Long-Term Executive Incentive Plan - Performance Goals and Target Awards for the 2008-2010 Cycle for Allstate (ALL)

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ALL » Topics » Long-Term Executive Incentive Plan - Performance Goals and Target Awards for the 2008-2010 Cycle

These excerpts taken from the ALL 10-K filed Feb 27, 2008.

Long-Term Executive Incentive Plan — Performance Goals and Target Awards for the 2008-2010 Cycle

The registrant maintains a shareholder-approved Long-Term Executive Incentive Compensation Plan to provide certain executives, including the executive officers, the opportunity to receive a cash award based on the achievement of performance objectives over a three-year cycle. The Compensation and Succession Committee of the Board of Directors establishes performance measures for each cycle and sets threshold, target and maximum award opportunities. The amount of each executive’s payout is dependent on the achievement of the performance measures. The Committee has the authority to adjust the amount of awards payable under the Plan, but has no authority to increase the amount of an award otherwise payable to a “covered employee” as defined in Section 162(m)(3) of the Internal Revenue Code. Payments are made by March 15 of the year following the end of the respective cycle, after the Committee has certified in writing the degree of attainment of the cycle’s performance goals.

On February 26, 2008 the Committee approved performance measures and target award opportunities for the 2008-2010 three-year performance cycle. The award opportunities are based on three performance measures. 50% of the award opportunity is based on a three-year average adjusted net income return on equity measure, as compared to a peer group of companies representing both the property/casualty and financial services industries. No payment based on this return on equity measure is made unless that return exceeds the average rate on three-year Treasury Notes over the three-year cycle, plus 200 basis points. 25% of the award opportunity is based on a measure of Allstate Protection’s growth in policies in force (“PIF”) over the three-year cycle, excluding property insurance, Motor Club, and the loan protection business and includes Allstate Canada. The remaining 25% is based on a measure of three year-average Allstate Financial net income return on capital. Threshold, target and maximum levels of performance are established for each performance measure. If the maximum level of performance is achieved, the award would be three times the executive officer’s target award, with target awards generally ranging from 40% to 155% of salary.

Long-Term Executive Incentive Plan — Performance Goals and
Target Awards for the 2008-2010 Cycle

The registrant maintains a shareholder-approved
Long-Term Executive Incentive Compensation Plan to provide certain executives,
including the executive officers, the opportunity to receive a cash award based
on the achievement of performance objectives over a three-year cycle. The
Compensation and Succession Committee of the Board of Directors establishes
performance measures for each cycle and sets threshold, target and maximum
award opportunities. The amount of each executive’s payout is dependent
on the achievement of the performance measures. The Committee has the
authority to adjust the amount of awards payable under the Plan, but has no
authority to increase the amount of an award otherwise payable to a “covered
employee” as defined in Section 162(m)(3) of the Internal Revenue
Code. Payments are made by March 15 of the year following the end of
the respective cycle, after the Committee has certified in writing the degree
of attainment of the cycle’s performance goals.

On February 26, 2008 the
Committee approved performance measures and target award opportunities for the
2008-2010 three-year performance cycle.
The award opportunities are based on three performance measures. 50% of
the award opportunity is based on a three-year average adjusted net income
return on equity measure, as compared to a peer group of companies representing
both the property/casualty and financial services industries. No payment based on this return on equity
measure is made unless that return exceeds the average rate on three-year
Treasury Notes over the three-year cycle, plus 200 basis points. 25% of the award opportunity is based on a
measure of Allstate Protection’s growth in policies in force (“PIF”) over the
three-year cycle, excluding property insurance, Motor Club, and the loan
protection business and includes Allstate Canada. The remaining 25% is based on
a measure of three year-average Allstate Financial net income return on
capital. Threshold, target and maximum
levels of performance are established for each performance measure. If
the maximum level of performance is achieved, the award would be three times
the executive officer’s target award, with target awards generally ranging from
40% to 155% of salary.

EX-10.29
7
a2182971zex-10_29.htm
EXHIBIT 10.29

This excerpt taken from the ALL 10-K filed Feb 24, 2005.

Long-Term Executive Incentive Plan – Performance Goals and Target Awards
for Current Performance Cycles

The registrant maintains a shareholder-approved Long-Term Executive Incentive Compensation Plan to provide certain executives, including the executive officers, the opportunity to receive a cash award based on the achievement of performance objectives over a three-year cycle. The Compensation and Succession Committee of the Board of Directors establishes performance goals for each cycle and sets threshold, target and maximum levels of performance. Awards are calculated on an executive’s annual salary as of the beginning of the cycle. The amount of each executive’s payout is dependent on the achievement of the performance goals. The Committee has the authority to adjust the amount of awards payable under the plan, but has no authority to increase the amount of an award otherwise payable to a “covered employee” as defined in Section 162(m)(3) of the Internal Revenue Code. Payments are made in March of the year following the end of the respective cycle, after the Committee has certified in writing the degree of attainment of the cycle’s performance goals.

The current cycles under the plan cover the following three-year periods: 2002-2004, 2003-2005, 2004-2006 and 2005-2007.

2002-2004 Cycle

The performance goal for the 2002-2004 cycle is an adjusted return on equity measure as compared to that of a peer group of companies in the S&P 500 property/casualty index over the same three-year period. No payout is made for this cycle unless adjusted return on equity exceeds the average rate on three-year treasury notes over the cycle, plus 200 basis points. Award opportunities range from 0% to 250% of an executive officer’s target award, depending on adjusted return on equity performance relative to the peer group. An executive officer’s target award generally ranges from 40% to 155% of salary.

2003-2005 Cycle

The performance goal for the 2003-2005 cycle is adjusted return on equity as compared to a select peer group of companies representing both the property/casualty and financial services industries. Similar to the 2002-2004 cycle, no payout is made unless adjusted return on equity exceeds the average rate on three-year treasury notes over the cycle, plus 200 basis points. Award opportunities range from 0% to 300% of an executive officer’s target award, depending on adjusted return on equity performance relative to the peer group. An executive officer’s target award generally ranges from 70% to 155% of salary.

2004-2006 Cycle

For the 2004-2006 cycle there are three performance goals. Fifty percent of the award opportunity is based on the same adjusted return on equity performance goal approved

for the 2003-2005 cycle. No payment based on adjusted return on equity is made unless that return exceeds the average rate on three-year Treasury notes over the cycle, plus 200 basis points. Twenty-five percent of the award opportunity is based on Allstate Protection (property and casualty) policy growth over the cycle and the remaining 25% is based on Allstate Financial growth in premium and deposits over the cycle. Awards range from 0% to 300% of an executive officer’s target award, depending on the level of performance achieved for the cycle. An executive officer’s target award generally ranges from 70% to 155% of salary.

2005-2007 Cycle

On November 9, 2004 the Committee approved performance goals and target awards for the three-year performance cycle beginning with 2005 and concluding in 2007 that are identical to the goals and award opportunities approved for the 2004-2006 cycle as described above.

EXCERPTS ON THIS PAGE:

10-K (2 sections)	Feb 27, 2008

10-K	Feb 24, 2005

Allstate (ALL)

ALL » Topics » Long-Term Executive Incentive Plan - Performance Goals and Target Awards for the 2008-2010 Cycle

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