Performance Targets. On or before the 90th day of each Performance Period, the Committee shall establish in writing one or more performance targets (“Performance Targets”) for the Performance Period. The Performance Targets shall in all instances be determined on the basis of one or more of the following performance criteria, either individually, alternatively or in any combination, and applied either to the Company as a whole or to a subsidiary, division, affiliate, business segment or unit thereof: # earnings before interest, taxes, depreciation and amortization, # cash flow, # earnings per share, # operating earnings, # return on equity, # return on investment, return on shareholders’ equity, return on capital employed, return on invested cash, # total shareholder return or internal total shareholder return, # net earnings, # sales or revenue, # expense targets, # targets with respect to the value of common stock, # margins, # pre-tax or after-tax net income, # market penetration, # geographic goals, # business expansion goals, # goals based on operational efficiency, or # such other business or other performance criteria determined appropriate by the Committee.

Performance Targets. No later than 90 days after the beginning of the relevant Performance Period or, if the Performance Period is less than one year, the date on which 25% of the Performance Period elapses, or such earlier or later date as may be required by [Section 162(m)], the Committee shall # designate each Participant for the Performance Period, # establish in writing specific Performance Targets related to the applicable Performance Measures and the incentive amount which may be earned for the Performance Period by each Participant with sufficient specificity to satisfy the requirements of [Section 162(m), and (iii)])] specify the relationship between the Performance Targets and the amount of incentive compensation to be earned by each Participant for the Performance Period. The Committee has the discretion to structure Awards in any manner it deems advisable, including specifying that the Award may become payable in the event of death, disability or a change in ownership or control to the extent permissible under [Section 162(m)]. The Committee may also structure Awards as an allocation of a [Section 162(m)] cash bonus pool to those Participants who are bonus pool Participants for the applicable Performance Period, which cash bonus pool shall be determined based upon the level of achievement of one or more specific Performance Targets related to the applicable Performance Measures, provided such allocations total no more than 100% of the [Section 162(m)] pool and provided further that each such allocation satisfies the maximum individual amount limit set forth in Section 4(f).

Targets. The Targets are described below.

Selection of Performance Targets. The specific Performance Targets with respect to the Business Criteria should be established by the Committee at a sufficiently early point during the Performance Period when # the achievement of the applicable Performance Targets remains substantially uncertain and # there is a reasonable period of time for the Participant to be able to meaningfully influence the achievement of the applicable Performance Targets. By way of example only, for Annual Awards where the relevant Performance Period is a Year, the Committee shall endeavor to establish the applicable Performance Targets on or prior to March 31 of such Year. Notwithstanding the foregoing, the Committee, in its discretion, may adjust or modify the calculation of Performance Targets for a Performance Period in order to prevent the dilution or enlargement of the rights of Participants # in the event of, or in anticipation of, any unusual or extraordinary corporate item, transaction, event, or development, or # in recognition of, or in anticipation of, any other unusual or nonrecurring events affecting the Company, or the financial statements of the Company, or in response to, or in anticipation of, changes in applicable laws, regulations, accounting principles, or business conditions. At the time the Performance Targets are selected, the Committee shall provide, in terms of an objective formula or standard for each Participant, and for any person who may become a Participant after the Performance Targets are set, the method of computing the specific amount that will represent the maximum amount of Annual Award payable to the Participant if the Performance Targets are attained, subject to [Sections 4.1, 4.3, 4.6, 5.1 and 6.9]9]9]9]9].

to establish the Performance Targets for each Performance Period and to determine whether and to what extent such Performance Targets have been reached;

The annual weighted Operating Performance Targets (“Annual Targets”) are as follows:

2022 Personal Performance Targets: You will receive 5 Personal Performance targets to complete with each target worth 20% weighting during the calendar year 2022. The Personal Performance targets will be reviewed, agreed and then finally approved by the CEO. Each target will be assessed by the CEO not only for completion, but for other factors like quality of work and did the targets get delivered per our Core Values. The CEO has the discretion to provide a percentage achieved per target and the average of all 5 of the personal targets will become the total percentage achieved for your 2022 Personal Performance targets.

“Performance Targets” means the financial and operational targets assigned for a Fiscal Year.

(ii)“Performance Targets” means, with respect to a Performance Award for a Performance Period, the objective performance under the Performance Measures for that Performance Period that will result in payments under the Performance Award. Performance Targets may differ from Participant to Participant and Award to Award.

As noted above, the EIP funding is tied directly to the Company achieving annual corporate performance targets. These targets are set annually by the Committee. If 100% of all corporate performance targets are not achieved, the plan may not be funded at 100%.