Attached files
file | filename |
---|---|
EX-12 - EX-12 - NATIONAL FUEL GAS CO | l41735exv12.htm |
EX-32 - EX-32 - NATIONAL FUEL GAS CO | l41735exv32.htm |
EX-31.1 - EX-31.1 - NATIONAL FUEL GAS CO | l41735exv31w1.htm |
EX-10.2 - EX-10.2 - NATIONAL FUEL GAS CO | l41735exv10w2.htm |
EX-10.4 - EX-10.4 - NATIONAL FUEL GAS CO | l41735exv10w4.htm |
EX-10.5 - EX-10.5 - NATIONAL FUEL GAS CO | l41735exv10w5.htm |
EX-10.3 - EX-10.3 - NATIONAL FUEL GAS CO | l41735exv10w3.htm |
EX-31.2 - EX-31.2 - NATIONAL FUEL GAS CO | l41735exv31w2.htm |
EXCEL - IDEA: XBRL DOCUMENT - NATIONAL FUEL GAS CO | Financial_Report.xls |
10-Q - FORM 10-Q - NATIONAL FUEL GAS CO | l41735e10vq.htm |
EX-99 - EX-99 - NATIONAL FUEL GAS CO | l41735exv99.htm |
Exhibit 10.1
Description of long-term performance incentives under the National Fuel Gas Company Performance
Incentive Program
On December 20, 2010, the Compensation Committee of the Board of Directors of National Fuel Gas
Company (the Company) established long-term performance incentives under the National Fuel Gas
Company Performance Incentive Program (the Program) for a performance period of October 1, 2010
to September 30, 2013. The Compensation Committee established levels of performance at which 50%,
100%, 150% and 200% of the target incentive will be payable, as described below. For performance
levels between established levels, a portion of the target incentive will be payable as determined
by mathematical interpolation.
The performance condition for the October 1, 2010 to September 30, 2013 performance period is the
Companys total return on capital as compared to the same metric for peer companies in the Natural
Gas Distribution and Integrated Natural Gas Companies group as calculated and reported in the
Monthly Utility Reports of AUS, Inc., a leading industry consultant (AUS). In determining the
Companys total return on capital for purposes of this comparison, the Compensation Committee may
adjust the AUS calculation of the Companys total return on capital so as to include any gains
realized by the Company on the sale of operations that were reported under Generally Accepted
Accounting Principles as discontinued operations.
Payment will be made in accordance with the Program if the Company achieves certain levels of
performance relative to the peer group. For example, if the Company achieves a rank, as a
percentile of the peer group, of 60%, then 100% of the target incentive will be paid. Other
performance levels may result in payments ranging from 0% to 200% of the target incentive.
For the October 1, 2010 to September 30, 2013 performance period, the Compensation Committee
established the following target incentives for the principal executive officer, principal
financial officer and named executive officers of the Company: David F. Smith, $765,000; David P.
Bauer, $120,000; Ronald J. Tanski, $430,000; Matthew D. Cabell, $300,000; Anna Marie Cellino,
$230,000; and James D. Ramsdell, $120,000.