Actual compensation levels should be related to performance, with incentive compensation, which is considered "at-risk," playing a greater role in the total compensation for more senior officers ü Compensation should be aligned with the longterm interests of our shareholders and consistent with the safety and soundness of the Company ü Compensation programs and levels should incent sustainable, profitable growth without encouraging associates to take unreasonable risks that may damage the long-term value of the Company ü Compensation programs should align with our corporate values The CHR Committee provides oversight for executive compensation and has designed a balanced program that provides competitive fixed-base compensation, as well as incentive compensation opportunities for performance over the short- and long-term.