EXHIBIT 10.9

                            SUMMARY OF BONUS PROGRAM
                            OF OHIO VALLEY BANC CORP.

     The following is a description  of the 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 annual and 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  as measured  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, the Compensation and
Management  Succession Committee may set one or two sets of specific Performance
Targets  for  Ohio  Valley  and  its  subsidiaries  for  that  year  based  on a
combination of some or all of a number of performance criteria set forth in Ohio
Valley's  strategic plan. One set of targets may be set for an annual bonus. The
annual bonus targets are set fairly high and are not as likely to be attained. A
second set of targets may be set for the long range bonus.  The long range bonus
targets are more likely to be attained.  The targets are based on one or more of
the following performance criteria:  net income, net income per share, return on
assets,   return  on  equity,  asset  quality  (as  measured  by  the  ratio  of
non-performing  loans to total loans &  non-performing  assets to total assets),
and  efficiency  ratio.  At the end of the fiscal  year,  the  aggregate  amount
available  for the payment of bonuses  under both parts of 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. A bonus may be paid at the end of the
year without targets having been established or achieved.

     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;  delegation  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.  The amount and allocation of
all bonuses under either part of the Bonus Program are totally in the discretion
of the Board of Directors at the end of the year; no officer or employee has any
contractual or other right to any bonus until such discretion has been exercised
and conveyed to the officer or employee.

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