     9.75%

                                                                         Threshold  Target              Maximum    Example
                                           Weight     25%        50%        75%      100%      150%       200%      Score
----------------------------------------------------------------------------------------------------------------------------
CUSTOMER
- retained preference                       3.4%      n/a        n/a        4th       3rd       2nd       1st       3.40%
- overall travel experience                 3.4%      n/a        n/a        4th       3rd       2nd       1st       2.55%
- overall ground service                    3.4%      n/a        n/a        4th       3rd       2nd       1st       2.55%
- overall on-board services                 3.4%      n/a        n/a        4th       3rd       2nd       1st       5.10%
- DOT A+14 ratings                          3.4%      n/a        n/a        4th       3rd       2nd       1st       3.40%
                                            ---                                                                    -----
                                             17%                                                                   17.00%

FUND AS A % OF TARGET                                                                                              92.75%
</TABLE>

(1) Based on performance results in shaded areas

Allocation of Individual Awards

The Chairman and CEO of American, in consultation with the Vice-Chairman,
executive and senior vice presidents of American, will determine awards for
non-officer eligible employees based upon the eligible employee's performance.
An award under the Plan to a non-officer eligible employee, when combined with
any other award for the Plan year whether such other award is under an incentive
compensation, commission, profit sharing or other bonus compensation plan, may
not exceed 100% of such eligible employee's base salary.

The Committee, in consultation with the Chairman and CEO of American, will
determine awards for officers of American, including the Named Executive
Officers. The awards for officers (other than the Named Executive Officers) will
be equal to the appropriate Target Award, plus or minus any adjustments for
individual performance. To the extent that an award to a Named Executive Officer
includes a partial payment relating to a Measure (excluding Net Income), such
partial payment will be paid from the general

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<PAGE>   7

operating funds of American. An award under the Plan to an officer may not
exceed the amount set forth in Section 11 of the LTIP.

The aggregate of all awards paid hereunder will not exceed the lesser of: (2.0
times the Fund at Target Net Income) or (50% of the total base salaries of all
eligible participants in the Plan). In the discretion of the Committee, the Fund
may not be fully distributed.

Administration

The Committee shall have authority to administer and interpret the Plan,
establish administrative rules, approve eligible participants, and take any
other action necessary for the proper and efficient operation of the Plan. The
Committee reserves the right to adjust the calculation of each Measure at its
discretion. Notwithstanding anything to the contrary contained herein, no awards
will be made under the Plan unless awards are also made under the 2001 American
Airlines Employee Profit Sharing Plan and the 2001 Pilot Variable Compensation
Plan for members of the Allied Pilots Association. The amount, if any, of the
Fund shall be audited by the General Auditor of American based on a
certification of Net Income by AMR's independent auditors. A summary of awards
under the Plan shall be provided to the Committee at the first regular meeting
following determination of the awards. To the extent a Measure is no longer
compiled by the DOT, Survey America, or American, as applicable, during a Plan
year, the Committee will substitute a comparable performance measure for the
remainder of the Plan year.

Method of Payment

The Committee will determine the method of payment of awards. Except as provided
herein, awards shall be paid as soon as practicable after audited financial
statements for the year 2001 are available. Individuals, except retirees, may
elect to defer their awards into a 401(k) plan, where applicable, established by
American or AMR or into a deferred compensation program, if any, administered by
American or AMR.

General

Neither this Plan nor any action taken hereunder shall be construed as giving
any employee or participant the right to be retained in the employ of American
or an Affiliate.

Nothing in the Plan shall be deemed to give any employee any right,
contractually or otherwise, to participate in the Plan or in any benefits
hereunder, other than the right to receive payment of such incentive
compensation as may have been expressly awarded by the Committee.

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<PAGE>   8

In the event of any act of God, war, natural disaster, aircraft grounding,
revocation of operating certificate, terrorism, strike, lockout, labor dispute,
work stoppage, fire, epidemic or quarantine restriction, act of government,
critical materials shortage, or any other act beyond the control of American,
whether similar or dissimilar, (each a "Force Majeure Event"), which Force
Majeure Event affects American or its subsidiaries or its Affiliates, the
Committee in its sole discretion, may (i) terminate or (ii) suspend, delay,
defer (for such period of time as the Committee may deem necessary), or
substitute any payments due currently or in the future under the Plan,
including, but not limited to, any payments that have accrued to the benefit of
participants but have not yet been paid.

In consideration of the employee's privilege to participate in the Plan, the
employee agrees (i) not to disclose any trade secrets of, or other
confidential/restricted information of, American or its Affiliates to any
unauthorized party and (ii) not to make any unauthorized use of such trade
secrets or confidential or restricted information during his or her employment
with American or its Affiliates or after such employment is terminated, and
(iii) not to solicit any current employees of American or any subsidiaries of
AMR to join the employee at his or her new place of employment after his or her
employment with American or its Affiliates is terminated.

The Committee may amend, suspend, or terminate the Plan at any time.

                                       8

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