ENERGY TRANSFER PARTNERS (ETP)

FACE="Times New Roman" SIZE="2">In addition to the named executive officers identified above, the following individuals were executive officers of our General Partner during the year ended December 31, 2008 but were no longer executive officers
as of December 31, 2008:

SIZE="2">Our General Partner’s Philosophy for Compensation of Executives

In general, our General Partner’s philosophy for executive
compensation is based on the premise that a significant portion of the executive’s compensation should be incentive-based and that the base salary levels should be competitive in the marketplace for executive talent and abilities. Our General
Partner also believes the incentives should be competitive in the market place and balanced between short and long-term performance. Our General Partner believes this balance is achieved by the payment of annual cash bonuses based on the achievement
of financial performance objectives for a fiscal year set at the beginning of such fiscal year, and the annual grant of restricted unit awards under our equity incentive plans which are intended to provide a longer term incentive to our key
employees to focus their efforts to increase the market price of our publicly traded units and to increase the cash distribution we pay to our Unitholders. Under the 2004 Unit Plan, we have issued restricted unit awards that vest over a three-year
period based on the achievement of annual performance objectives relating to the total return of our units (defined as the appreciation in market price for our units plus total amount of cash distributions for our fiscal year) as compared to the
total return of a peer group of other publicly traded limited partnerships determined by the compensation committee of our General Partner. Commencing in 2007, we discontinued issuing restricted unit awards that vest based on the achievement of
performance objectives and, in lieu thereof, we commenced issuing restricted unit awards that vest over a specified time period, with substantially all of these types of unit awards vesting over a five-year period at 20% per year based on
continued employment through each specified vesting date. Our General Partner believes that these equity-based incentive arrangements are important in attracting and retaining our executive officers and key employees as well as motivating these
individuals to achieve our business objectives. The equity-based compensation also reflects our importance of aligning the interests of the executive officers with those of our Unitholders.