11-26-07 Item 4D, 2007 Amended Compensation Plan

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Summary of Job Evaluation Factors in the RDK Job Evaluation System ( Including Rating Parameters for Each Factor) Formal Preparation and Experience This job evaluation factor is applied to determine the most representative combination of formal preparation (schooling at whatever level) and relevant Uob-linked) experience typically required to qualifv for the position being evaluated. It is important in this factor to verify the minimum acceptable qualifications for the position being evaluated. [There are two decisions made on this factor - one related to formal preparation and one made related to relevant experience.] ~ The 2 rating parameters for this factor go from No Required Specifications to Doctorate (eight levels) for formal preparation and go from 0 to 12+ vears (eight levels) for years of relevant experience. Decision MakinCl (Impact) This job evaluation factor is applied to determine the regular and ongoing freedom to act; the extent of the organization affected by those actions; and the best characterization of decision-making typical of the position being evaluated. [There are three decisions made on this factor - one related to the degree of freedom to act; one related to the extent of such judgments; and one related to the nature of decision making.] ~ The 3 rating parameters for this factor go from Least to Inclusive (six levels) for impact and go from Job-Centered to Orqanization-wide (four levels) for extent of decision making and go from Ancillarv to Final (four levels) for type of decision making. ThinkinCl ChallenCles and Problem SolvinCl This job evaluation factor is applied to determine the representative thinking challenges and problem solving required on an ongoing basis and thereafter the depth of intellectual response to those challenges and creativity involved in solving problems. [There are two decisions made on this factor - one related to the context and complexity of challenges i problems and one related to the depth of response required to address and resolve such challenges and problems.] ~ The 2 rating parameters for this factor go from Low to Dealinq with Governance Issues for context and complexity (seven levels) and go from Make Clearcut Choices to Develop Oriqinal. Creative Solutions (five levels) for responses. Interactions and Communications This job evaluation factor is applied to determine the context of business-related interactions and communications that are an ongoing part of performing the position being evaluated. [There are two decisions made on this factor - one related to the type and context of business interactions and one related to the impact of the outcomes and effects on information content and flow throughout the organization.] ~ The 2 rating parameters for this factor go from Responses Provided to Others for context of communications to Interactions Consistentlv Focused on Critical OperationaliGovernance Issues (6 levels) and go from Effective Workinq Relationships to Dealinq with the Most Maior Operational 1 Governance Issues (five levels) for outcomes and effects. Work Environment This job evaluation factor is applied to determine the potential for injury in performing the position being evaluated and also determine what recognized health hazards regularly exist in the typical work environment of the position being evaluated. [There are two decisions made on this factor - one related to potential for injury and one covering the recognized health hazards in the work environment.] ~ The 2 rating parameters for this factor go from Minimal Potential to Continuous Potential (6 levels) and go from Low to Hiqh (3 levels) for physical requirements. RILEY, DETTMANN & KELSEY LLC 1