Common use of Performance Goals Clause in Contracts

Performance Goals. The performance goals for the Value Management Award Units granted hereby (the “Performance Goals”) shall constitute a measure of Total Shareholder Return over the Performance Period, relative to that of the Peer Group, as set forth below: Relative Performance Value Management Award Earned At or above the 75th percentile 200% of face value Between the 50th and 75th percentiles Sliding scale between 0% and 200% Below the 50th percentile 0% of face value Following completion of the Performance Period, the Committee will calculate the Total Shareholder Return of the Company and that of each of the companies in each component of the Peer Group, and will rank the Company’s performance by percentile for each component of the Peer Group. Upon a determination by the Committee of the Company’s relative performance for each group as weighted pursuant to Paragraph D.3., an amount with respect to each component will be paid in accordance with Paragraph D.5 to Employee equal to (a) the aggregate face amount of the Value Management Award multiplied by (b) the percentage amount corresponding to the identified percentile ranking as set forth above.

Performance Goals. The performance goals for the Value Management Award Units granted hereby (the “Performance Goals”) shall constitute a measure of Total Shareholder Return over the Performance Period, relative to that of the Peer Group, as set forth below: Relative Performance Value Management Award Earned At or above the 75th 85th percentile 200% of face value Between the 50th 25th and 75th 85th percentiles Sliding scale between 0% and 200% Below the 50th 25th percentile 0% of face value Following completion of the Performance Period, the Committee will calculate the Total Shareholder Return of the Company and that of each of the companies in each component of the Peer Group, and will rank the Company’s performance by percentile for each component of the Peer Group. Upon a determination by the Committee of the Company’s relative performance for each group as weighted pursuant to Paragraph D.3Section C.3., an amount with respect to each component will be paid in accordance with Paragraph D.5 Section C.5 to Employee equal to (a) the aggregate face amount of the Value Management Award multiplied by (b) the percentage amount corresponding to the identified percentile ranking as set forth above.

Performance Goals. The performance goals for the Value Management Award Units granted hereby (the “Performance Goals”) shall constitute a measure of Total Shareholder Return over the Performance Period, relative to that of the Peer Group, as set forth below: Relative Performance Value Management Award Earned At or above the 75th 85th percentile 200% of face value Between the 50th 25th and 75th 85th percentiles Sliding scale between 0% and 200% Below the 50th 25th percentile 0% of face value Following completion of the Performance Period, the Committee will calculate the Total Shareholder Return of the Company and that of each of the companies in each component of the Peer Group, and will rank the Company’s performance by percentile for each component of the Peer Group. Upon a determination by the Committee of the Company’s relative performance for each group as weighted pursuant to Paragraph D.3C.3., an amount with respect to each component will be paid in accordance with Paragraph D.5 C.5 to Employee equal to (a) the aggregate face amount of the Value Management Award multiplied by (b) the percentage amount corresponding to the identified percentile ranking as set forth above.

Performance Goals. The performance goals for the Value Management Award Units granted hereby (the “Performance Goals”) shall constitute a measure of Total Shareholder Return over the Performance Period, relative to that of the Peer Group, as set forth below: Relative Performance Value Management Award Earned At or above the 75th 85th percentile 200% of face value Between the 50th 25th and 75th 85th percentiles Sliding scale between 0% and 200% Below the 50th 25th percentile 0% of face value Following completion of the Performance Period, the Committee will calculate the Total Shareholder Return of the Company and that of each of the companies in each component of the Peer Group, and will rank the Company’s 's performance by percentile for each component of the Peer Group. Upon a determination by the Committee of the Company’s 's relative performance for each group as weighted pursuant to Paragraph D.3.C.3, an amount with respect to each component will be paid in accordance with Paragraph D.5 C.5 to Employee equal to (a) the aggregate face amount of the Value Management Award multiplied by (b) the percentage amount corresponding to the identified percentile ranking as set forth above.

Performance Goals. The performance goals for the Value Management Award Units granted hereby (the “Performance Goals”) shall constitute a measure of Total Shareholder Return over the Performance Period, relative to that of the Peer Group, as set forth below: Relative Performance Value Management Award Earned At or above the 75th percentile 200% of face value Between the 50th and 75th percentiles Sliding scale between 0% and 200% Below the 50th percentile 0% of face value Following completion of the Performance Period, the Committee will calculate the Total Shareholder Return of the Company and that of each of the companies in each component of the Peer Group, and will rank the Company’s performance by percentile for each component of the Peer Group. Upon a determination by the Committee of the Company’s relative performance for each group as weighted pursuant to Paragraph D.3., an amount with respect to each component will be paid in accordance with Paragraph D.5 to Employee equal to (a) the aggregate face amount of the Value Management Award multiplied by (b) the percentage amount corresponding to the identified percentile ranking as set forth above.to