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- 10-K Annual report
- 3 By-laws As Amended Through March 10, 2005
- 10 Executive Separation Allowance Plan
- 10 Deferred Compensation Plan for Non-employee Directors
- 10 Benefit Equalization Plan
- 10 Supplemental Executive Retirement Plan
- 10 Description of Director Compensation
- 10 Non-employee Directors Life Insurance and Optional Retirement Plan
- 10 Select Retirement Plan
- 10 Deferred Compensation Plan
- 10 Annual Incentive Compensation Plan
- 10 Stock Option Agreement (Nqo)
- 10 Stock Option Agreement (Iso)
- 10 Stock Option Agreement (Uk) (Nqo)
- 10 Performance Stock Rights Description for 2005-2007 Performance
- 10 Final Award Notification Letter for 2002-2005 Performance Period
- 10 Restricted Stock Equivalent Grant Letter and Related Q&a Attach.
- 10 Performance-based Restricted Stock Equivalents Grant Letter
- 10 Restricted Stock Grant Letter
- 10 Form of Grant Notification Letter
- 10 Description of Special 2005 Performance Incentive Arrangement
- 10 Arrangement Between Ford Motor Company and Allan Gilmour
- 10 Arrangement Between Ford Motor Company and Nicholas V. Scheele
- 10 Agreement Between Ford Motor Company and Nicholas V. Scheele
- 12 Calculation of Ratio of Earnings to Combined Fixed Charges
- 21 List of Subsidiaries
- 23 Consent of Independent Registered Public Accounting Firm
- 24 Powers of Attorney
- 31.1 Rule 15D-14(A) Certification of CEO
- 31.2 Rule 15D-14(A) Certification of CFO
- 32.1 Section 1350 Certification of CEO
- 32.2 Section 1350 Certification of CFO
Exhibit 10-V
Description of Special 2005
On March 9, 2005, the Compensation Committee of the Board of Directors of the Company approved a special performance bonus arrangement for certain executive officers and the specific performance goals and business criterion to be used for purposes of determining cash awards for 2005 under the arrangement. The Company’s Chief Executive Officer will not participate in this arrangement. The performance criterion to be used for 2005 under the plan is achieving total company specified cost reductions.
Based on business performance results for 2005 against the targeted levels established for the criterion, the Compensation Committee will determine the percentage of the target award that is earned, which could range between 0% and 100% depending on actual performance achieved relative to the target level. In addition, individual awards may be increased or decreased based on individual leadership and contribution toward the target to reward a person’s performance.