EXHIBIT 10.10

                       SUMMARY OF LONG RANGE BONUS PROGRAM
                            OF OHIO VALLEY BANC CORP.

     The following is a description  of the Long Range Bonus Program (the "Bonus
Program") of Ohio Valley Banc Corp.  ("Ohio Valley")  provided  pursuant to Item
601(b)(10)(iii)  of Regulation  S-K  promulgated  by the Securities and Exchange
Commission,  which requires a written description of a compensatory plan when no
formal document contains the compensation information.

     The  objectives  of the Bonus  Program  are (a) to motivate  Ohio  Valley's
executive officers and other employees and to reward them for the accomplishment
of the long range goals of Ohio Valley and its  subsidiaries  (b) to reinforce a
strong  performance   orientation  with   differentiation   and  variability  in
individual awards based on contribution to long range business results;  and (c)
to provide a  competitive  compensation  package that will  attract,  reward and
retain  employees of the highest  quality.  All employees of Ohio Valley and its
subsidiaries  holding  positions  with a pay grade of 8 or above are eligible to
participate  in the Bonus  Program,  including  all of Ohio  Valley's  executive
officers.

     Bonuses  payable to  participants in the Bonus Program are based on (a) the
performance of Ohio Valley and its  subsidiaries  against  specific  performance
targets (the "Performance Targets"); (b) each employee's individual performance;
and (c) the marketplace range of compensation for employees  holding  comparable
positions.  At the  beginning  of each  fiscal  year,  Ohio  Valley's  Board  of
Directors  sets  the  specific  Performance  Targets  for  Ohio  Valley  and its
subsidiaries for that year based on the following performance criteria set forth
in Ohio Valley's strategic plan: net income and net income per share,  return on
assets and return on equity,  net interest  margin,  efficiency  ratio,  capital
ratios,  asset  quality,  and asset ratios.  At the end of the fiscal year,  the
aggregate amount available for the payment of bonuses under the Bonus Program is
determined  by Ohio  Valley's  Board of  Directors  upon  recommendation  of its
Compensation and Management  Succession  Committee based on an evaluation of the
accomplishment of the Performance Targets.

     Once the aggregate amount of the bonus pool is determined, individual bonus
awards are determined through a formula that applies each employee's performance
evaluation  score to a "bonus grid" that accounts for the  employee's  job grade
and the marketplace  range of compensation  for that job grade.  Each employee's
performance,  including the performance of the executive officers,  is evaluated
based on the following performance criteria: job knowledge-information; priority
setting;  delgation  of  duties;  decisiveness;  creativity;  written  and  oral
communication skills; initiative and adaptability; teamwork and open-mindedness;
work efficiency and follow-through and goal setting.  Employees are evaluated by
their  supervisors,  except for the executive  officers who are evaluated by the
Compensation  and  Management  Succession  Committee of Ohio  Valley's  Board of
Directors.  Ohio Valley's Board of Directors approves the bonuses payable to the
executive  officers under the Bonus Program based upon the recommendation of the
Compensation and Management Succession Committee.

     Bonuses are normally paid in December in cash in a single lump sum, subject
to payroll taxes and tax witholdings.