Form 10-K Amendment

 

 

UNITED STATES

SECURITIES AND EXCHANGE COMMISSION

WASHINGTON, D.C. 20549

 

 

 

FORM 10-K/A

 

 

 

x ANNUAL REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934

 

For the Fiscal Year Ended December 31, 2008

 

OR

 

¨ TRANSITION REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934

 

Commission File

        Number

  

Exact Name of Registrant as Specified in its Charter;

State of Incorporation; Address of Principal

Executive Offices; and Telephone Number

   IRS Employer
Identification Number

1-16169

  

EXELON CORPORATION

(a Pennsylvania corporation)

10 South Dearborn Street

P.O. Box 805379

Chicago, Illinois 60680-5379

(312) 394-7398

   23-2990190

333-85496

  

EXELON GENERATION COMPANY, LLC

(a Pennsylvania limited liability company)

300 Exelon Way

Kennett Square, Pennsylvania 19348-2473

(610) 765-5959

   23-3064219

1-1839

  

COMMONWEALTH EDISON COMPANY

(an Illinois corporation)

440 South LaSalle Street

Chicago, Illinois 60605-1028

(312) 394-4321

   36-0938600

000-16844

  

PECO ENERGY COMPANY

(a Pennsylvania corporation)

P.O. Box 8699

2301 Market Street

Philadelphia, Pennsylvania 19101-8699

(215) 841-4000

   23-0970240

 

Securities registered pursuant to Section 12(b) of the Act:

 

Title of Each Class

   Name of Each Exchange on
Which Registered

EXELON CORPORATION:

  

Common Stock, without par value

   New York, Chicago and
Philadelphia

PECO ENERGY COMPANY:

  

Cumulative Preferred Stock, without par value: $4.68 Series, $4.40 Series, $4.30 Series and $3.80 Series

   New York

Trust Receipts of PECO Energy Capital Trust III, each representing a 7.38% Cumulative Preferred Security, Series D, $25 stated value, issued by PECO Energy Capital, L.P. and unconditionally guaranteed by PECO Energy Company

   New York

 

Securities registered pursuant to Section 12(g) of the Act:

 

COMMONWEALTH EDISON COMPANY:

Common Stock Purchase Warrants, 1971 Warrants and Series B Warrants


Indicate by check mark if the registrant is a well-known seasoned issuer, as defined in Rule 405 of the Securities Act.

 

Exelon Corporation

   Yes  x    No  ¨

Exelon Generation Company, LLC

   Yes  x    No  ¨

Commonwealth Edison Company

   Yes  x    No  ¨

PECO Energy Company

   Yes  x    No  ¨

 

Indicate by check mark if the registrant is not required to file reports pursuant to Section 13 or Section 15(d) of the Act.

 

Exelon Corporation

   Yes  ¨    No  x

Exelon Generation Company, LLC

   Yes  ¨    No  x

Commonwealth Edison Company

   Yes  ¨    No  x

PECO Energy Company

   Yes  ¨    No  x

 

Indicate by check mark whether the registrants (1) have filed all reports required to be filed by Section 13 or 15(d) of the Securities Exchange Act of 1934 during the preceding 12 months (or for such shorter period that the registrant was required to file such reports), and (2) have been subject to such filing requirements for the past 90 days.    Yes  x    No  ¨

 

Indicate by check mark if disclosure of delinquent filers pursuant to Item 405 of Regulation S-K is not contained herein, and will not be contained, to the best of registrants’ knowledge, in definitive proxy or information statements incorporated by reference in Part III of this Form 10-K or any amendment to this Form 10-K.  x

 

Indicate by check mark whether the registrant is a large accelerated filer, an accelerated filer, non-accelerated filer, or a smaller reporting company. See definition of “large accelerated filer,” “accelerated filer” and “smaller reporting company” in Rule 12b-2 of the Exchange Act.

 

     Large Accelerated    Accelerated    Non-Accelerated    Small Reporting
Company

Exelon Corporation

   ü           

Exelon Generation Company, LLC

         ü     

Commonwealth Edison Company

         ü     

PECO Energy Company

         ü     

 

Indicate by check mark whether the registrant is a shell company (as defined in Rule 12b-2 of the Act).

 

Exelon Corporation

   Yes  ¨    No  x

Exelon Generation Company, LLC

   Yes  ¨    No  x

Commonwealth Edison Company

   Yes  ¨    No  x

PECO Energy Company

   Yes  ¨    No  x

 

The estimated aggregate market value of the voting and non-voting common equity held by nonaffiliates of each registrant as of June 30, 2008, was as follows:

 

Exelon Corporation Common Stock, without par value

   $ 59,092,745,316

Exelon Generation Company, LLC

   Not applicable

Commonwealth Edison Company Common Stock, $12.50 par value

   No established market

PECO Energy Company Common Stock, without par value

   None

 

The number of shares outstanding of each registrant’s common stock as of January 30, 2009 was as follows:

 

Exelon Corporation Common Stock, without par value

   658,242,488

Exelon Generation Company, LLC

   Not applicable

Commonwealth Edison Company Common Stock, $12.50 par value

   127,016,519

PECO Energy Company Common Stock, without par value

   170,478,507

 

Documents Incorporated by Reference

Portions of the Exelon Proxy Statement for the 2009 Annual Meeting of Shareholders are incorporated by reference in Part III.

 

 


TABLE OF CONTENTS

 

     Page No.

EXPLANATORY NOTE

   1

FILING FORMAT

   1

FORWARD-LOOKING STATEMENTS

   1

PART III

     

ITEM 11.

  

EXECUTIVE COMPENSATION

   2

ITEM 12.

  

SECURITY OWNERSHIP OF CERTAIN BENEFICIAL OWNERS AND MANAGEMENT AND RELATED STOCKHOLDER MATTERS

   53

PART IV

     

ITEM 15.

  

EXHIBITS AND FINANCIAL STATEMENT SCHEDULES

   57

SIGNATURES

   58
  

Exelon Corporation

   58
  

Exelon Generation Company, LLC

   58
  

Commonwealth Edison Company

   58
  

PECO Energy Company

   58

CERTIFICATION EXHIBITS

   59

 

i


EXPLANATORY NOTE

 

Exelon, Generation, ComEd and PECO are filing this amendment on Form 10-K/A to disclose required non-employee director compensation disclosures in Item 11 - Executive Compensation and to update the security ownership disclosures in Item 12 - Security Ownership of Certain Beneficial Owners and Management and Related Stockholder Matters to include information from Schedules 13G filed by certain beneficial owners after the original 10-K was filed on February 6, 2009. This amendment on Form 10-K/A does not change any other part of the disclosures in Items 11 or 12 or any of the previously reported financial statements or other disclosures contained in the original Form 10-K filed on February 6, 2009.

 

FILING FORMAT

 

This combined Form 10-K/A is being filed separately by Exelon Corporation (Exelon), Exelon Generation Company, LLC (Generation), Commonwealth Edison Company (ComEd) and PECO Energy Company (PECO) (collectively, the Registrants). Information contained herein relating to any individual registrant is filed by such registrant on its own behalf. No registrant makes any representation as to information relating to any other registrant.

 

FORWARD-LOOKING STATEMENTS

 

Certain of the matters discussed in this Report are forward-looking statements, within the meaning of the Private Securities Litigation Reform Act of 1995, that are subject to risks and uncertainties. The factors that could cause actual results to differ materially from the forward-looking statements made by a registrant include (a) those factors discussed in the original Form 10-K and herein, including those factors with respect to such registrant discussed in ITEM 1A. Risk Factors, ITEM 7. Management’s Discussion and Analysis of Financial Condition and Results of Operation, and ITEM 8. Financial Statements and Supplementary Data: Note 18 and (b) other factors discussed in filings with the United States Securities and Exchange Commission (SEC) by the Registrants. Readers are cautioned not to place undue reliance on these forward-looking statements, which apply only as of the date of the original Form 10-K. None of the Registrants undertakes any obligation to publicly release any revision to its forward-looking statements to reflect events or circumstances after the date of the original Form 10-K.

 

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PART III

 

ITEM 11. EXECUTIVE COMPENSATION

 

Compensation Discussion and Analysis

 

Objectives of the Compensation Program

 

The compensation committee has designed Exelon’s executive compensation program to attract and retain outstanding executives. The compensation programs are designed to motivate and reward senior management for achieving financial, operational and strategic success consistent with Exelon’s goal of being the best group of electric generation and electric and gas delivery companies in the country, thereby building value for shareholders. Exelon’s compensation program has three principles, as described below:

 

1. A substantial portion of compensation should be performance-based.

 

The compensation committee has adopted a pay-for-performance philosophy, which places an emphasis on pay-at-risk. Exelon’s compensation program is designed to reward superior performance, that is, meeting or exceeding financial and operational goals set by the compensation committee. When excellent performance is achieved, pay will increase. Failure to achieve the target goals established by the compensation committee will result in lower pay. There are pay-for-performance features in both cash and equity-based compensation. The named executive officers (NEOs) listed in the Summary Compensation Table participate in an annual incentive plan that provides cash compensation based on the achievement of performance goals established each year by the compensation committee. A substantial portion of each NEO’s equity-based compensation is in the form of performance share units that are paid to the extent that longer-range performance goals set by the compensation committee are met, with the balance delivered in stock options that have value only to the extent that Exelon’s stock price increases following the option grant date. As a result of the performance-based features of his cash and equity-based compensation, 82% of Mr. Rowe’s 2008 target total direct compensation (base salary plus annual and long-term incentive compensation) was at-risk. Similarly, of the other NEOs’ 2008 target total direct compensation, approximately 51% to 73% was at-risk.

 

Recoupment Policy

 

Consistent with the pay-for-performance policy, in May 2007 the board of directors adopted a recoupment policy as part of Exelon’s corporate governance principles. The board of directors will seek recoupment of incentive compensation paid to an executive officer if the board determines, in its sole discretion, that

 

   

the executive officer engaged in fraud or intentional misconduct;

 

   

as a result of which Exelon was required to materially restate its financial results;

 

   

the executive officer was paid more incentive compensation than would have been payable had the financial results been as restated;

 

   

recoupment is not precluded by applicable law or employment agreements; and

 

   

the board concludes that, under the facts and circumstances, seeking recoupment would be in the best interest of Exelon and its shareholders.

 

2. A substantial portion of compensation should be granted as equity-based awards.

 

The compensation committee believes that a substantial portion of compensation should be in the form of equity-based awards in order to align the interests of the NEOs with Exelon’s shareholders. The objective is to make the NEOs think and act like owners. Equity-based compensation is in the form

 

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of performance share units, stock options, and restricted stock units that are valued in relation to Exelon’s common stock, and they gain value in relation to the market price of Exelon’s stock or Exelon’s total shareholder return in comparison to other energy services companies and/or general industry. Conversely, when the market price of Exelon’s stock decreases, the value of the equity compensation decreases. The NEOs have been affected by the decline in the market value of Exelon’s stock price in 2008 in three ways. First, the stock options awarded in 2008, 2007 and 2006 are not in the money. Second, the target number of performance shares for the 2006-2008 performance period was based on the January 2008 stock price of approximately $73, while the shares awarded in January 2009 were worth approximately $56. As a result, while Exelon’s total shareholder return performance was at 200% of target, as described below, the value of the shares paid out was only about 153% of the target value. Third, the value of the accumulated equity that the NEOs retained from prior compensation declined.

 

3. Exelon’s compensation program should enable the company to compete for and retain outstanding executive talent.

 

Exelon’s shareholders are best served when we can successfully recruit and retain talented executives with compensation that is competitive and fair. The compensation committee strives to deliver total direct compensation generally at the median (the 50th percentile), which is deemed to be the competitive level of pay of executives in comparable positions at certain peer companies with which we compete for executive talent. If Exelon’s performance is at target, the compensation will be targeted at the 50th percentile; if Exelon’s performance is above target, the compensation will be targeted above the 50th percentile, and if performance is below target, the compensation will be targeted below the 50th percentile. This concept reinforces the pay-for-performance philosophy.

 

Each year the compensation committee commissions its consultant to prepare a study to benchmark total direct compensation against a peer group of companies. The study includes an assessment of competitive compensation levels at high-performing energy services companies and other large, capital asset-intensive companies in general industry, since the company competes for executive talent with companies in both groups. All competitive data was aged to January 2008 using a 3.75% annual update factor. The study indicated that a steady state was appropriate, with an average of 4% increases to base salaries and relatively unchanged targets for annual and long-term incentives, and that no changes were needed for the long-term incentive mix and design. The consultant considered Exelon’s organizational changes to determine how Exelon’s positions compared with positions at its peers by establishing a benchmark match for each Exelon executive in the competitive market, where available, and reviewed each element of compensation as well as total direct compensation.

 

The peer group criteria include having revenue similar to Exelon’s, market capitalization generally greater than $5 billion, and a balance of industry segments. The members of the peer group are reviewed each year to determine whether their inclusion continues to be appropriate. Generally the peer group is comprised of 24 companies: 12 general industry companies and 12 energy services companies. The companies were selected by the compensation committee from the Towers Perrin Energy Services Industry Executive Compensation Database and their Executive Compensation Database. The peer group was the same in 2008 as it was in 2007 and 2006, except that for 2008 Bell South, which was acquired by AT&T in late 2006, was replaced by Hess Corporation because it met the criteria with revenues similar to Exelon’s and is a domestic, asset-intensive company similar in size to Exelon. The peer group includes the following companies:

 

General Industry Companies

  

Energy Services Companies

3M

  

American Electric Power

Abbott Laboratories

  

Centerpoint Energy

 

3


General Industry Companies

  

Energy Services Companies

Caterpillar Inc.

  

Dominion Resources, Inc.

General Mills Inc.

  

Duke Energy Corp.

Hess Corporation

  

Edison International

Honeywell International

  

Entergy Corp.

International Paper

  

FirstEnergy

Johnson Controls Inc.

  

PG&E Corp.

PepsiCo Inc.

  

Public Service Enterprise Group Inc.

PPG Industries, Inc.

  

Southern Co.

Union Pacific Corp.

  

TXU Corp.*

Weyerhaeuser Company

  

Xcel Energy, Inc.

 

* Included prior to privatization in 2008.

 

The compensation committee generally applies the same policies with respect to the compensation of each of the individual NEOs. The compensation committee carefully considers the roles and responsibilities of each of the NEOs relative to the peer group, as well as the individual’s performance and contribution to the performance of the business in establishing the compensation opportunity for each NEO. The differences in the amounts of compensation awarded to the NEOs reflect primarily two factors, the differences in the compensation paid to officers in comparable positions in the peer group and differences in the individual responsibility and experience of the Exelon officers. Time in position affects where individuals are relative to market percentiles, with cash compensation generally at the median and incentive compensation slightly above the median. The nuclear organization’s pay is generally closer to the 75th percentile given the size and quality of Exelon’s nuclear fleet, and certain positions are at the 75th percentile because of unusual expertise in regulatory or nuclear matters. The delivery company presidents were evaluated as a blend of top energy delivery executives and freestanding CEOs, given the amount of independence they have. Mr. Rowe’s target compensation was based on the same factors as the other NEOs, but his compensation reflected a greater degree of policy and decision-making authority and a higher level of responsibility with respect to strategic direction and financial and operating results of Exelon. His target compensation was assessed relative to other CEOs in the peer group. Mr. Rowe’s compensation also reflects the fact that Exelon has the largest market capitalization in the industry and that Exelon has the largest nuclear fleet in the industry. It also reflects that Mr. Rowe is the senior CEO in the industry.

 

The role of individual performance in setting compensation

 

While the consideration of benchmarking data to assure that Exelon’s compensation is competitive is a critical component of compensation decisions, individual performance is factored into the setting of compensation in three ways:

 

   

First, base salary adjustments are based on an assessment of the individual’s performance in the preceding year as well as a comparison with market data for comparable positions in the peer group.

 

   

Second, annual incentive targets are based on the individual’s role in the enterprise — the most senior officers with responsibilities that span specific business units or functions have a target based on earnings per share for the company as a whole, while individuals with specific functional or business unit responsibilities have a significant portion of their targets based on the performance of that functional or business unit.

 

   

Third, consideration is given as to whether an individual performance multiplier would be appropriately applied to the individual’s annual incentive plan award, based on the individual’s

 

4


 

performance. The individual performance multiplier can result in a decision not to make an award or to decrease the amount of the award or to increase the amount of the award by up to 10% so long as the adjusted award does not exceed the maximum amount that could be paid to the executive based on achievement of the objective performance criteria applicable under the plan.

 

Elements of Compensation

 

This section is an overview of our compensation program for NEOs. It describes the various elements and discusses matters relating to those items, including why the compensation committee chooses to include items in the compensation program. The next section describes how 2008 compensation was determined and awarded to the NEOs.

 

Exelon’s executive compensation program is comprised of four elements: base salary; annual incentives; long-term incentives; and other benefits.

 

Cash compensation is comprised of base salary and annual incentives. Equity compensation is delivered through long-term incentives. Together, these elements are designed to balance short-term and longer-range business objectives and to align NEOs’ financial rewards with shareholders’ interests. Approximately 37% to 67% of NEOs’ total target direct compensation is delivered in the form of cash. Equity compensation accounts for approximately 33% to 63% of NEO total target direct compensation. The range in the mix of cash and equity compensation is consistent with competitive compensation practices among companies in the peer group. The compensation committee believes that this mix of cash and equity compensation strikes the right balance of incentives to pursue specific short and long-term performance goals that drive shareholder value.

 

Base Salary

 

Exelon’s compensation program for NEOs is designed so that approximately 18% to 49% of NEO total direct compensation is in the form of base salary, consistent with practices at the companies in the peer group.

 

Annual Incentives

 

Annual incentive compensation is designed to provide incentives for achieving short-term financial and operational goals for the company as a whole, and for subsidiaries, individual business units and operating groups, as appropriate. Under the annual incentive program, cash awards are made to NEOs and other employees if, and only to the extent that, performance conditions set by the compensation committee are met. The amount of the annual incentive target opportunity is expressed as a percentage of the officer’s or employee’s base salary, and actual awards are determined using the base salary at the end of the year. Threshold, target and distinguished (i.e., maximum) achievement levels are established for each goal. Threshold is set at the minimally acceptable level of performance, for a payout of 50% of target. Target is set consistent with the achievement of the business plan objectives. Distinguished is set at a level that significantly exceeds the business plan and has a low probability of payout, and is capped at 200% of target. Awards are interpolated to the extent performance falls between the threshold, target and distinguished levels.

 

Long-term Incentives

 

Long-term incentives are made available to executives and key management employees who affect the long-term success of the company. The long-term incentive compensation programs are primarily equity based and designed to provide incentives and rewards closely related to the interests of Exelon’s shareholders, generally as measured by the performance of Exelon’s total shareholder return and stock price appreciation.

 

5


A portion of the long-term incentive compensation is in the form of performance share units that are awarded only to the extent that performance conditions established by the compensation committee are met. The balance of long-term incentive compensation is in the form of time-vested stock options that provide value only if, and to the extent that, the market price of Exelon’s common stock increases following the grant. The use of both forms of long-term incentives is consistent with the practices in our peer group. The mix of long-term incentives depends on the compensation committee’s assessment of competitive compensation practices of companies in the peer group.

 

In 2007, consistent with the continuing efforts to recognize ComEd’s independence, the compensation committee recommended, and the ComEd board adopted, a separate long-term incentive program for ComEd’s executives for the period 2007-2009. The goals under the ComEd long-term incentive program are the achievement of ComEd financial, operational, and regulatory/legislative goals. Payments under this plan are made in cash, and are awarded annually by the ComEd board based on the assessment of performance during the year. Other features of the program are similar to the Exelon performance share award program, including the payout of awards ranging from 0-200% of target and vesting over three years.

 

Stock Options

 

Individuals receiving stock options are provided the right to buy a fixed number of shares of Exelon common stock at the closing price of such stock on the grant date. The target for the number of options awarded is determined by the portion of the long-term incentive value attributable to stock options and a theoretical value of each option determined by the compensation committee using a Black-Scholes valuation formula. Options vest in equal annual installments over a four-year period and have a term of ten years. Time vesting adds a retention element to our stock option program. Stock option repricing is prohibited by policy or the terms of the company’s long-term incentive plans. Accordingly, no options have been repriced. Stock option awards are generally granted annually at the regularly scheduled January compensation committee meeting when the committee reviews results for the preceding year and establishes the compensation program for the coming year. Only one off-cycle grant of stock options was made in 2008. All grants to the NEOs must be approved by the full board of directors, which acts after receiving a recommendation from the compensation committee, except grants to Mr. Rowe, which must be approved by the independent directors, who act after receiving recommendation from the compensation committee.

 

Performance Share Units

 

The compensation committee established a performance share unit award program based on total shareholder return for Exelon as compared to the companies in the Standard & Poor’s 500 Index and the Dow Jones Utility Index for a three-year period. The threshold, target and distinguished goals for performance unit share awards are established on the grant date (generally the date of the first compensation committee meeting in the fiscal year). The actual performance against the goals and the number of performance unit share awards are established on the award date (generally the date of the first compensation committee meeting after the completion of the fiscal year). The first third of the awarded performance shares vests upon the award date, with the remaining thirds vesting on the date of the compensation committee’s January meeting in the next two years. The vesting schedule is designed to add a retention factor to the program. The form of payment provides for payment in Exelon common stock to executives with lower levels of stock ownership, with increasing portions of the payments being made in cash as executives’ stock ownership levels increase in excess of the ownership guidelines. If an executive achieves 125% or more of the applicable ownership target, performance shares will be paid half in cash and half in stock. If executive vice presidents and above achieve 200% or more of their applicable stock ownership target, their performance shares will be paid entirely in cash. This payment structure serves to deliver the long-term compensation in cash where the executive has substantially greater than the required stock ownership and provides the executive with liquidity and the opportunity for diversification.

 

6


Restricted Stock & Restricted Stock Units

 

In limited cases, the compensation committee has determined that it is necessary to grant restricted shares of Exelon common stock or restricted stock units to executives as a means to recruit and retain talent. They may be used for new hires to offset annual or long-term incentives that are forfeited from a previous employer. They are also used as a retention vehicle and are subject to forfeiture if the executive voluntarily terminates, and in some cases may incorporate performance criteria as well as time-based vesting.

 

Executive stock ownership and trading requirements

 

To strengthen the alignment of executives’ interests with those of shareholders, officers of the company are required to own certain amounts of Exelon common stock by the later of five years after their employment or promotion to their current position. However, in 2007 the compensation committee terminated the stock ownership requirements for ComEd officers in light of the continuing efforts to recognize ComEd’s independence and the compensation committee’s recommendation that ComEd officers participate in a separate cash-based long-term incentive program instead of receiving Exelon performance shares. For additional information about Exelon’s stock ownership guidelines, please see the Stock Ownership Guidelines section in Item 12—Security Ownership of Certain Beneficial Owners and Management and Related Stockholder Matters.

 

Exelon has adopted a policy requiring officers, executive vice presidents and above, who wish to sell Exelon common stock to do so only through Rule 10b5-1 stock trading plans, and permitting other officers to enter into such plans. This requirement is designed to enable officers to diversify a portion of their holdings in excess of the applicable stock ownership requirements in an orderly manner as part of their retirement and tax planning activities. The use of Section 10b5-1 stock trading plans serves to reduce the risk that investors will view routine portfolio diversification stock sales by executive officers as a signal of negative expectations with respect to the future value of Exelon’s stock. In addition, the use of Rule 10b5-1 stock trading plans reduces the potential for accusations of trading on the basis of material, non-public information that could damage the reputation of the company. Many of the NEOs have such plans, and their exercises during 2008 are reflected in the “Option Exercises and Stock Vested” table below. Exelon’s stock trading policy does not permit short sales or hedging.

 

Other Benefits

 

Other benefits offered by Exelon include such things as qualified and non-qualified deferred compensation programs, post-termination compensation, retirement benefit plans and perquisites. The company also provides other benefits such as medical and dental coverage and life insurance to each NEO to generally the same extent as such benefits are provided to other Exelon employees, except that executives pay a higher percentage of their total medical premium. These benefits are intended to make our executives more efficient and effective and provide for their health, well-being and retirement planning needs. The compensation committee reviews these other benefits to confirm that they are reasonable and competitive in light of the overall goal of designing the compensation program to attract and retain talent while maximizing the interests of our shareholders.

 

Deferred Compensation Programs

 

Exelon offers deferred compensation plans to permit the deferral of certain cash compensation to facilitate tax and retirement planning and satisfaction of stock ownership requirements for executives and key managers. Exelon maintains non-qualified deferred compensation plans that are open to certain highly-compensated employees, including the NEOs.

 

 

7


The Deferred Compensation Plan is a non-qualified plan that permits executives and key managers to defer contributions that would be made to the Exelon Corporation Employee Savings Plan (the company’s tax-qualified 401(k) plan) but for the applicable limits under the Internal Revenue Code. The Deferred Compensation Plan permits participants to defer taxation of a portion of their income. It benefits the company by deferring the payment of a portion of its compensation expense, thus preserving cash.

 

The Employee Savings Plan is tax-qualified under Sections 401(a) and 401(k) of the Internal Revenue Code (the “Code”). Exelon maintains the Employee Savings Plan to attract and retain qualified employees, including the NEOs, and to encourage employees to save some percentage of their cash compensation for their eventual retirement. The Employee Savings Plan permits employees to do so, and allows the company to make matching contributions in a relatively tax-efficient manner. The company maintains the excess matching feature of the Deferred Compensation Plan to enable management employees to save for their eventual retirement to the extent they otherwise would have were it not for the limits established by the IRS for purposes of Federal tax policy.

 

The Stock Deferral Plan is a non-qualified plan that permitted executives to defer performance share units prior to 2007.

 

In response to declining plan enrollment and the administrative complexity of compliance with Section 409A of the Code, the compensation committee approved amendments to the Deferred Compensation and Stock Deferral Plans at its December 4, 2006 meeting. The amendments cease future compensation deferrals for the Stock Deferral Plan and Deferred Compensation Plan other than the excess Employee Savings Plan contribution deferrals. For more information about the amendments, please see “Nonqualified Deferred Compensation.”

 

Change In Control and Severance Benefits

 

The compensation committee believes that change in control employment agreements and severance benefits are an important part of Exelon’s compensation structure for NEOs. The compensation committee believes that these agreements will help to secure the continued employment and dedication of the NEOs to continue to work in the best interests of shareholders, notwithstanding any concern they might have regarding their own continued employment prior to or following a change in control. The compensation committee also believes that these agreements and the Exelon Corporation Senior Management Severance Plan are important as recruitment and retention devices, as all or nearly all of the companies with which Exelon competes for executive talent have similar protections in place for their senior leadership.

 

Exelon’s change in control and severance benefits policies were initially adopted in January 2001 and harmonized the policies of Exelon’s predecessor companies. In adopting the policies, the compensation committee considered the advice of a consultant who advised that the levels were consistent with competitive practice and reasonable. The Exelon benefits include multiples of change in control benefits ranging from two times base salary and annual bonus for corporate and subsidiary vice presidents to 2.99 times base salary and annual bonus for the executive committee and select senior vice presidents other than the CEO. In 2003, the compensation committee reviewed the terms of the Senior Management Severance Plan and revised it to reduce the situations when an executive could terminate and claim severance benefits for “good reason”, clarified the definition of “cause”, and reduced non-change in control benefits for executives with less than two years of service. In December 2004, the compensation committee’s consultant presented a report on competitive practice on executive severance. The competitive practices described in the report were generally comparable to the benefits provided under Exelon’s severance policies. In discussing the compensation consultant’s December 2007 annual report to the committee on compensation trends, the consultant commented that Exelon’s change in control and severance policies were conservative, citing the use of double triggers, and that they remained competitive.

 

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In 2007, the compensation committee adopted a policy limiting the amount of future severance benefits to be paid to NEOs under future arrangements without shareholder approval to 2.99 times salary plus annual incentive. This policy clarifies that severance benefits include cash severance payments and other post-employment benefits and perquisites, but do not include:

 

   

Amounts earned in the ordinary course of employment rather than upon termination, such as pension benefits and retiree medical benefits;

 

   

Amounts payable under plans approved by shareholders;

 

   

Amounts available to one or more classes of employees other than the NEOs;

 

   

Excise tax gross-up payments, but only if the compensation includable in determining whether excise taxes apply exceed 110% of the threshold amount; otherwise the NEO’s benefits are reduced so that no excise tax is imposed; and

 

   

Amounts that may be required by existing agreements that have not been materially modified, Exelon’s indemnification obligations or the reasonable terms of a settlement agreement.

 

In April 2008, the compensation committee reviewed the level of non-change in control severance benefits provided to senior vice presidents. These benefits had varied over time as the corporate organization evolved from 1.25 to 2 times annual salary and incentive. The compensation consultant reported that 1.5 times annual salary and incentive was more appropriate and consistent with competitive practices. The compensation committee determined that non-change in control severance benefits for senior vice presidents would be reset at 1.5 times annual salary and bonus, provided that those senior vice presidents with such benefits at 2 times annual salary and bonus would be grandfathered at that level. In December 2008, the individual change in control employment agreements provided to the NEOs (other than the CEO) and certain other executives were amended to comply with section 409A of the Internal Revenue Code, which requires that certain payments of deferred compensation be paid not earlier than six months following a termination of employment. In addition, the severance multiple available to executives who entered into such agreements prior to 2007 was reduced from 3.0 to 2.99 times base salary and annual incentive, consistent with the 2007 compensation committee policy described immediately above, and the board’s recoupment policy was incorporated.

 

Retirement Benefit Plans

 

The compensation committee believes that retirement benefit plans are an important part of the NEO compensation program. These plans serve a critically important role in the retention of senior executives, as retirement benefits increase for each year that these executives remain employed. The plans thereby encourage our most senior executives to remain employed and continue their work on behalf of the shareholders. Exelon sponsors both qualified traditional defined benefit and cash balance defined benefit pension plans and related non-qualified supplemental pension plans (the SERPs).

 

Exelon previously granted additional years of credited service under the SERP to a few executives in order to recruit or retain them. As of January 1, 2004, Exelon ceased the practice of granting additional years of credited service to executives under the non-qualified pension plans that supplement the Exelon Corporation Retirement Program for any period in which services are not actually performed, except that up to two years of service credits may be provided under severance or change in control agreements first entered into after such date. Service credits available under employment, change in control or severance agreements or arrangements (or any successor arrangements) in effect as of January 1, 2004 were not affected by this policy. To attract a new executive, Exelon is permitted to grant additional years of service under the SERP related to its cash balance pension plan to make the executive whole for retirement benefits lost from another employer by joining Exelon, provided such a grant is disclosed to shareholders. To date, Exelon has not made any such grant.

 

9


Perquisites

 

Exelon provides limited perquisites intended to serve specific business needs for the benefit of Exelon; however, it is understood that some may be used for personal reasons as well. When perquisites are utilized for personal reasons, the cost or value is imputed to the officer as income and the officer is responsible for all applicable taxes; however, in certain cases, the personal benefit is closely associated with the business purpose in which case the company may reimburse the officer for the taxes due on the imputed income. In 2005, the compensation consultant reviewed Exelon’s perquisites program. Although specific data for Exelon’s peer group was not available, the compensation consultant based its analysis on survey data for large energy and general industry companies. The compensation consultant found that Exelon’s perquisite program was competitive. The compensation committee reviewed the costs of the perquisite program and determined the costs to be appropriate for a company of Exelon’s size.

 

Anticipating an emerging trend among the peer group to curtail perquisite programs in the future, on January 22, 2007 the compensation committee approved the phase-out of many executive perquisites, effective January 1, 2008. The eliminated perquisites included: leased vehicles (existing leases allowed to expire), financial and estate planning, tax preparation and health and dining/airline club memberships. The phase-out approach included a one-time transition payment in January 2008. The amounts of the transition payments are reflected in the column headed “All Other Compensation” in the Summary Compensation Table and are detailed in the table headed “Perquisites” that follows that table. Mr. Rowe did not receive a transition payment. Exelon continues to provide executive physicals, parking in downtown Chicago, supplemental long-term disability insurance and executive life insurance for those with existing policies. Exelon provides Mr. Rowe with 60 hours of personal travel per year on the corporate aircraft and car and driver services because of the time commitments his position requires.

 

How The Amount of 2008 Compensation Was Determined

 

This section describes how 2008 compensation was determined and awarded to the NEOs.

 

The independent directors of the Exelon board, on the recommendations of the Exelon corporate governance committee, conducted a thorough review of Mr. Rowe’s performance in 2008. The review considered performance requirements in the areas of finance and operations, strategic planning and implementation, succession planning and organizational goals, communications and external relations, board relations, leadership, and shareholder relations. Mr. Rowe prepared a detailed self-assessment reporting to the board on his performance during the year with respect to each of the performance requirements. The Exelon board considered the financial highlights of the year and a strategy scorecard that assessed performance against the company’s vision and goals. The factors considered included:

 

  ·  

goals with respect to protecting the current value of the company, including:

 

   

delivering superior operating performance in terms of safety, reliability, efficiency, and the environment,

 

   

supporting competitive markets,

 

   

protecting the value of our generation assets, and

 

   

building healthy, self-sustaining delivery companies; as well as

 

  ·  

goals relating to growing long-term value, including:

 

   

organizational improvement,

 

   

advancing an environmental strategy that sets the industry standard for low carbon energy generation and delivery, and

 

   

rigorously evaluating new growth opportunities.

 

10


The Exelon board considered, in particular, outage frequency at the energy delivery companies, the high average capacity factor of the nuclear generating plants, above target results in operating earnings, notwithstanding the current economic turmoil, and improvements in safety and environmental performance, as well as challenges such as the decline in the value of the pension and nuclear decommissioning funds and increased bad debt expenses. The board also considered 2008 progress in advancing longer-term goals, including the formulation of Exelon’s low carbon strategy and diversity and inclusion strategy, leadership in addressing regulatory issues, and progress toward building value through disciplined financial management.

 

How base salary was determined

 

At its January 28, 2008 meeting, the compensation committee considered organizational changes recommended by the corporate governance committee, subject to approval by the board of directors that was made on January 29, 2008. These changes included promoting Mr. McLean to Executive Vice President, Finance and Markets and Mr. Hilzinger to Senior Vice President and Chief Financial Officer, both effective as of January 29, 2008. The compensation committee reviewed base salary data for the other NEOs listed in the Summary Compensation Table as compared to compensation data at the 50th and 75th percentile of the peer group. Based on this review and their individual performance reviews, including the review of Mr. Rowe’s performance by the corporate governance committee and the independent directors, most of the NEOs received base salary increases effective as of March 1, 2008 that were in line with the average 4% increase that the consultant reported was competitive. Because Messrs. Crane, Pardee, O’Brien, Adams, Clark and Mitchell received significant base salary increases in September 2007, they did not receive base salary increases effective March 1, 2008.

 

In July 2008, the compensation committee recommended, and the board of directors approved, base salary increases for certain NEOs in the nuclear and finance areas as well as the chief executive officers (CEOs) of ComEd and PECO. These increases were based on the compensation committee’s determination that the compensation for these officers was not competitive, as evidenced by specific examples of Exelon Nuclear officers who were being recruited by other nuclear generating and engineering companies and by the resignation of several senior financial officers who left Exelon to pursue opportunities at other companies, as well as the leadership being demonstrated by the ComEd and PECO CEOs in the face of significant challenges. These base salary adjustments were effective as of August 1, 2008. In addition, Mr. Crane received a further increase in pay effective as of September 23, 2008, in connection with his promotion to President and Chief Operating Officer of Exelon and President of Generation. The amounts of base pay, percentages of increase, and effective dates of base salary increases are set forth in the following table.

 

Exelon, Generation and PECO

 

Name

   Base Salary    Percent Increase     Effective Date

Rowe

   $ 1,430,000    4.0 %   3/1/2008

O’Brien

     520,000    8.3 %   8/1/2008

Hilzinger

     380,000    15.9 %   1/29/2008

Hilzinger

     425,000    11.8 %   8/1/2008

Barnett

     300,000    4.9 %   3/1/2008

Crane

     700,000    16.7 %   8/1/2008

Crane

     800,000    14.3 %   9/23/2008

McLean

     570,000    21.3 %   1/29/2008

McLean

     625,000    9.6 %   8/1/2008

Clark

     550,000    7.8 %   8/1/2008

Moler

     470,000    4.0 %   3/1/2008

Pardee

     550,000    15.8 %   8/1/2008

Bonney

     274,931    3.75 %   3/1/2008

Galvanoni

     208,000    4.0 %   3/1/2008

 

11


ComEd

       

Name

   Base
Salary
   Percent
Increase
    Effective
Date

Clark

   $ 550,000    7.8 %   8/1/2008

McDonald

     326,000    4.2 %   3/1/2008

Hooker

     300,000    7.1 %   3/1/2008

Pramaggiore

     338,000    4.0 %   3/1/2008

 

How 2008 annual incentives were determined

 

For 2008, the annual incentive payments to Mr. Rowe and each of nine other senior executives were funded by a notional incentive pool established by the Exelon compensation committee under the Annual Incentive Plan for Senior Executives, a shareholder-approved plan, which is intended to comply with Section 162(m). The incentive pool was funded with 1.5% of Exelon’s 2008 operating income, the same percentage used in 2007 and 2006, but was not fully distributed to participants because the committee decided on substantially lesser awards.

 

Annual incentive payments for 2008 to Messrs. Rowe, O’Brien, Crane, McLean, Clark, Pardee, and Mitchell and Ms. Moler, were made from the portion of the incentive pool available to fund awards for each of them based on the company’s operating earnings per share, adjusted for non-operating charges and other one-time, unusual and non-recurring items.

 

For executives with general corporate responsibilities, the goal was adjusted (non-GAAP) operating earnings per share so that they would focus their efforts on overall corporate performance. The earnings per share goal ranges were set to be like the forecast earnings ranges, with the annual incentive plan target slightly higher than the financial plan target. This goal was thought to be a stretch, but attainable. In accordance with the design of the annual incentive program, the compensation committee reviewed 2008 earnings and decided not to include the effects of significant one-time charges or credits that are not normally associated with ongoing operations and mark-to-market adjustments from economic hedging activities in adjusting earnings for purposes of making awards under the annual incentive plan. The adjusted earnings are consistent with the adjusted (non-GAAP) operating earnings that Exelon reports in its quarterly earnings releases. For 2008, the adjustments included:

 

   

the cost of Illinois rate relief associated with the legislative settlement and a settlement with the City of Chicago,

 

   

unrealized gains and losses on mark-to-market adjustments,

 

   

a reduction in estimated decommissioning costs, and

 

   

the positive effect of adjustments relating to sales of businesses.

 

2008 annual incentive payments for other NEOs with specific business unit responsibilities were based upon a combination of adjusted (non-GAAP) operating earnings per share (so that they would focus on overall corporate performance) and business unit financial and/or operating measures, depending on the nature of their responsibilities (so they would focus on the performance of their business unit). Under the terms of the plan, the business unit financial measures are adjusted from GAAP measures. For ComEd executive officers, adjusted (non-GAAP) operating earnings of Exelon were not a goal, consistent with the continuing efforts to recognize ComEd’s independence as described above. ComEd’s goals included other financial and operational goals. The ComEd net income goals were reduced from 50% in 2007 to 25% for 2008 and their reliability, safety and customer satisfaction goals were increased from 25% in 2007 to 50% in 2008 so that their goals would be more similar to the goals for other ComEd employees. The following table summarizes the goals and weights applicable to the NEOs for 2008:

 

12


Exelon, Generation and PECO

 

Name

   Adjusted
Operating
Earnings
Per
Share
    Adjusted
Generation
Net
Income
    Adjusted
PECO
Net
Income
    Exelon
Nuclear
Fleet-
Wide
Capacity
Factor
    Adjusted
PECO
Total
Cost
    Adjusted
BSC
Total
Cost
    PECO
Reliability,
Safety &
Customer
Satisfaction
Measures
    Finance
Operating
Expense
vs.
Budget
 

Rowe

   100 %   0 %   0 %   0 %   0 %   0 %   0 %   0 %

O’Brien

   50 %   0 %   25 %   0 %   0 %   0 %   25 %   0 %

Hilzinger

   75 %   0 %   0 %   0 %   0 %   25 %   0 %   0 %

Barnett

   25 %   0 %   25 %   0 %   25 %   0 %   25 %   0 %

Crane

   75 %   25 %   0 %   0 %   0 %   0 %   0 %   0 %

McLean

   100 %   0 %   0 %   0 %   0 %   0 %   0 %   0 %

Moler

   100 %   0 %   0 %   0 %   0 %   0 %   0 %   0 %

Pardee

   50 %   25 %   0 %   25 %   0 %   0 %   0 %   0 %

Adams

   25 %   0 %   25 %   0 %   25 %   0 %   25 %   0 %

Bonney

   25 %   0 %   25 %   0 %   25 %   0 %   25 %   0 %

Galvanoni

   50 %   0 %   0 %   0 %   0 %   25 %   0 %   25 %

 

(1) Mr. Clark’s goals are shown below in the table for ComEd.

 

ComEd

 

Name

   Adjusted
ComEd
Net
Income
    Adjusted
ComEd
Total
Cost
    ComEd
Reliability,
Safety &
Customer
Satisfaction
Measures
 

Clark

   25 %   25 %   50 %

McDonald

   25 %   25 %   50 %

Mitchell

   25 %   25 %   50 %

Hooker

   25 %   25 %   50 %

Pramaggiore

   25 %   25 %   50 %

 

The following table describes the performance scale and result for the 2008 goals:

 

13


Exelon, Generation, and PECO

 

2008 Goals

  Threshold    Target   Distinguished   2008
Results
  Payout as a
Percentage
of Target

Adjusted (non-GAAP) Operating Earnings Per Share (EPS)

  $ 3.65    $ 4.15   $ 4.45   $ 4.20   116.67%

Adjusted Generation Net Income ($M)

  $ 2,006    $ 2,156   $ 2,256   $ 2,291.9   200.00%

Adjusted PECO Net Income ($M)

  $ 350    $ 381   $ 405   $ 321.35   0.00%

Exelon Nuclear Fleet-Wide Capacity Factor

    91.1%      93.1%     94.3%     93.9%   166.67%

Adjusted PECO Total Cost ($M)

  $ 883    $ 835   $ 802   $ 795.86   200.00%

Adjusted BSC Total Cost ($M)

  $ 638.1    $ 607.7   $ 589.5   $ 580.83   200.00%

PECO Reliability Measure - Customer Average Interruption Duration Index (CAIDI) (minutes per outage)

    134      107     100     126   64.81%

PECO Reliability Measure - System Average Interruption Frequency Index (SAIFI) (outages per customer)

    1.22      1.01     0.95     1.03   95.24%

PECO Reliability Measure - Gas All-In Corrective Maintenance Backlog (year-end number of tasks)

    540      500     475     437   200.00%

PECO Safety Measure - Occupational Safety and Health Administration (OSHA) Recordable Rate

    1.78      1.05     0.88     0.96   152.94%

PECO Customer Satisfaction (weighted combined score of residential, small commercial & industrial and large commercial & industrial customers)

    69      72     75     72.10   103.33%

Finance Operating Expense vs. Budget ($M)

  $ 145.8    $ 138.9   $ 134.7   $ 137.09   143.43%

 

ComEd

 

2008 Goals

   Threshold    Target    Distinguished    2008
Results
   Payout as a
Percentage
of Target
 

Adjusted ComEd Net Income ($M)

   $ 220    $ 237    $ 260    $ 241.82    121.53 %

Adjusted ComEd Total Cost ($M)

   $ 1,681    $ 1,601    $ 1,552    $ 1,602.38    98.83 %

ComEd Reliability Measure - CAIDI (minutes per outage)

     114      95      87      116    0.00 %

ComEd Reliability Measure - SAIFI (outages per customer)

     1.35      1.21      1.17      1.13    200.00 %

ComEd Safety Measure - OSHA Recordable Rate

     1.54      1.21      1.15      1.10    200.00 %

ComEd Customer Satisfaction (weighted combined score of residential, small commercial & industrial and large commercial & industrial customers)

     75      77      79      79.20    200.00 %

 

In making annual incentive awards, the compensation committee has the discretion to reduce or not pay awards even if the targets are met.

 

The 2008 annual incentive program included the following shareholder protection features (SPF):

 

   

If target earnings per share are not achieved, then operating company/business unit key performance indicator payments are limited to actual performance, not to exceed 100% of the target payout

 

   

If earnings per share are greater than or equal to target, but less than 150% of target, then the operating company/business unit key performance indicator payments are limited to 150% of target payout

 

   

If earnings per share are greater than or equal to 150% of target, operating company/business unit key performance indicators are based on actual performance.

 

14


As a result of 2008 earnings being at 116.67% of target, the operating company/business unit key performance indicators were limited to actual performance, not to exceed 150% of target. The effect of these SPF reductions is shown in the table below.

 

With respect to the NEOs in the table below, individual performance multipliers (IPM) other than 100% were approved and recommended by the compensation committee based upon assessments of NEO performance and input from the CEO. Under the terms of the Annual Incentive Program, the individual performance multiplier is used to adjust awards from minus 50% to plus 10% subject to the maximum 200% of target opportunity and the amounts available under the incentive pool. Increases in IPM shown below reflect exceptional performance; reductions in IPM reflect additional accountability for bad debt performance at PECO. The ACSI Proxy goal, which had been used in 2007 and prior years to either limit or increase AIP awards, was not a part of the 2008 AIP. Instead, customer satisfaction was a KPI under the PECO funding goal structure and a part of the customer satisfaction index funding KPI under the ComEd objectives.

 

The compensation committee noted that the zero payout under PECO net income results reflects accountability for bad debt performance in 2008, and adjusted Mr. O’Brien’s award to be consistent with the other PECO NEOs. The compensation committee also took into account the result in the ComEd rate case, which was viewed as favorable even though ComEd did not receive as much of a rate increase as it had requested. Accordingly, the compensation committee provided relief to the ComEd NEOs on their operating net income goal for the asset write-off resulting from the rate case. Based on the performance against the goals shown in the tables above, and taking into account the reductions resulting from the shareholder protection features and the adjustments discussed above, the compensation committee recommended and the Exelon or the ComEd board of directors, as the case may be (or in the case of Mr. Rowe, the independent directors) approved the following awards for the NEOs:

 

Exelon,
Generation,
and PECO

   Payout as a %
of Target
(pre-SPF)
    Payout $
(pre-SPF)
   SPF
Reduction $
    Payout as a %
of Target
(post-SPF &
pre-IPM)
    Payout $
(post-SPF &
pre-IPM)
   IPM %     Payout $
(post-SPF &
post-IPM)

Rowe

   116.7 %   $ 1,835,166    $ 0     116.7 %   $ 1,835,166    100 %   $ 1,835,166

O’Brien

   110.0       428,934      0     110.0       428,934    100       428,934

Hilzinger

   137.5       350,625      (31,875 )   125.0       318,750    100       318,750

Barnett

   110.0       164,975      0     110.0       164,975    90       148,477

Crane

   137.5       825,000      (75,000 )   125.0       750,000    100       750,000

McLean

   116.7       510,416      0     116.7       510,416    100       510,416

Moler

   116.7       329,000      0     116.7       329,000    100       329,000

Pardee

   150.0       495,000      (55,000 )   133.3       440,000    110       484,000

Adams

   110.0       175,973      0     110.0       175,973    100       175,973

Bonney

   110.0       120,951      0     110.0       120,951    100       120,951

Galvanoni

   144.2       104,972      (7,905 )   133.3       97,067    95       92,213

 

(1) Mr. Clark’s award is shown below in the table for ComEd.

 

ComEd

   Payout as a %
of Target
(pre-IPM)
    Payout $
(pre-IPM)
   IPM %     Payout $
(post-IPM)

Clark

   120.1 %   $ 495,371    100 %   $ 495,371

McDonald

   120.1       195,747    100       195,747

Mitchell

   120.1       331,448    100       331,448

Hooker

   120.1       180,135    105       189,142

Pramaggiore

   120.1       202,952    110       223,247

 

15


How long-term incentives were determined

 

The compensation committee reviewed the amount of long-term compensation paid in the peer group for positions comparable to the positions held by the NEOs and then applied a ratio of stock options to performance shares in order to determine the target long-term equity incentives for each NEO, using Black-Scholes valuation for stock options and a 90 day weighted-average price for the preceding quarter to value performance shares. Stock option grants for 2008 were all at the targeted amounts. The actual amounts of performance shares awarded to the NEOs depended on the extent to which the performance measures were achieved.

 

Stock option awards

 

The company granted non-qualified stock options to the Exelon Corporation senior officers, including the NEOs, but excluding the ComEd NEOs, on January 28, 2008. These options were awarded at an exercise price of $73.29, which was the closing price on the January 28, 2008 grant date. The stock option awards were all at target levels. The size of the awards granted in 2008 was smaller than in 2007, reflecting the increase in the price of Exelon’s stock on the grant date in 2008 as compared to the price on the grant date in 2007.

 

Exelon performance share unit awards

 

The 2008 Long-Term Performance Share Unit Award Program was based on two measures, Exelon’s three-year Total Shareholder Return (TSR), compounded monthly, as compared to the TSR for the companies listed in the Dow Jones Utility Index (60% of the award), and Exelon’s three-year TSR, as compared to the companies in the Standard and Poor’s 500 Index (40% of the award). This structure was consistent with the structure used in the 2007 program.

 

Payouts are determined based on the following scale: the threshold TSR Position Ranking, for a 50% of target payout, was the 25th percentile; the target, for a 100% payout, was 50th percentile; and distinguished, for a 200% payout, was the 75th percentile, with payouts interpolated for performance falling between the threshold, target, and distinguished levels.

 

Exelon exceeded target performance levels with respect to both TSR measures. For the performance period of January 1, 2006 through December 31, 2008, Exelon’s relative ranking of TSR as compared to the Dow Jones Utility Index was at the distinguished level (75 percentile ranking or 200% of target payout). For the same time period, the company’s relative ranking of TSR in the S&P 500 Index was at the distinguished level (85.6 percentile ranking or 200% of target payout). Overall performance against both measures combined resulted in a payout to participants for 2008 that represented 200% of each participant’s target opportunity.

 

The amount of each NEO’s target opportunity was based on the portion of the long-term incentive value for each NEO attributable to performance share units (75%) and the weighted average Exelon stock price for the fourth quarter of 2007.

 

16


Based on the formula, 2008 Performance Share Unit Awards for NEOs were as set forth in the following table. The first third of the awarded performance shares vests upon the award date, with the remaining thirds vesting on the date of the compensation committee’s January meeting in the next two years.

 

Exelon, Generation, and PECO

   Shares      Value *     

Form of

Payment **

Rowe

   104,000      $ 5,877,040      100% Cash

O’Brien

   20,800        1,175,408      100% Cash

Hilzinger

   10,000        565,100      50% Cash / 50% Stock

Barnett

   6,400        361,664      50% Cash / 50% Stock

Crane

   26,220        1,481,692      100% Cash

McLean

   24,800        1,401,448      100% Cash

Moler

   20,800        1,175,408      100% Cash

Pardee

   16,800        949,368      50% Cash / 50% Stock

Adams

   8,000        452,080      50% Cash / 50% Stock

Bonney

   5,600        316,456      50% Cash / 50% Stock

Galvanoni

   2,800        158,228      50% Cash / 50% Stock

 

* Based on the Exelon closing stock price of $56.51 on January 26, 2009.
** Form of payment based on stock ownership level. Stock payment means amounts paid in shares of Exelon common stock. Refer to the Stock Ownership Guidelines section in Item 12 – Security Ownership of Certain Beneficial Owners and Management and Related Stockholder Matters. The figures in this column are not the same as the figures reported in column E of the Summary Compensation Tables because of the effect of the vesting requirement.

 

2007-2009 ComEd Long-Term Incentive Program

 

In 2007 the compensation committee recommended, and the ComEd board adopted, a long-term incentive program designed to align the incentive compensation program with ComEd’s status as a fully regulated operating company. Accordingly, the program pays out in cash; there is no Exelon equity component to the program. The program for the 2007-2009 performance period is based on ComEd’s executive’s ability to avoid adverse legislation and maintain competitive power procurement with cost pass through as well as make appropriate progress in ComEd’s 2007-2011 business plan. The measures are qualitative and quantitative and encompass financial (one-third), operational (one-third), and regulatory and legislative (one-third) goals for the three-year target. There is a subjective element to payouts under the program. Financial goals for the performance cycle are that by year-end 2009, ComEd’s 2010 budget should reflect financial stability as evidenced by financial measures such as an industry median, adjusted (non-GAAP) operating return on equity, with the milestone for year-end 2008 being an adjusted (non-GAAP, e.g., excluding goodwill) return on equity at 6% with 56% debt; the threshold for this milestone is 5.6%, with distinguished at 6.6%. Operational goals are measured by ComEd CAIDI and ComEd SAIFI. The performance cycle goals are to achieve second quartile (or the level agreed to with the Illinois Commerce Commission) with targets of 1.15 and 92, respectively. The 2008 milestone is SAIFI of 1.21, with threshold at 1.35 and distinguished at 1.17, and CAIDI at 95, with threshold at 114 and distinguished at 87. The regulatory/legislative goals for the performance cycle are measured by ratemaking, preservation of the power procurement process, and avoidance of harmful legislation. The goals for the performance cycle are supporting the current delivery service tariff rate case; preparing for the next rate case using a future test year as base, if feasible; developing contingency plans for potential 2008 rate case outcomes; supporting the transmission rate case update; implementing a new horizontal RFP procurement process; working with the IPA and stakeholders to obtain ICC approval of the 2009-2010 procurement plan; developing and supporting retail competition initiatives; implementing energy efficiency and demand response plans; and avoiding adverse legislation that would significantly impact the business.

 

 

17


For the performance period of January 1, 2008 through December 31, 2008, ComEd achieved below threshold performance relative to CAIDI (outage duration) and distinguished performance relative to SAIFI (outage frequency). For the same time period, ComEd achieved a below threshold level of performance relative to 2008 operating return on equity. However, the result in the ComEd rate case was viewed as favorable even though ComEd did not receive as much of a rate increase as it had requested. Excluding the rate case asset write-offs, ComEd would have achieved target performance on the financial goal. Taking into consideration the favorable result in the rate case and heavy storm recovery costs, the Committee considered performance on the financial goal to have been at target. ComEd also achieved a distinguished level of performance relative to its regulatory and legislative goals. Based on their evaluation of this performance, the compensation committee recommended and the ComEd board approved payouts to participants for 2008 that represented 150% of each participant’s target opportunity.

 

Based on the formula, 2008 ComEd Long-Term Incentive Awards for NEOs were as set forth in the following table. The first third of the award vests upon the award date, with the remaining thirds vesting on the date of the compensation committee’s January meeting in the next two years.

 

ComEd

   Value *   

Form of
Payment **

Clark

   $ 1,554,000    100% Cash

McDonald

     594,000    100% Cash

Mitchell

     1,071,000    100% Cash

Hooker

     477,000    100% Cash

Pramaggiore

     594,000    100% Cash

 

* Based on 150% of target opportunity.
** Form of payment is 100% cash. The figures in this column are not the same as the figures reported in column E of the Summary Compensation Tables because of the effect of the vesting requirement.

 

Retention Awards

 

In July 2008, the compensation committee recommended, and the Exelon board approved, retention awards of restricted stock units for certain officers. These awards were based on the same considerations that led to the approval of base salary increases effective on August 1, 2008 that were discussed above. The compensation committee recommended restricted stock unit awards to certain ComEd executive officers at the same time, however the ComEd board decided to offer retention agreements with cash payments designed to offer the same value as the recommended restricted stock awards. These restricted stock units will be settled in shares. The NEOs who received such awards and the number of restricted stock units (or, in the case of the ComEd NEOs, the value of the retention agreements) is set forth below:

 

Exelon, Generation, and PECO

   Shares    Vesting

Hilzinger

   5,000    100% after 5 years

Crane

   15,000    100% after 5 years

McLean

   10,000      50% after 3 years
        50% after 5 years

Pardee

   10,000    100% after 5 years

Adams

   4,000    100% after 5 years

 

ComEd

   Value *    Vesting

McDonald

   $ 400,000    100% after 4 years

 

Tax Consequences

 

Under Section 162(m) of the Code, executive compensation in excess of $1 million paid to a CEO or other person among the four other highest compensated officers is generally not deductible for

 

18


purposes of corporate Federal income taxes. However, qualified performance-based compensation, within the meaning of Section 162(m) and applicable regulations, remains deductible. The compensation committee intends to continue reliance on performance-based compensation programs, consistent with sound executive compensation policy. The compensation committee’s policy has been to seek to cause executive incentive compensation to qualify as “performance-based” in order to preserve its deductibility for Federal income tax purposes to the extent possible, without sacrificing flexibility in designing appropriate compensation programs.

 

Because it is not “qualified performance-based compensation” within the meaning of Section 162(m), base salary is not eligible for a Federal income tax deduction to the extent that it exceeds $1 million. Accordingly, Exelon is unable to deduct that portion of Mr. Rowe’s base salary in excess of $1 million. Annual incentive awards and performance share units payable to NEOs are intended to be qualified performance-based compensation under Section 162(m), and are therefore deductible for Federal income tax purposes. However, because of the element of compensation committee and ComEd board of directors discretion in the 2007-2009 ComEd Long-Term Incentive Program, payments under that program are not eligible for Federal income tax deduction to the extent that, combined with an individual’s base salary, payments exceed $1 million. Restricted stock and restricted stock units are not deductible by the company for Federal income tax purposes under the provisions of Section 162(m) if NEOs’ compensation that is not “qualified performance-based compensation” is in excess of $1 million.

 

Under Section 4999 of the Internal Revenue Code, there is a steep excise tax if change in control or severance benefits are greater than 2.99 times the five-year average amount of income reported on an individual’s W-2. This provision can have an arbitrary effect, due to the uneven effect of such items as relocation reimbursements and stock option exercises. In addition, the excise tax is imposed if compensation is only $1 greater than the threshold. Accordingly, Exelon has a policy of providing excise tax gross-ups, and avoiding gross-ups by reducing payments to under the threshold if the amount otherwise payable to an executive is not more than 110% of the threshold. In December 2007 the compensation committee reviewed this policy and concluded that it was reasonable.

 

Conclusion

 

The compensation committee is confident that Exelon’s compensation programs are performance-based and consistent with sound executive compensation policy. They are designed to attract, retain and reward outstanding executives and to motivate and reward senior management for achieving high levels of business performance, customer satisfaction and outstanding financial results that build shareholder value.

 

Compensation Committee Report

 

The Compensation Committee has reviewed and discussed the Compensation Discussion and Analysis required by Item 402(b) of Regulation S-K with management and, based on such review and discussion, the Compensation Committee recommended to the Board that the Compensation Discussion and Analysis be included in the 2008 Annual Report on Form 10-K and the 2009 Proxy Statement.

 

February 6, 2009

 

The Compensation Committee

Rosemarie B. Greco, Chair

John A. Canning, Jr.

M. Walter D’Alessio

William C. Richardson

Stephen D. Steinour

 

19


Summary Compensation Table

 

The tables below summarize the total compensation paid or earned by each of the NEOs of Exelon, Generation, PECO (shown in one table because of the overlap in their named executive officers) and ComEd for the year ended December 31, 2008.

 

Salary amounts may not match the amounts discussed in Compensation Discussion and Analysis because that discussion concerns salary rates; the amounts reported in the Summary Compensation Tables reflect actual amounts paid during the year including the effect of changes in salary rates. Changes to base salary generally take effect on March 1, and there may also be changes at other times during the year to reflect promotions or changes in responsibilities.

 

Bonus reflects discretionary bonuses or amounts paid under the annual incentive plan on the basis of the individual performance multiplier approved by the compensation committee and the board of directors or, in the case of Mr. Rowe, approved by the independent directors.

 

Stock awards and option awards show the dollar amount calculated in accordance with SFAS No.123-R and recognized in the company’s financial statements for the full year 2008 for all outstanding equity awards made to NEOs in prior years as well as the grants of any awards made during 2008. In accordance with SFAS No.123-R, if the NEO is retirement eligible, the full value of any outstanding awards will be recognized in the year of grant for financial statement purposes, even though the NEO will still receive the award subject to the original vesting schedule.

 

Stock awards consist primarily of performance share awards. All performance share units are made pursuant to the terms of the 2006 Long-Term Incentive Plan based upon the achievement of goals, as described above. The threshold, target and distinguished goals for performance share unit awards are established on the grant date. The actual performance against the goals and the number of performance share units awarded are established on the award date. Upon retirement or involuntary termination without cause, earned but non-vested shares are eligible for accelerated vesting. The form of payment provides for payment in Exelon common stock to executives with lower levels of stock ownership, with increasing portions of the payments being made in cash as executives’ stock ownership levels increase in excess of the ownership guidelines. If an executive achieves 125% or more of the applicable ownership target, performance shares will be paid half in cash and half in stock. If executive vice presidents and above achieve 200% or more of their applicable stock ownership target, their performance shares will be paid entirely in cash. Stock awards may also include restricted stock or stock unit awards. When awarded, restricted stock or stock units are earned by continuing employment for a pre-determined period of time or, in some instances, after certain performance requirements are met. In some cases, the award may vest ratably over a period; in other cases, it vests in full at one or more pre-determined dates. Amounts of restricted shares held by each NEO, if any, are shown in the footnotes to the Outstanding Equity Table.

 

All option awards are made pursuant to the terms of the 2006 Long-Term Incentive Plan and are for the purchase of Exelon common stock. All options are granted at a strike price that is not less than the fair market value of a share of stock on the date of grant. Fair market value is defined under the plans as the closing price on the grant date as reported on the New York Stock Exchange. Options vest in equal annual installments over a four-year period and have a term of ten years. Employees who are retirement eligible are eligible for accelerated vesting upon retirement or termination without cause.

 

Non-equity incentive plan compensation includes the amounts earned under the annual incentive plan by the extent to which the applicable financial and operational goals were achieved. The annual incentive plan for 2008 is described in Compensation Discussion and Analysis above.

 

20


Exelon, Generation and PECO

 

Summary Compensation Table

 

Name and
Principal

Position

(A)

  Year
(B)
  Salary
($)
(C)
  Bonus
($)
See Note 19
(D)
    Stock
Awards
($)
See Note 20
(E)
    Option
Awards
($)
See Note 21
(F)
  Non-Equity
Incentive Plan
Compensation
($)
See Note 22
(G)
  Pension
Value and
Nonqualified
Deferred
Compen-
sation
Earnings
($)
See Note 23
(H)
  All Other
Compen-
sation
($)
See Note 24
(I)
  Total
($)
(J)
 

Rowe (1)

  2008   $ 1,474,423   —       $ 2,068,010     $ 2,455,433   $ 1,835,166   $ 830,272   $ 400,192   $ 9,063,496  
  2007     1,361,154   —         12,728,849       2,798,893     1,680,249     504,385     418,026     19,491,556  
  2006     1,291,918   168,345       10,527,089       1,324,393     1,683,455     856,413     575,455     16,427,068  

O’Brien (2)

  2008     495,538   —         1,049,732       367,184     428,934     105,978     175,687     2,623,053  
  2007     450,154   —         1,283,926       236,185     468,642     99,320     96,339     2,634,566  
  2006     395,959   20,786       1,063,147       201,293     207,868     118,966     91,324     2,099,343  

Hilzinger (3)

  2008     408,627   —         556,237       141,429     318,750     57,492     143,916     1,626,451  

Barnett (4)

  2008     297,308   (16,498 )     353,882       106,884     148,477     35,808     561,590     1,487,451  
  2007     283,969   50,000       552,877       99,003     221,075     33,065     80,037     1,320,026  

Young (5)

  2008     60,750   —         (1,282,781 )     —       —       9,819     18,089     (1,194,123 )
  2007     578,538   —         2,787,570       383,148     562,960     74,623     125,378     4,512,217  
  2006     546,767   —         2,174,945       310,360     498,575     77,622     158,808     3,767,077  

Crane (6)

  2008     694,230   —         2,519,603       931,625     750,000     642,938     272,727     5,811,123  
  2007     558,000   —         2,161,974       482,210     577,536     442,503     158,029     4,380,252  
  2006     505,959   43,911       1,545,742       309,035     439,110     352,298     131,404     3,327,459  

McLean (7)

  2008     561,538   —         1,125,928       670,842     510,416     95,727     216,544     3,180,995  
  2007     482,500   —         2,593,306       473,898     403,276     53,160     96,874     4,103,014  
  2006     442,575   —         1,811,526       407,167     383,145     62,625     102,602     3,209,640  

Moler (8)

  2008     484,615   —         500,384       460,890     329,000     333,981     195,611     2,304,481  

Pardee (9)

  2008     525,289   44,000       928,039       332,874     484,000     213,293     164,619     2,692,114  
  2007     426,308   —         1,216,555       226,270     350,277     110,591     69,591     2,399,592  

Adams (10)

  2008     320,000   —         382,105       174,543     175,973     72,722     86,772     1,212,115  
  2007     305,008   —         608,872       154,635     222,621     74,219     10,602     1,375,957  

Bonney (11)

  2008     273,020   25,000       436,656       216,614     120,951     130,060     74,953     1,277,254  

Galvanoni (12)

  2008     214,462   (4,854 )     194,616       63,722     92,213     23,908     66,284     650,351  
  2007     199,603   —         174,288       60,145     119,096     20,969     12,707     586,808  

 

21


ComEd

 

Summary Compensation Table

 

Name and

Principal

Position

(A)

  Year
(B)
  Salary
($)
(C)
  Bonus
($)
See Note 19
(D)
  Stock
Awards
($)
See Note 20
(E)
    Option
Awards
($)
See Note 21
(F)
  Non-Equity
Incentive Plan
Compensation
($)
See Note 22
(G)
  Change in
Pension
Value and
Nonqualified
Deferred
Compen-

sation
Earnings
($)
See Note 23
(H)
  All Other
Compen-
sation
($)
See Note 24
(I)
  Total
($)
(J)

Clark (13)

  2008   $ 546,692   —     $ (198,434 )   56,970   $ 2,049,371   $ 548,986   $ 193,738   $ 3,197,323
  2007     474,231   —       566,726     121,635     2,288,853     391,782     146,412     3,989,639
  2006     440,000   —       2,239,794     592,755     326,584     158,233     162,925     3,920,291

McDonald (14)

  2008     336,038   —       (51,745 )   22,155     789,747     304,534     144,201     1,544,930
  2007     310,600   100,000     322,790     43,710     887,688     225,879     74,566     1,965,233
  2006     300,000   83,565     846,087     205,980     171,285     231,287     90,596     1,928,800

Mitchell (15)

  2008     477,692   —       (13,373 )   33,233     1,402,448     571,280     197,955     2,669,235
  2007     437,477   —       573,100     69,158     1,592,848     736,464     138,596     3,547,643
  2006     415,000   14,217     1,457,599     374,958     284,334     719,747     167,546     3,433,401

Hooker (16)

  2008     307,692   9,007     58,129     20,573     666,142     474,488     128,861     1,664,892
  2007     277,231   150,000     293,558     40,930     695,830     283,124     65,433     1,806,106

Pramaggiore (17)

  2008     348,500   20,295     94,568     35,175     817,247     49,083     127,421     1,492,289
  2007     290,154   150,000     276,416     55,192     347,222     36,593     43,225     1,198,802

 

Notes to the Summary Compensation Tables

 

(1) John W. Rowe, Chairman and CEO, Exelon; Chairman, Generation.
(2) Denis P. O’Brien, Executive Vice President, Exelon; President and CEO, PECO.
(3) Matthew F. Hilzinger, Senior Vice President and CFO, Exelon. Mr. Hilzinger is an executive officer of Exelon and Generation.
(4) Phillip S. Barnett, Senior Vice President and CFO, PECO.
(5) John F. Young, Executive Vice President, Finance & Markets and CFO, Exelon and Generation through January 5, 2008. Mr. Young remained an employee through January 29, 2008.
(6) Christopher M. Crane, President and Chief Operating Officer (COO), Exelon and Generation.
(7) Ian P. McLean, Executive Vice President, Finance & Markets, Exelon.
(8) Elizabeth A. Moler, Executive Vice President, Government and Environmental Affairs and Public Policy, Exelon
(9) Charles G. Pardee, Senior Vice President, Exelon; President and Chief Nuclear Officer, Exelon Nuclear.
(10) Craig L. Adams, Senior Vice President & COO, PECO.
(11) Paul R. Bonney, Vice President, PECO.
(12) Matthew R. Galvanoni, Vice President and Controller, ComEd and PECO (Principal Accounting Officer).
(13) Frank M. Clark, Chairman and CEO, ComEd.
(14) Robert K. McDonald, Senior Vice President and CFO, ComEd.
(15) J. Barry Mitchell, President & COO, ComEd.
(16) John T. Hooker, Senior Vice President, State Legislative and Governmental Affairs, ComEd.
(17) Anne R. Pramaggiore, Executive Vice President, Customer Operations, Regulatory & External Affairs, ComEd.
(18) Not used
(19) In current or previous years in recognition of their overall performance, certain NEOs received an individual performance multiplier to their annual incentive payments or other special recognition awards.
(20) The amounts shown in this column include the compensation expense recognized in the 2008 financial statements for the performance share unit awards granted on January 28, 2008 and paid out in January 2009 with respect to the three-year performance period ending December 31, 2008, and the expense recognized during 2008 for performance share unit awards granted in previous years, as well as the expense recognized during 2008 for restricted stock or stock unit awards made to many of these officers in 2008 or previous years. For a discussion of the assumptions made in the valuation of these awards under SFAS No. 123-R, see note 16 of the Combined Notes to the Consolidated Financial Statements. For purposes of this table, estimates of forfeitures related to service-based vesting conditions have been disregarded.
     With respect to the performance share awards granted on January 23, 2006 and January 22, 2007 that are eligible for cash distribution in January 2009 and 2010, including the outstanding awards to NEOs of ComEd who no longer receive performance share awards, in 2008 Exelon recorded an adjustment to amounts recorded as of December 31, 2007. This resulted in negative expense being recorded in 2008 due to the decrease in stock price from $81.64 at December 31, 2007 to $55.61 at December 31, 2008.

 

22


(21) The amounts shown in this column include the compensation expense recognized in the 2008 financial statements for the award of non-qualified options to purchase Exelon common stock granted on January 29, 2008, as well as the expense recognized during 2008 for stock option grants awarded in previous years. For a discussion of the assumptions made in the valuation of these awards under SFAS No. 123-R, see note 16 of the Combined Notes to the Consolidated Financial Statements. For purposes of this table, estimates of forfeitures related to service-based vesting conditions have been disregarded.
(22) The amounts shown in this column represent payments made pursuant to the Annual Incentive Plan and the ComEd Long-Term Incentive Plan. Both programs are paid with respect to 2008 performance and were awarded on January 26, 2009. The table below details ComEd Employee’s payments applicable to the Annual Incentive Plan and the ComEd Long-Term Incentive Plan.

 

Name

   Year    Annual Incentive
Plan
   ComEd Long-Term
Incentive Plan
   Total

Clark

   2008    $ 495,371    $ 1,554,000    $ 2,049,371
   2007      475,853      1,813,000      2,288,853

McDonald

   2008      195,747      594,000      789,747
   2007      194,688      693,000      887,688

Mitchell

   2008      331,448      1,071,000      1,402,448
   2007      343,348      1,249,500      1,592,848

Hooker

   2008      189,142      477,000      666,142
   2007      139,330      556,500      695,830

Pramaggiore

   2008      223,247      594,000      817,247
   2007      161,722      185,500      347,222

 

(23) The amounts shown in the column represent the change in the accumulated pension benefit from December 31, 2007 to December 31, 2008. For Mr. Crane, Mr. McLean Mr. Pardee and Mr. McDonald, this amount includes $48, $160, $30 and $3, respectively, of above market earnings in their non-qualified deferred compensation accounts.
(24) The amounts shown in this column include the items summarized in the following tables:

 

Exelon, Generation and PECO

 

All Other Compensation

 

Name

(a)

   Perquisites
$
See Note 1
(b)
   Reimburse-
ment for
Income
Taxes
$
See Note 2
(c)
   Payments
or Accruals
for
Termination
or Change
in Control
(CIC)
$
See Note 3
(d)
   Company
Contributions
to Savings
Plans
$
See Note 4
(e)
   Company
Paid
Term Life
Insurance
Premiums
$
See Note 5
(f)
   Dividends
or Earnings
not included
in Grants
$
See Note 6
(g)
   Total
$
(h)

Rowe

   $ 179,269    $ 6,865    —      $ 73,721    $ 140,337    —      $ 400,192

O’Brien

     67,800      43,312    —        24,777      29,673    10,125      175,687

Hilzinger

     59,083      31,849    —        20,431      3,109    29,444      143,916

Barnett

     309,860      219,855    —        14,865      2,415    14,595      561,590

Young

     15,051      —      —        3,038      —      —        18,089

Crane

     69,809      39,910    —        34,712      42,046    86,250      272,727

McLean

     63,419      42,224    —        28,077      72,574    10,250      216,544

Moler

     73,822      39,596    —        24,231      47,837    10,125      195,611

Pardee

     53,322      39,749    —        26,264      4,761    40,523      164,619

Adams

     40,185      31,892    —        —        4,100    10,595      86,772

Bonney

     31,000      20,042    —        11,500      2,120    10,291      74,953

Galvanoni

     27,308      19,750    —        10,723      479    8,024      66,284

 

23


ComEd

 

All Other Compensation

 

Name

(a)

  Perquisites
$
See Note 1
(b)
  Reimburse-
ment for
Income
Taxes
$
See Note 2
(c)
  Payments
or Accruals
for
Termination
or Change
in Control
(CIC)
$
See Note 3
(d)
  Company
Contributions
to Savings
Plans
$
See Note 4
(e)
  Company
Paid
Term Life
Insurance
Premiums
$
See Note 5
(f)
  Dividends
or Earnings
not included
in Grants
$
See Note 6
(g)
  Total
$
(h)

Clark

  $ 68,245   $ 39,910   —     $ 27,335   $ 48,123   10,125   $ 193,738

McDonald

    63,856     31,600   —       16,802     21,818   10,125     144,201

Mitchell

    61,161     41,479   —       23,885     51,180   20,250     197,955

Hooker

    61,281     31,761   —       15,385     12,334   8,100     128,861

Pramaggiore

    65,007     31,600   —       8,840     3,749   18,225     127,421

 

Notes to All Other Compensation Tables

 

(1) The amounts shown in this column represent the incremental cost to Exelon to provide certain perquisites to NEOs as summarized in the Perquisites Table.
(2) Officers receive a reimbursement to cover applicable taxes on imputed income for business-related spousal travel, certain club memberships and relocation expenses because the personal benefit is closely related to the business purpose.
(3) Represents the expense Exelon has recorded during 2008 after the announcement of the officer’s retirement or resignation for severance related costs including salary and Annual Incentive Plan (AIP) continuation, payroll taxes, outplacement fees and medical benefits for a specified period of time
(4) Represents company matching contributions to the NEO’s qualified and non-qualified savings plans. The 401(k) plan is available to all employees and the annual contribution for 2008 was generally limited to $15,500. NEOs and other officers may participate in the Deferred Compensation Plan, into which payroll contributions in excess of the specified IRS limit are credited under the separate, unfunded plan that has the same portfolio of investment options as the 401(k) plan.
(5) Exelon provides basic term life insurance, accidental death and disability insurance, and long-term disability insurance to all employees, including NEOs. The values shown in this column include the premiums paid during 2008 for additional term life insurance policies for the NEOs, additional supplemental accidental death and dismemberment insurance and for additional long-term disability insurance over and above the basic coverage provided to all employees. Mr. Rowe has two term life insurance policies and one additional accidental death and dismemberment policy.
(6) The amounts shown represent the dividends on current equity awards that have not been included in the values shown in the column labeled Stock Awards in the Summary Compensation Tables above. The values shown represent regular dividends on common stock paid in cash during the year on each officer’s unvested restricted stock, and for certain officers, the value, calculated in accordance with SFAS No. 123-R, of reinvested regular dividends earned during 2008 on their unvested performance share balances which were distributed in stock upon vesting in January 2009.

 

24


Exelon, Generation and PECO

 

Perquisites

 

Name

(a)

   Personal
and Spouse
Travel
$
See Note 1
& Note 2
(b)
   Automobile
Lease and
Parking
$
See Note 3
(c)
   Financial
Estate and
Tax
Planning
Services
$
See Note 4
(d)
   Dining,
Health and
Airline Club
Memberships
$
See Note 5
(e)
   Other
Items
$
See Note 6
(f)
   Perquisite
Transition
Payment
$
See Note 7
(g)
   Total
$
(h)

Rowe

   $ 168,268    $ 10,211    $ 475    —      $ 315    —      $ 179,269

O’Brien

     2,418      13,917      —      —        1,465    50,000      67,800

Hilzinger

     —        18,768      —      —        315    40,000      59,083

Barnett

     —        17,562      —      —        252,298    40,000      309,860

Young

     —        15,051      —      —        —      —        15,051

Crane

     204      19,290      —      —        315    50,000      69,809

McLean

     2,186      8,618      —      —        2,615    50,000      63,419

Moler

     122      19,200      4,500    —        —      50,000      73,822

Pardee

     —        3,007      —      —        315    50,000      53,322

Adams

     185      —        —      —        —      40,000      40,185

Bonney

     185      4,615      —      —        1,200    25,000      31,000

Galvanoni

     —        2,308      —      —        —      25,000      27,308

 

ComEd

 

Perquisites

 

Name

(a)

   Personal
and Spouse
Travel
$
See Note 1
& Note 2
(b)
   Automobile
Lease and
Parking
$
See Note 3
(c)
   Financial
Estate and
Tax
Planning
Services
$
See Note 4
(d)
   Dining,
Health and
Airline Club
Memberships
$
See Note 5
(e)
   Other
Items
$
See Note 6
(f)
   Perquisite
Transition
Payment
$
See Note 7
(g)
   Total
$
(h)

Clark

   984    $ 16,946    —      —      $ 315    50,000    $ 68,245

McDonald

   —        20,356    3,500    —        —      40,000      63,856

Mitchell

   2,190      8,656    —      —        315    50,000      61,161

Hooker

   204      21,077    —      —        —      40,000      61,281

Pramaggiore

   —        25,007    —      —        —      40,000      65,007

 

Note to Perquisite Tables

 

(1) Mr. Rowe is entitled to up to 60 hours of personal use of corporate aircraft each year. The figure shown in this column includes $155,338, representing the aggregate incremental cost to Exelon for Mr. Rowe’s personal use of corporate aircraft. This cost was calculated using the hourly cost for flight services paid to the aircraft vendor, Federal excise tax, fuel charges, and domestic segment fees. From time to time Mr. Rowe’s spouse accompanies Mr. Rowe in his travel on corporate aircraft. The aggregate incremental cost to the company, if any, for Mrs. Rowe’s travel on corporate aircraft is included in this amount. For all executive officers, including Mr. Rowe, Exelon pays the cost of spousal travel, meals, and other related amenities when they attend company or industry-related events where it is customary and expected that officers attend with their spouses. The aggregate incremental cost to Exelon for these expenses is included in the table. In most cases, there is no incremental cost to Exelon of providing transportation or other amenities for a spouse, and the only additional cost to Exelon is to reimburse officers for the taxes on the imputed income attributable to their spousal travel, meals, and related amenities when attending company or industry-related events. This cost is shown in column B of the All Other Compensation Table above.
(2)

The company maintains several cars and drivers in order to provide transportation services for the NEOs and other officers to carry out their duties among the company’s various offices and facilities which are located throughout northeastern Illinois and southeastern Pennsylvania. Messrs. Rowe, Clark, and O’Brien are also entitled to limited personal use of the company’s cars and drivers, including use for commuting which allows them to work while commuting. The cost included in the table

 

25


 

represents the estimated incremental cost to Exelon to provide limited personal service. This cost is based upon the number of hours that the drivers worked overtime providing services to each NEO, multiplied by the average overtime rate for drivers plus an additional amount for fuel and maintenance. Personal use was imputed as additional taxable income to Messrs. Rowe, Clark, and O’Brien.

(3) In 2008, Exelon discontinued the leased vehicle perquisite for most officers effective at the lease expiration dates occurring throughout 2008. Certain leases are set to expire in early 2009. Exelon continued to provide insurance, maintenance, applicable taxes and provided a company-paid credit card for fuel purchases, and where required, such as in downtown Chicago, company-paid parking while the vehicle leases were still in effect. Officers are imputed additional taxable income for that portion of their use of these perquisites that is personal; however, the figure shown in the table is the total cost to provide the automobile and related amenities to the officer.
(4) In 2008, Exelon ceased providing financial, estate and tax planning services to NEOs; the above payments reflect reimbursements paid during the first two months of 2008 for services provided in 2007 and 2008 corrections to earlier covered tax returns.
(5) In 2008, Exelon discontinued to provide club memberships to NEOs.
(6) Executive officers may use company-provided vendors for comprehensive physical examinations and related follow-up testing. Executives also receive certain gifts during the year in recognition of their services that are imputed to the officer as additional taxable income. The amount shown for Mr. Barnett reflects the cost of his relocation to the Philadelphia area.
(7) As part of Exelon’s decision to eliminate many components of the perquisite program, a one time transition payment was made to NEOs. This payment was calculated to approximate the replacement cost of the eliminated perquisites for a period of three years and was grossed up for income tax purposes.

 

26


Exelon, Generation and PECO

 

Grants of Plan Based Awards

 

        Estimated Future
Payouts Under
Non-Equity Incentive Plan
Awards
(See Note 1)
  Estimated Future
Payouts Under Equity
Incentive Plan
Awards
(See Note 2)
  All other
Stock
Awards:
Number of
Shares or
Units
(See Note 3)
(#)
(i)
  All Other
Options
Awards:
Number
of
Securities
Under-
lying
Options
(#)
(j)
  Exercise
or base
Price of
Option
Awards.
($)
(k)
  Grant Date
Fair Value
of Stock
and Option
Awards
(See Note 4)
($)
(l)

Name

(a)

  Grant
Date (b)
  Thres-
hold
($)
(c)
  Target
($)
(d)
  Maxi-
mum
($)
(e)
  Thres-
hold
(#)
(f)
  Target
(#)
(g)
  Maxi-
mum
(#)
(h)
       

Rowe

  28 Jan. 2008   $ 786,500   $ 1,573,000   $ 3,146,000              
  28 Jan. 2008         26,000   52,000   104,000         6,402,614
  28 Jan. 2008                 114,000   73.29   2,093,040

O’Brien

  01 Aug. 2008     195,000     390,000     780,000              
  28 Jan. 2008         5,200   10,400   20,800         1,280,523
  28 Jan. 2008                 22,000   73.29   403,920

Hilzinger

  01 Aug. 2008     127,500     255,000     510,000              
  28 Jan. 2008         2,500   5,000   10,000         615,636
  28 Jan. 2008                 11,000   73.29   201,960
  29 Jul. 2008               5,000       377,200

Barnett

  28 Jan. 2008     75,000     150,000     300,000              
  28 Jan. 2008         1,600   3,200   6,400         394,007
  28 Jan. 2008                 6,700   73.29   123,012

Crane (5)

  23 Sep. 2008     300,000     600,000     1,200,000              
  28 Jan. 2008         6,200   12,400   24,800         1,526,777
  23 Sep. 2008         355   710   1,420         89,782
  28 Jan. 2008                 28,000   73.29   514,080
  29 Jul. 2008               15,000       1,131,600

McLean

  01 Aug. 2008     218,750     437,500     875,000              
  28 Jan. 2008         6,200   12,400   24,800         1,526,777
  28 Jan. 2008                 28,000   73.29   514,080
  29Jul. 2008               10,000       754,400

Moler

  28 Jan. 2008     141,000     282,000     564,000              
  28 Jan. 2008         5,200   10,400   20,800         1,280,523
  28 Jan. 2008                 22,000   73.29   403,920

Pardee

  01 Aug. 2008     165,000     330,000     660,000              
  28 Jan. 2008         4,200   8,400   16,800         1,034,268
  28 Jan. 2008                 19,000   73.29   348,840
  29 Jul. 2008               10,000       754,400

Adams

  28 Jan. 2008     80,000     160,000     320,000              
  28 Jan. 2008         2,000   4,000   8,000         492,509
  28 Jan. 2008                 8,300   73.29   152,388
  29 Jul. 2008               4,000       301,760

Bonney

  28 Jan. 2008     54,986     109,972     219,945              
  28 Jan. 2008         1,400   2,800   5,600         344,756
  28 Jan. 2008                 6,000   73.29   110,160

Galvanoni

  28 Jan. 2008     36,400     72,800     145,600              
  28 Jan. 2008         700   1,400   2,800         172,378
  28 Jan. 2008                 3,400   73.29   62,424

 

27


ComEd

 

Grants of Plan Based Awards

 

        Estimated Future Payouts
Under Non-Equity Incentive
Plan Awards
(See Note 1)
  Estimated Future
Payouts Under
Equity Incentive
Plan Awards
(See Note 2)
  All other
Stock
Awards:
Number of
Shares or
Units
(See Note 3)
(#)
(i)
  All Other
Options
Awards:
Number
of
Securities
Under-
lying
Options
(#)
(j)
  Exercise
or base
Price of
Option
Awards
($)
(k)
  Grant Date
Fair Value
of Stock
and Option
Awards
(See Note 4)
($)
(l)

Name

(a)

  Grant
Date
(b)
  Thres-
hold
($)
(c)
  Target
($)
(d)
  Maxi-
mum
($)
(e)
  Thres-
hold
(#)
(f)
  Target
(#)
(g)
  Maxi-
mum
(#)
(h)
       

Clark

  28 Jan. 2008   $ 518,000   $ 1,036,000   $ 2,072,000   —     —     —     —     —     —     —  
  01 Aug. 2008     206,250     412,500     825,000   —     —     —     —     —     —     —  

McDonald

  28 Jan. 2008     198,000     396,000     792,000   —     —     —     —     —     —     —  
  28 Jan. 2008     81,500     163,000     326,000   —     —     —     —     —     —     —  

Mitchell

  28 Jan. 2008     357,000     714,000     1,428,000   —     —     —     —     —     —     —  
  28 Jan. 2008     138,000     276,000     552,000   —     —     —     —     —     —     —  

Hooker

  28 Jan. 2008     159,000     318,000     636,000   —     —     —     —     —     —     —  
  28 Jan. 2008     75,000     150,000     300,000   —     —     —     —     —     —     —  

Pramaggiore

  28 Jan. 2008     198,000     396,000     792,000   —     —     —     —     —     —     —  
  28 Jan. 2008     84,500     169,000     338,000   —     —     —     —     —     —     —  

 

Notes to Grants of Plan Based Awards Tables

 

(1) All NEOs have annual incentive plan target opportunities based on a fixed percentage of their base salary. ComEd NEOs have a long-term incentive plan target based on a cash target (for the ComEd NEOs, the top row is the long-term incentive, and the next row is the annual incentive). Under the terms of both incentive plans, threshold performance earns 1/2 of the respective target while the maximum payout is capped at 200% of target. For additional information about the terms of these programs, see Compensation Discussion and Analysis above.
(2) Non-ComEd NEOs have a long-term performance share target opportunity that is a fixed number of performance shares commensurate with the officer’s position. The 2008 Long-Term Performance Share Unit Award Program was based on two measures, Exelon’s TSR compounded monthly, for the three-year period ended December 31, 2008, as compared to the TSR for the companies listed in the Dow Jones Utility Index (60% of the award), and Exelon’s three-year TSR, as compared to the companies in the Standard and Poor’s 500 Index (40% of the award). The threshold TSR Position Ranking, for a 50% of target payout, was the 25th percentile; the target, for a 100% payout, was the 50th percentile; and distinguished, for a 200% payout, was the 75th percentile, with payouts interpolated for performance falling between the threshold, target, and distinguished levels. The threshold, target and distinguished goals for performance share unit awards are established on the grant date. The actual performance against the goals and the number of performance share units awarded are established on the award date. One third of the awarded performance shares vests upon the award date with the balance vesting in January of the next two years.
(3) This column shows additional restricted share awards made during the year. Messrs. Hilzinger, Crane, McLean, Pardee and Adams received restricted grant awards on July 29, 2008. The vesting dates of the awards are provide in the footnote #2 to the Outstanding Equity Table below.
(4) This column shows the grant date fair value, calculated in accordance with SFAS No. 123-R, of the performance share awards, stock options, and restricted stock granted to each NEO during 2008. Fair value of performance share awards is based on an estimated payout of 168% of target.
(5) For Mr. Crane, the values shown in the columns under Estimated Future Payouts Under Equity Incentive Plan Awards reflect an upward adjustment made to his grants upon his promotion to Chief Operating Office in September 2008. The grant date fair value of the September 2008 portion of the award is based on an estimated payout of 188% of target.

 

28


Exelon, Generation and PECO

 

Outstanding Equity

 

Name

   (a)   

  Options
(See Note 1)
  Stock
(See Note 3)
  Number of
Securities
Underlying
Unexercised
Options
That Are
Exercisable
(#)
(b)
  Number of
Securities
Underlying
Unexercised
Options
That Are
Not
Exercisable
(#)
(c)
  Option
Exercise
or Base
Price
($)
(d)
  Option
Grant Date
(e)
  Option
Expiration
Date
(f)
  Number of
Shares or
Units of
Stock
That Have
Not Yet
Vested
(#)
(g)
  Market
Value of
Share or
Units of
Stock That
Have Not
Yet Vested
Based on
12/31 Closing
Price $55.61
($)
(h)
  Equity
Incentive Plan
Awards:
Number of
Unearned
Shares, Units or
Other Rights
That Have
Not Yet
Vested
(#)
(i)
  Equity
Incentive
Plan Awards:
Market or
Payout Value
of Unearned
Shares, Units or
Other Rights That
Have Not Yet
Vested
($)
(j)

Rowe

  —     114,000   $ 73.29   28 Jan. 2008   27 Jan. 2018   127,338   $ 7,081,266   104,000   $ 5,783,440
  37,500   112,500     59.96   22 Jan. 2007   21 Jan. 2017        
  171,750   57,250     42.85   24 Jan. 2005   23 Jan. 2015        

O’Brien

  —     22,000     73.29   28 Jan. 2008   27 Jan. 2018   22,272     1,238,546   20,800     1,156,688
  4,750   14,250     59.96   22 Jan. 2007   21 Jan. 2017        
  10,000   10,000     58.55   23 Jan. 2006   22 Jan. 2016        
  21,750   7,250     42.85   24 Jan. 2005   23 Jan. 2015        
  30,000   —       32.54   26 Jan. 2004   25 Jan. 2014        
  30,000   —       24.81   27 Jan. 2003   26 Jan. 2013        
  9,000   —       21.91   01 Aug. 2000   31 Jul. 2010        
  8,000   —       18.66   29 Feb. 2000   27 Feb. 2010        

Hilzinger

  —     11,000     73.29   28 Jan. 2008   27 Jan. 2018   22,595     1,256,508   10,000     556,100
  2,625   7,875     59.96   22 Jan. 2007   21 Jan. 2017        
  5,250   5,250     58.55   23 Jan. 2006   22 Jan. 2016        
  10,500   3,500     42.85   24 Jan. 2005   23 Jan. 2015        
  4,500   —       32.54   26 Jan. 2004   25 Jan. 2014        

Barnett

  —     6,700     73.29   28 Jan. 2008   27 Jan. 2018   11,676     649,302   6,400     355,904
  2,125   6,375     59.96   22 Jan. 2007   21 Jan. 2017        
  4,250   4,250     58.55   23 Jan. 2006   22 Jan. 2016        
  6,450   3,225     42.85   24 Jan. 2005   23 Jan. 2015        
  3,500       32.54   26 Jan. 2004   25 Jan. 2014        

Young (Note 2)

  —     —       —     —     —     —       —    

Crane

  —     28,000     73.29   28 Jan. 2008   27 Jan. 2018   78,121     4,344,309   26,220     1,458,094
  8,750   26,250     59.96   22 Jan. 2007   21 Jan. 2017        
  7,500   15,000     58.55   23 Jan. 2006   22 Jan. 2016        
  9,000   9,000     42.85   24 Jan. 2005   23 Jan. 2015        
  13,500       32.54   26 Jan. 2004   25 Jan. 2014        

McLean

  —     28,000     73.29   28 Jan. 2008   27 Jan. 2018   40,396     2,246,422   24,800     1,379,128
  8,750   26,250     59.96   22 Jan. 2007   21 Jan. 2017        
  17,500   17,500     58.55   23 Jan. 2006   22 Jan. 2016        
  42,000   14,000     42.85   24 Jan. 2005   23 Jan. 2015        
  80,000   —       32.54   26 Jan. 2004   25 Jan. 2014        
  72,000   —       24.81   27 Jan. 2003   26 Jan. 2013        
  90,000   —       23.46   28 Jan. 2002   27 Jan. 2012        
  9,288   —       24.84   25 Feb. 2002   24 Feb. 2012        
  56,000   —       29.75   20 Oct. 2000   19 Oct. 2010        

Moler

  —     22,000     73.29   28 Jan. 2008   27 Jan. 2018   29,948     1,665,408   20,800     1,156,688
  7,000   21,000     59.96   22 Jan. 2007   21 Jan. 2017        
  15,000   15,000     58.55   23 Jan. 2006   22 Jan. 2016        
  27,000   9,000     42.85   24 Jan. 2005   23 Jan. 2015        

Pardee

  —     19,000     73.29   28 Jan. 2008   27 Jan. 2018   34,622     1,925,329   16,800     934,248
  4,750   14,250     59.96   22 Jan. 2007   21 Jan. 2017        
  4,250   8,500     58.55   23 Jan. 2006   22 Jan. 2016        
  7,250   7,250     42.85   24 Jan. 2005   23 Jan. 2015        
  10,000   —       32.54   26 Jan. 2004   25 Jan. 2014        

Adams

  —     8,300     73.29   28 Jan. 2008   27 Jan. 2018   11,676     649,302   8,000     444,880
  2,125   6,375     59.96   22 Jan. 2007   21 Jan. 2017        
  4,250   4,250     58.55   23 Jan. 2006   22 Jan. 2016        
  3,500   3,500     42.85   24 Jan. 2005   23 Jan. 2015        
  4,500   —       32.54   26 Jan. 2004   25 Jan. 2014        

Bonney

  —     6,000     73.29   28 Jan. 2008   27 Jan. 2018   6,847     380,762   5,600     311,416
  1,925   5,775     59.96   22 Jan. 2007   21 Jan. 2017        
  3,900   3,900     58.55   23 Jan. 2006   22 Jan. 2016        
  3,450   3,450     42.85   24 Jan. 2005   23 Jan. 2015        
  4,500   —       32.54   26 Jan. 2004   25 Jan. 2014        

Galvanoni

  —     3,400     73.29   28 Jan. 2008   27 Jan. 2018   5,284     293,843   2,800     155,708
  1,000   3,000     59.96   22 Jan. 2007   21 Jan. 2017        
  3,350   3,350     58.55   23 Jan. 2006   22 Jan. 2016        
  2,050   2,050     42.85   24 Jan. 2005   23 Jan. 2015        
  1,500   —       32.54   26 Jan. 2004   25 Jan. 2014        

 

29


ComEd

 

Outstanding Equity

 

Name

   (a)   

  Options
(See Note 1)
  Stock
(See Note 3)
  Number of
Securities
Underlying
Unexercised
Options
That Are
Exercisable
(b)
(#)
  Number of
Securities
Underlying
Unexercised
Options
That Are
Not
Exercisable
(c)
(#)
  Option
Exercise
or Base
Price
(d)
($)
  Option
Grant Date
(e)
  Option
Expiration
Date
(f)
  Number of
Shares or
Units of
Stock
That Have
Not Yet
Vested
(g)
(#)
  Market
Value of
Share or
Units of
Stock That
Have Not
Yet Vested
Based on
12/31
Closing
Price
$55.61
(h)
($)
  Equity
Incentive
Plan
Awards:
Number of
Unearned
Shares,
Units or
Other
Rights
That Have
Not Yet
Vested
(i)
(#)
  Equity
Incentive
Plan Awards:
Market or
Payout Value
of Unearned
Shares, Units
or Other
Rights That
Have Not Yet
Vested
(j)
($)

Clark

  15,000   15,000   $ 58.55   23 Jan. 2006   22 Jan. 2016   13,449   $ 747,899   —     —  
  27,000   9,000     42.85   24 Jan. 2005   23 Jan. 2015        

McDonald

  5,250   5,250     58.55   23 Jan. 2006   22 Jan. 2016   8,249     458,727   —     —  
  7,000   3,500     42.85   24 Jan. 2005   23 Jan. 2015        
  9,000   —       32.54   26 Jan. 2004   25 Jan. 2014        
  4,250   —       24.81   27 Jan. 2003   26 Jan. 2013        

Mitchell

  10,000   10,000     58.55   23 Jan. 2006   22 Jan. 2016   15,849     881,363   —     —  
  —     5,250     42.85   24 Jan. 2005   23 Jan. 2015        

Hooker

  —     4,250     58.55   23 Jan. 2006   22 Jan. 2016   2,600     144,586   —     —  
  —     3,250     42.85   24 Jan. 2005   23 Jan. 2015        

Pramaggiore

  2,650   2,650     58.55   23 Jan. 2006   22 Jan. 2016   10,690     594,471   —     —  
  7,612   2,538     42.85   24 Jan. 2005   23 Jan. 2015        
  11,400   —       32.54   26 Jan. 2004   25 Jan. 2014        

 

Notes to Outstanding Equity Tables

 

(1) Non-qualified stock options are granted to NEOs pursuant to the company’s long-term incentive plans. Grants made prior to 2003 vested in three equal increments, beginning on the first anniversary of the grant date. Grants made in 2003 and thereafter vest in four equal increments, beginning on the first anniversary of the grant date. All grants expire on the tenth anniversary of the grant date. For all data above, the number of shares and exercise prices have been adjusted to reflect the 2 for 1 stock split of May 5, 2004.
(2) Pursuant to the terms of the Long Term Incentive Plan under which the options were granted, Mr. Young’s unvested stock options were cancelled and his vested stock options expired 90 days from the date of his resignation on January 29, 2008. Mr. Young forfeited all unvested performance shares and restricted shares.
(3) The amount shown includes the unvested portion of performance share awards earned with respect to the three-year performance periods ending December 31, 2007 and December 31, 2006, and any unvested restricted awards as shown in the following table. The amount of shares shown in column (i) represents the maximum number of performance shares available to each NEO for the performance period ending December 31, 2008. Shares are valued at $55.61, the closing price on December 31, 2008.

 

Name

   Grant
Date
   Number of
Restricted
Shares
   Vesting
Dates

O’Brien

   01 Feb. 2006    5,000    01 Feb. 2009

Hilzinger

   01 Aug. 2004    8,000    01 Aug. 2009
   01 Aug. 2008    5,000    01 Aug. 2013

Barnett

   01 Apr. 2005    4,000    01 Apr. 2010

Crane

   01 Feb. 2004    10,000    01 Feb. 2009
   01 Aug. 2004    10,000    01 Aug. 2009
   03 Sep. 2007    15,000    03 Sep. 2011
   01 Aug. 2008    15,000    01 Aug. 2013

McLean

   01 Aug. 2008    5,000    01 Aug. 2011
   01 Aug. 2008    5,000    01 Aug. 2013

Moler

   01 Aug. 2004    5,000    01 Aug. 2009

Pardee

   01 Jan. 2005    8,000    01 Jan. 2010
   01 Aug. 2008    10,000    01 Aug. 2013

Adams

   01 Aug. 2008    4,000    01 Aug. 2013

Galvanoni

   01 May 2007    3,000    01 May 2011

 

30


Name

   Grant Date    Number of
Restricted
Shares
   Vesting Dates

Clark

   01 Aug. 2004    5,000    01 Aug. 2009

McDonald

   28 Nov. 2005    5,000    28 Nov. 2010

Mitchell

   28 Nov. 2005    5,000    28 Nov. 2009
   03 Sep. 2007    5,000    03 Sep. 2010

Pramaggiore

   28 Nov. 2005    5,000    28 Nov. 2010
   03 Sep. 2007    4,000    03 Sep. 2012

 

Exelon, Generation and PECO

 

Option Exercises and Stock Vested

 

Name

(a)

   Option Awards
(See Note 1)
   Stock Awards
(See Note 2)
   Number of
Shares

Acquired
on Exercise
(b)

(#)
   Value
Realized
on Exercise
(c)

($)
   Number of
Shares

Acquired
on Vesting
(d)

(#)
   Value
Realized
on Vesting
(e)

($)

Rowe

   550,000    $ 27,209,265    113,262    $ 8,300,997

O’Brien

   —        —      14,665      1,074,815

Hilzinger

   —        —      7,956      583,123

Barnett

   —        —      6,365      466,502

Young (Note 3)

   40,000      1,189,306    27,273      1,998,815

Crane

   —        —      22,915      1,679,446

McLean

   —        —      27,273      1,998,815

Moler

   87,750      4,211,306    21,374      1,566,506

Pardee

   —        —      14,034      1,028,554

Adams (Note 4)

   —        —      8,922      640,334

Bonney (Note 4)

   —        —      9,083      665,976

Galvanoni

   1,000      52,880    1,109      81,303

 

ComEd

 

Option Exercises and Stock Vested

 

Name

(a)

   Option Awards
(See Note 1)
   Stock Awards
(See Note 2)
   Number of
Shares Acquired
on Exercise

(b)
(#)
   Value Realized
on Exercise
(c)

($)
   Number of
Shares Acquired
on Vesting

(d)
(#)
   Value Realized
on Vesting

(e)
($)

Clark

   13,500    $ 630,192    13,362    $ 979,282

McDonald

   —        —      4,875      357,268

Mitchell

   12,750      521,593    8,689      636,783

Hooker (Note 4)

   9,625      405,176    8,115      524,013

Pramaggiore

   18,200      1,052,612    2,500      183,260

 

Notes to Option Exercises and Stock Vested Table

 

(1) Messrs. Rowe, Clark, and Mitchell and Ms. Moler exercised all options shown above pursuant to Rule 10b5-1 trading plans that were entered into when the officer was unaware of any material information regarding Exelon that had not been publicly disclosed. In each case, the formula for the dates, number of options, and sale price was set at the time the trading plans were established.

 

31


(2) Share amounts are generally composed of performance shares that vested on January 29, 2008, which included 1/3 of the grant made with respect to the three-year performance period ending December 31, 2007; 1/3 of the grant made with respect to the three-year performance period ending December 31, 2006, and 1/3 of the grant made with respect to the three-year performance period ending December 31, 2005. Shares were valued at $73.29 upon vesting.
(3) For Mr. Young, the table reflects all options exercised for the full year and shares vested through the date of his resignation on January 29, 2008.
(4) For Mr. Adams, the shares received on vesting includes 2,213 deferred phantom shares from a legacy PECO Energy grant that vested on September 26, 2008 and were valued at $67.16. For Mr. Bonney, the shares received on vesting include 3,000 restricted shares that vested on August 15, 2008 and were valued at $73.39. For Mr. Hooker, shares received reflect 4,000 restricted shares that vested on December 31, 2008 and were valued at $55.61.

 

Pension Benefits

 

Exelon sponsors the Exelon Corporation Retirement Program, a traditional defined benefit pension plan that covers certain management employees who commenced employment prior to January 1, 2001 and certain collective bargaining unit employees. Effective January 1, 2001, Exelon also established two cash balance defined benefit pension plans in order to both reduce future retirement benefit costs and provide an option that is portable as the company anticipated a work force that was more mobile that the traditional utility workforce. The cash balance defined benefit pension plans cover management employees and certain collective bargaining unit employees hired on or after such date, as well as certain management employees hired prior to such date who elected to transfer to a cash balance plan. Each of these plans is intended to be tax-qualified under Section 401(a) of the Internal Revenue Code.

 

Covered compensation under the plans generally includes salary and annual incentive payments, which are disclosed in the Summary Compensation Table for the NEOs. The calculation of retirement benefits under the Exelon Corporation Retirement Program is based upon average earnings for the highest consecutive multi-year period.

 

Under the cash balance pension plan, a notional account is established for each participant and the account balance grows as a result of annual benefit credits and annual investment credits. Beginning January 1, 2008, the annual benefit credit under the plan is 7.00% of base pay and annual incentive award (subject to applicable Internal Revenue Code limit). For the portion of the account balance accrued beginning January 1, 2008, the annual investment credit is the third segment rate of interest on long-term investment grade corporate bonds, as provided for in Internal Revenue Code Section 430(h)(2)(C)(iii). The Segment Rate will be determined as of November of the year for which the cash balance account receives the investment credit. For the portion of the benefit accrued before January 1, 2008, pending Internal Revenue Service guidance, the annual investment credit is the greater of 4%, or the average for the year of the S&P 500 Index and the applicable interest rate specified in Section 417(e) of the Internal Revenue Code that is used to determine lump sum payments (the interest rate is determined in November of each year). Benefits are vested and non-forfeitable after completion of at least three years of service, and are payable following termination of employment. Apart from the benefit credits and vesting requirement, and as described above, years of service are not relevant to a determination of accrued benefits under the cash balance pension plans.

 

The Internal Revenue Code limits to $230,000 for 2008 the individual annual compensation that may be taken into account under the tax-qualified retirement plan. As permitted by Employee Retirement Income Security Act, Exelon sponsors the SERP that allow the payment to certain individuals out of its general assets of any benefits calculated under provisions of the applicable qualified pension plan which may be above these limits.

 

For purposes of the SERP, Mr. Crane received an additional eight years of credited service through December 31, 2006 as part of his employment offer that provides one additional year of service credit for each year of employment to a maximum of 10 additional years. Ms. Moler received as

 

32


part of her employment offer an additional five years of credited service after the completion of five years of service, which occurred in 2005.

 

Under his employment agreement, Mr. Rowe is entitled to receive a special supplemental executive retirement plan benefit (the SERP benefit) upon termination of employment. The SERP benefit, when added to all other retirement benefits provided to Mr. Rowe by Exelon, will equal Mr. Rowe’s SERP benefit, calculated under the terms of the SERP in effect on March 10, 1998 as if he had earned 20 years of service on March 16, 1998 and one additional year of service on each anniversary of that date occurring prior to his termination of employment. In the event Mr. Rowe’s employment had terminated for cause prior to March 16, 2006 (his “normal retirement date” under his original employment agreement), his entire SERP benefit would have been forfeited. Upon a termination for cause on or after March 16, 2006 and prior to March 16, 2010, the portion of the SERP benefit accruing after that date is forfeited.

 

As of January 1, 2004, Exelon does not grant additional years of credited service to executives under the non-qualified pension plans that supplement the Exelon Corporation Retirement Program for any period in which services are not actually performed, except that up to two years of service credits may be provided under severance or change in control agreements first entered into after such date. Service credits previously available under employment, change in control or severance agreements or arrangements (or any successors arrangements) are not affected by this policy.

 

The amount of the change in the pension value for each of the named executive officers is the amount included in the Summary Compensation Table above in the column headed “Change in Pension Value & Nonqualified Deferred Compensation Earnings.” The present value of each NEO’s accumulated pension benefit is shown in the following tables.

 

Exelon, Generation and PECO

 

Name    Plan Name
(Note 2)
   Number of Years
Credited Service
(#)
   Present Value of
Accumulated
Benefit ($)
   Payments During
Last Fiscal Year
($)

(a)    

   (b)    (c)    (d)    (e)

Rowe (Note 1)

   SAS    10.80    $ 434,782   
   SERP    30.80      16,433,423   

O’Brien

   Cash Balance    26.51      615,168   
   SERP    26.51      520,028   

Hilzinger

   Cash Balance    6.72      106,746   
   SERP    6.72      145,910   

Barnett

   Cash Balance    5.68      86,947   
   SERP    5.68      79,197   

Young

   Cash Balance    4.92       74,738
   SERP    4.92       235,226

Crane

   SAS    10.26      266,424   
   SERP    20.26      2,130,898   

McLean

   Cash Balance    6.00      88,440   
   SERP    6.00      257,825   

Moler

   SAS    8.99      406,246   
   SERP    13.99      1,791,475   

Pardee

   SAS    8.84      202,206   
   SERP    8.84      487,225   

Adams

   Cash Balance    19.38      605,079   
   SERP    19.38      417,708   

Bonney

   SAP    19.00      476,123   
   SERP    19.00      426,873   

Galvanoni

   Cash Balance    6.16      91,135   
   SERP    6.16      19,101   

 

33


 

ComEd

 

Name    Plan Name    Number of Years
Credited Service
(#)
   Present Value of
Accumulated
Benefit ($)
   Payments During
Last Fiscal Year
($)

(a)    

   (b)    (c)    (d)    (e)

Clark

   SAS    40.00    $ 1,761,284   
   SERP    40.00      4,665,925   

McDonald

   SAS    30.27      1,003,906   
   SERP    30.27      1,102,458   

Mitchell

   SAP    37.50      1,531,287   
   SERP    37.50      3,618,980   

Hooker

   SAS    40.00      1,876,599   
   SERP    40.00      1,493,565   

Pramaggiore

   Cash Balance    10.93      224,392   
   SERP    10.93      73,072   

 

(1) Based on discount rates prescribed by the SEC executive compensation disclosure rules, the present value of Mr. Rowe’s SERP benefit is $16,433,423. Based on lump sum plan rates for immediate distributions, the comparable lump sum amount applicable for service through December 31, 2008 is $20,312,894. Note that, in any event, payments made upon termination may be delayed for six months in accordance with U.S. Treasury Department guidance.
(2) SAS= Service Annuity System, the legacy Commonwealth Edison plan. SAP- Service Annuity Plan, the legacy PECO Energy plan. SERP = applicable non-qualified supplemental pension plan.

 

Nonqualified Deferred Compensation

 

The following tables show the amounts that NEOs have accumulated under both the Deferred Compensation Plan and the Stock Deferral Plan. Both plans were closed to new deferrals of base pay, annual incentive payments or performance shares awards in 2007, and participants were granted a one-time election to receive a distribution of their accumulated balance in each plan during 2007. The plans will continue in effect for those officers who did not elect to receive the one-time distribution, and their balances will continue to accrue dividends or other earnings until payout upon termination. Balances in the Deferred Compensation Plan will be settled in cash upon the termination event selected by the officer and will be distributed either in a lump sum, or in annual installments. Share balances in the Stock Deferral Plan continue to earn the same dividends that are available to all shareholders, which are reinvested as additional shares in the plan. Balances in the plan are distributed in shares of Exelon stock in a lump sum or installments upon termination of employment.

 

The Deferred Compensation Plan continues in effect, without change, for those officers who participate in the 401(k) savings plan and who reach their statutory contribution limit during the year. After this limit is reached, their elected payroll contributions and company matching contribution will be credited to their account in the Deferred Compensation Plan. The investment options under the Deferred Compensation Plan consist of a basket of mutual funds benchmarks that mirror those funds available to all employees through the 401(k) plan, with the exception of one benchmark fund that offers a fixed percentage return over a specified market return. Deferred amounts generally represent unfunded unsecured obligations of the company.

 

34


Exelon, Generation and PECO

 

Nonqualified Deferred Compensation

 

Name

(a)

   Executive
Contributions
in 2008

(b)
Note (1)
   Registrant
Contributions
in 2008
(c)
Note (2)
   Aggregate
Earnings in
2008
(d)
Note (3)
    Aggregate
Withdrawals/
Distributions
(e)
    Aggregate
Balance at
12/31/2008
(f)

Note (4)

Rowe

   $ 62,221    $ 62,221    (61,397 )   —       $ 183,122

O’Brien

     13,277      13,277    (544,082 )   —         1,136,342

Hilzinger

     8,931      8,931    (4,062 )   —         23,896

Barnett

     29,096      9,481    (15,451 )   —         59,655

Young

     —        —      (10,605 )   (40,234 )     —  

Crane

     53,923      26,635    (6,812 )   —         136,541

McLean

     17,558      17,558    (126,743 )   —         404,429

Moler

     32,961      16,269    (23,165 )   —         70,737

Pardee

     37,029      18,072    (4,611 )   —         92,799

Adams

     —        —      —       —         —  

Bonney

     —        —      —       —         —  

Galvanoni

     3,802      2,000    247     —         6,050

 

Nonqualified Deferred Compensation

 

ComEd

 

Name

(a)

   Executive
Contributions
in 2008
(b)
Note (1)
   Registrant
Contributions
in 2008
(c)
Note (2)
   Aggregate
Earnings in
2008
(d)
Note (3)
    Aggregate
Withdrawals/
Distributions
(e)
   Aggregate
Balance at
12/31/2008
(f)

Note (4)

Clark

   39,169    19,488    (24,074 )   —      86,051

McDonald

   6,362    5,302    (2,010 )   —      19,105

Mitchell

   32,269    15,923    (17,761 )   —      73,759

Hooker

   15,269    7,500    (63,007 )   —      165,552

Pramaggiore

   —      —      —       —      —  

 

(1) The full amount shown for executive contributions are included in the base salary figures for each NEO shown above in the Summary Compensation Table.
(2) The full amount shown under registrant contributions are included in the company contributions to savings plans for each NEO shown above in the All Other Compensation Table.
(3) The amount shown under aggregate earnings reflects the NEOs gain or loss based upon the individual allocation of their notional account balance into the basket of mutual fund benchmarks. These gains or losses do not represent current income to the NEO and have not been included in any of the compensation tables shown above.
(4) For all NEOs the aggregate balance shown above includes those amounts, both executive contributions and registrant contributions, that have been disclosed either as base salary as described in Note 1 or as company contributions under all other compensation as described in Note 2 for the current fiscal year. In 2007, all NEOs received a distribution of their entire account balance in the plan accumulated through December 31, 2006 except for Mr. O’Brien, Mr. McLean, and Mr. Hooker. Mr. Hooker is a new participant in the plan for 2008. Mr. O’Brien and Mr. McLean have been disclosed as NEOs in filings made with the SEC since 2003 that reported compensation for the fiscal year ending December 31, 2002. Since that time all deferrals have been disclosed as base salary in the year deferred and all company matching contributions have been disclosed as other annual compensation. For Mr. O’Brien, the aggregate of previously disclosed contributions through 2007 is $820,538 and for Mr. McLean, $200,631.

 

35


Potential Payments upon Termination or Change in Control

 

Employment agreement with Mr. Rowe

 

Under the amended and restated employment agreement between Exelon and Mr. Rowe, Mr. Rowe will continue to serve as Chief Executive Officer of Exelon, Chairman of Exelon’s board of directors and a member of the board of directors until July 1, 2011.

 

If, prior to July 1, 2011, Exelon terminates Mr. Rowe’s employment for reasons other than cause, death or disability or Mr. Rowe terminates his employment for good reason, he would be eligible for the following benefits:

 

   

a lump sum payment of Mr. Rowe’s accrued but unpaid base salary and annual incentive, if any, and a prorated annual incentive for the year in which his employment terminates based on the lesser of (1) the annual incentive that would have been paid based on actual performance without application of negative discretion to reduce the amount of the award, and (2) the formula annual incentive (i.e., the greater of the annual incentive for the last year ending prior to termination or the average of the annual incentives payable with respect to Mr. Rowe’s last three full years of employment);

 

   

a lump sum severance payment equal to his base salary and the formula annual incentive, multiplied by the lesser of (a) two and (b) the number of years (including fractional years) remaining until the later of July 1, 2011 or the first anniversary of the termination date.

 

   

continuation of life, disability, accident, health and other active welfare benefits for him and his family for a period equal to the lesser of (a) two years and (b) the number of years (including fractional years) remaining until the later of July 1, 2011 or the first anniversary of the termination date, followed by post-retirement health care coverage for him and his wife for the remainder of their respective lives;

 

   

all exercisable stock options remain exercisable until the applicable option expiration date;

 

   

non-vested stock options become exercisable and thereafter remain exercisable until the applicable option expiration date;

 

   

previously earned but non-vested performance share units vest, consistent with the terms of the performance share unit award program under the LTIP, and an award based on actual performance for the year in which the termination occurs; and

 

   

any non-vested restricted stock award vests.

 

Mr. Rowe would receive the termination benefits described in the preceding paragraph, if, prior to July 1, 2011, Exelon terminates Mr. Rowe without cause or he terminates his employment for good reason, and

 

   

the termination occurs within 24 months after a Change in Control of Exelon or within 18 months after a Significant Acquisition, as such terms are described under “Change in Control Employment Agreements and Severance Plan Covering Other Named Executives”; or

 

   

Mr. Rowe resigns before July 1, 2011 because of the failure to be appointed or elected as Exelon’s Chief Executive Officer, Chairman of Exelon’s board of directors, and a member of the board of directors; except that:

 

   

the annual incentive award described above and payable for the year in which Mr. Rowe’s employment terminates will be paid in full, rather than prorated;

 

   

a lump sum severance payment equal to his base salary and the formula annual incentive multiplied by the lesser of (a) three and (b) the number of years (including fractional years) remaining until the later of July 1, 2011 or the first anniversary of the termination date;

 

36


   

in determining the amount of such full formula annual incentive and lump sum severance payment, the formula annual incentive will be the greater of the amount described in the preceding paragraph or the target annual incentive for the year in which his employment terminates, but not greater than the annual incentive for the year in which the termination occurs based on actual performance without the application of negative discretion to reduce the amount of the award;

 

   

continued active welfare benefits will be provided for the lesser of (1) three years and (2) the number of years (including fractional years) remaining until the later of July 1, 2011 and the first anniversary of the termination date;

 

   

the SERP benefit will be determined taking into account the lump sum severance payment, as though it were paid in installments and Mr. Rowe remained employed during the severance period; and

 

   

professional outplacement services will be provided for up to twelve months.

 

In the event Mr. Rowe’s employment terminates for cause, all stock options (whether vested or non-vested), non-vested performance shares and restricted stock will be forfeited. Upon a termination for cause on or before March 16, 2010 (the retirement date specified under his prior agreement), the portion of the SERP benefit that accrued after March 16, 2006 also will be forfeited.

 

The term “good reason” means any material breach of the employment agreement by Exelon, including:

 

   

a failure to provide compensation and benefits required under the employment agreement (including a reduction in base salary that is not commensurate with and applied to Exelon’s other senior executives) without Mr. Rowe’s consent;

 

   

causing Mr. Rowe to report to someone other than Exelon’s board of directors;

 

   

any material adverse change in Mr. Rowe’s status, responsibilities or perquisites; or

 

   

any announcement by Exelon’s board of directors without Mr. Rowe’s consent that Exelon is seeking his replacement, other than with respect to the period following his retirement.

 

With respect to a termination of employment during the Change in Control or Significant Acquisition periods described above, the following events will constitute additional grounds for termination for good reason:

 

   

a good faith determination by Mr. Rowe that he is substantially unable to perform, or that there has been a material reduction in, any of his duties, functions, responsibilities or authority;

 

   

the failure of any successor to assume his employment agreement;

 

   

a relocation of Exelon’s principal offices by more than 50 miles; or

 

   

a 20% increase in the amount of time that Mr. Rowe must spend traveling for business outside of the Chicago area.

 

The term “cause” means any of the following, unless cured within the time period specified in the agreement:

 

   

conviction of a felony or of a misdemeanor involving moral turpitude, fraud or dishonesty;

 

   

willful misconduct in the performance of duties intended to personally benefit the executive; or

 

   

material breach of the agreement (other than as a result of incapacity due to physical or mental illness).

 

37


Upon Mr. Rowe’s retirement or other termination of employment other than for cause:

 

   

Mr. Rowe is required to attend board of directors meetings as requested by the board or the then-chairman, attend civic, charitable and corporate events, serve on civic and charitable boards and represent the Company at industry and trade association events as Exelon’s representative, each as mutually agreed;

 

   

Exelon is required to provide Mr. Rowe with five years of office and secretarial services and up to three years of tax, financial and estate planning services;

 

   

he will be eligible to receive reasonably requested tax, financial and estate planning services for three years (or one year following his death), but only consistent with Exelon’s practices for other senior executives (the Company does not currently offer such services to senior executives);

 

   

he will receive a prorated annual incentive for the year in which the termination occurs, determined under the method described above for a “good reason” termination;

 

   

all exercisable stock options remain exercisable until the applicable option expiration date;

 

   

non-vested stock options become exercisable and thereafter remain exercisable until the applicable option expiration;

 

   

previously earned but non-vested performance share units vest, consistent with the terms of the performance share award program under the LTIP, and he will receive an award for the year in which the termination occurs; and

 

   

any non-vested restricted stock award vests, unless otherwise provided in the grant instrument.

 

The term “retirement” means:

 

   

Mr. Rowe’s termination of his employment other than for good reason, disability or death;

 

   

Exelon’s termination of his employment on or after July 1, 2011 other than for cause or disability.

 

Mr. Rowe is subject to confidentiality restrictions and to non-competition, non-solicitation and non-disparagement restrictions continuing in effect for two years following his termination of employment, and is required to sign a general release to receive severance payments. He will also be eligible to receive an additional payment to cover excise taxes imposed under Section 4999 of the Internal Revenue Code on excess parachute payments or under similar state or local law if the after-tax amount of payments and benefits subject to these taxes exceeds 110% of the safe harbor amount that would not subject the employee to these excise taxes. If the after-tax amount, however, is less than 110% of the safe harbor amount, payments and benefits subject to these taxes would be reduced or eliminated to equal the safe harbor amount. If any payment to Mr. Rowe would be subject to a penalty under Section 409A of the Internal Revenue Code, Exelon payment of such amount will be delayed by six months after the termination date, and his agreement will be otherwise interpreted and construed to comply with Section 409A.

 

Change in control employment agreements and severance plan covering other named executives

 

Exelon has entered into change in control employment agreements with the named executive officers other than Mr. Rowe, which generally protect such executives’ position and compensation levels for two years after a change in control of Exelon. The agreements are initially effective for a period of two years, and provide for a one-year extension each year thereafter until cancellation or termination of employment.

 

38


During the 24-month period following a change in control, or during the 18-month period following another significant corporate transaction affecting the executive’s business unit in which Exelon shareholders retain between 60% and 662/3% control (a significant acquisition), if a named executive officer resigns for good reason or if the executive’s employment is terminated by Exelon other than for cause or disability, the executive is entitled to the following:

 

   

the executive’s annual incentive and performance share unit awards for the year in which termination occurs;

 

   

severance payments equal to 2.99 times the sum of (1) the executive’s base salary plus (2) the higher of the executive’s target annual incentive for the year of termination or the executive’s average annual incentive award payments for the two years preceding the termination, but not more than the annual incentive for the year of termination based on actual performance before the application of negative discretion;

 

   

a benefit equal to the amount payable under the SERP determined as if (1) the SERP benefit were fully vested, (2) the executive had 2.99 additional years of age and years of service (2.0 years for executives who first entered into such agreements after 2003) and (3) the severance pay constituted covered compensation for purposes of the SERP;

 

   

a cash payment equal to the actuarial equivalent present value of any non-vested accrued benefit under Exelon’s qualified defined benefit retirement plan;

 

   

all previously-awarded stock options, performance shares or units, restricted stock, or restricted share units become fully vested, and the stock options remain exercisable until (1) the option expiration date, for options granted before January 1, 2002 or (2) the earlier of the fifth anniversary of his termination date or the option’s expiration date, for options granted after that date;

 

   

life, disability, accident, health and other welfare benefit coverage continues for three years on the same terms and conditions applicable to active employees, followed by retiree health coverage if the executive has attained at least age 50 and completed at least ten years of service (or any lesser eligibility requirement then in effect for regular employees); and

 

   

outplacement services for at least twelve months.

 

The change in control benefits are also provided if the executive is terminated other than for cause or disability, or terminates for good reason (1) after a tender offer or proxy contest commences, or after Exelon enters into an agreement which, if consummated, would cause a change in control, and within one year after such termination a change in control does occur, or (2) within two years after a sale or spin-off of the executive’s business unit in contemplation of a change in control that actually occurs within 60 days after such sale or spin-off (a disaggregation).

 

A change in control generally occurs:

 

   

when any person acquires 20% of Exelon’s voting securities;

 

   

when the incumbent members of the Exelon board of directors (or new members nominated by a majority of incumbent directors) cease to constitute at least a majority of the members of the Exelon board of directors;

 

   

upon consummation of a reorganization, merger or consolidation, or sale or other disposition of at least 50% of Exelon’s operating assets (excluding a transaction where Exelon shareholders retain at least 60% of the voting power); or

 

   

upon shareholder approval of a plan of complete liquidation or dissolution.

 

39


The term good reason under the change in control employment agreements generally includes any of the following occurring within two years after a change in control or disaggregation or within 18 months after a significant acquisition:

 

   

a material reduction in salary, incentive compensation opportunity or aggregate benefits, unless such reduction is part of a policy, program or arrangement applicable to peer executives;

 

   

failure of a successor to assume the agreement;

 

   

a material breach of the agreement by Exelon; or

 

   

any of the following, but only after a change in control or disaggregation: (1) a material adverse reduction in the executive’s position, duties or responsibilities (other than a change in the position or level of officer to whom the executive reports or a change that is part of a policy, program or arrangement applicable to peer executives) or (2) a required relocation by more than 50 miles.

 

The term cause under the change in control employment agreements generally includes any of the following:

 

   

refusal to perform or habitual neglect in the performance of duties or responsibilities or of specific directives of the officer to whom the executive reports which are not materially inconsistent with the scope and nature of the executive’s duties and responsibilities;

 

   

willful or reckless commission of acts or omissions which have resulted in or are likely to result in a material loss or material damage to the reputation of Exelon or any of its affiliates, or that compromise the safety of any employee;

 

   

commission of a felony or any crime involving dishonesty or moral turpitude;

 

   

material violation of the code of business conduct which would constitute grounds for immediate termination of employment, or of any statutory or common-law duty of loyalty; or

 

   

any breach of the executive’s restrictive covenants.

 

Executives who have entered into change in control employment agreements will be eligible to receive an additional payment to cover excise taxes imposed under Section 4999 of the Internal Revenue Code on excess parachute payments or under similar state or local law, but only if the after-tax amount of payments and benefits subject to these taxes exceeds 110% of the safe harbor amount that would not subject the employee to these excise taxes. If the after-tax amount is less than 110% of the safe harbor amount, then payments and benefits subject to these taxes would be reduced or eliminated to equal the safe harbor amount.

 

If a named executive officer other than Mr. Rowe resigns for good reason or is terminated by Exelon other than for cause or disability, in each case under circumstances not covered by an individual change in control employment agreement, the named executive officer may be eligible for the following non-change in control benefits under the Exelon Corporation Senior Management Severance Plan:

 

   

prorated payment of the executive’s annual incentive and performance share unit awards for the year in which termination occurs;

 

   

for a two-year severance period, continued payment of an amount representing base salary and target annual incentive;

 

   

a benefit equal to the amount payable under the SERP determined as if the severance payments were paid as ordinary base salary and annual incentive;

 

40


   

for the two-year severance period, continuation of health, basic life and other welfare benefits the executive was receiving immediately prior to the severance period on the same terms and conditions applicable to active employees, followed by retiree health coverage if the executive has attained at least age fifty and completed at least ten years of service (or any lesser eligibility requirement then in effect for non-executive employees); and

 

   

outplacement services for at least six months.

 

Payments under the Senior Management Severance Plan are subject to reduction by Exelon to the extent necessary to avoid imposition of excise taxes imposed by Section 4999 of the Internal Revenue Code on excess parachute payments or under similar state or local law.

 

The term “good reason” under the Senior Management Severance Plan means either of the following:

 

   

a material reduction of the executive’s salary, incentive compensation opportunity or aggregate benefits unless such reduction is part of a policy, program or arrangement applicable to peer executives of Exelon or of the business unit that employs the executive; or

 

   

a material adverse reduction in the executive’s position or duties (other than a change in the position or level of officer to whom the executive reports) that is not applicable to peer executives of Exelon or of the executive’s business unit, but excluding any change (1) resulting from a reorganization or realignment of all or a significant portion of the business, operations or senior management of Exelon or of the executive’s business unit or (2) that generally places the executive in substantially the same level of responsibility.

 

The term cause under the Senior Management Severance Plan has the same meaning as the definition of such term under the individual change in control employment agreements.

 

Benefits under the change in control employment agreements and the Senior Management Severance Plan are subject to termination upon an executive’s violation of his or her restrictive covenants, and incentive payments under the agreements and the plan are subject to the recoupment policy adopted by the Compensation Committee of the Board of Directors.

 

41


Estimated Value of Benefits to be Received Upon Retirement

 

The following tables show the estimated value of payments and other benefits to be conferred upon the NEOs assuming they retired as of December 31, 2008. These payments and benefits are in addition to the present value of the accumulated benefits from each NEO’s qualified and non-qualified pension plans shown in the tables within the Pension Benefit section and the aggregate balance due to each NEO that is shown in the tables within the Nonqualified Deferred Compensation section.

 

Exelon, Generation and PECO

 

Name

   Cash
Payment
($)
Note (1)
   Value of
Unvested
Equity
Awards
($)
Note (2)
   Perquisites
and
Other
Benefits
($)
Note (4)
   Total
Value of
All
Payments
and
Benefits
($)
Note (5)

Rowe

   $ 1,835,000    $ 17,289,000    $ 1,575,000    $ 20,699,000

O’Brien

     —        —        —        —  

Hilzinger

     —        —        —        —  

Barnett

     —        —        —        —  

Crane

     750,000      4,070,000      —        4,820,000

McLean

     —        —        —        —  

Moler

     329,000      3,398,000      —        3,727,000

Pardee

     —        —        —        —  

Adams

     176,000      1,202,000      —        1,378,000

Bonney

     121,000      935,000      —        1,056,000

Galvanoni

     —        —        —        —  

 

ComEd

 

Name

   Cash
Payment
($)
Note (1)
   Value of
Unvested
Equity
Awards
($)
Note (2)
   Value of
ComEd

Cash Based
LTIP
Awards
($)
Note (3)
   Perquisites
and
Other
Benefits
($)
Note (4)
   Total
Value of
All
Payments
and
Benefits
($)
Note (5)

Clark

   $ 495,000    $ 580,000    $ 2,763,000    $   —      $ 3,838,000

McDonald

     196,000      224,000      1,056,000      —        1,476,000

Mitchell

     331,000      389,000      1,904,000      —        2,624,000

Hooker

     189,000      184,000      848,000      —        1,221,000

Pramaggiore

     223,000      125,000      965,000      —        1,313,000

 

(1) Under the terms of the Company’s Annual Incentive Program, officers receive a pro-rated incentive award based on the number of days worked during the year of retirement. Mr. Rowe would generally be entitled to a pro-rated portion of his Formula Annual Incentive as specified by his employment agreement. His Formula Annual Incentive is defined as the greater of the (i) target annual incentive for the year of termination, (ii) the actual annual incentive paid for the latest calendar year ended on or before the termination date, and (iii) the average annual incentive paid for the three years prior to the year of termination.
(2)

The Value of Unvested Equity Awards includes the sum of previously unvested stock options, previously earned but unvested performance share units, a pro-rated target performance share unit award for the year of retirement, and, if applicable (depending upon each officer’s individual restricted stock or restricted stock unit awards (if any)), the value of any unvested restricted stock or restricted stock units that may vest upon retirement. For previously unvested stock options, the value is determined by taking the spread between the closing price of Exelon stock on December 31, 2008, which was $55.61 and the exercise price of each unvested stock option grant, multiplied by the number of unvested options. If an NEO

 

42


 

has attained age 50 with 10 or more years of service (or deemed service), his or her unvested stock options will vest upon termination of employment because he or she has satisfied the definition of retirement under the LTIP. For all performance share units and restricted shares or restricted share units, the value is based on the December 31, 2008 closing price of Exelon stock.

(3) The value of cash based LTIP awards includes the value of earned and unvested award amounts and unearned award amounts. Pursuant to the ComEd LTIP, participants receive a pro-rated incentive award for the year of termination, if termination occurs due to retirement. Since the SEC rules indicate registrants are to assume the termination occurred on the last business day of the fiscal year, the unearned award amount represents the executive’s 2008 target award.
(4) Pursuant to his employment agreement, Mr. Rowe would be entitled to five years of office and secretarial services and up to three years of tax, financial and estate planning services.
(5) The estimate of total payments and benefits is based on a December 31, 2008 termination date.

 

Estimated Value of Benefits to be Received Upon Termination due to Death or Disability

 

The following tables show the estimated value of payments and other benefits to be conferred upon the NEOs assuming their employment is terminated due to death or disability as of December 31, 2008. These payments and benefits are in addition to the present value of the accumulated benefits from the NEO’s qualified and non-qualified pension plans shown in the tables within the Pension Benefit section and the aggregate balance due to each NEO that is shown in tables within the Nonqualified Deferred Compensation section.

 

Exelon, Generation and PECO

 

Name

   Cash
Payment

($)
Note (1)
   Value of
Unvested
Equity

Awards
($)
Note (2)
   Perquisites
and

Other
Benefits
($)

Note (4)
   Total
Value of
All
Payments
and
Benefits
($)
Note (5)

Rowe

   $ 1,835,000    $ 17,289,000    $ 75,000    $ 19,199,000

O’Brien

     429,000      2,953,000      —        3,382,000

Hilzinger

     319,000      2,215,000      —        2,534,000

Barnett

     148,000      1,051,000      —        1,199,000

Crane

     750,000      6,851,000      —        7,601,000

McLean

     510,000      4,686,000      —        5,196,000

Moler

     329,000      3,676,000      —        4,005,000

Pardee

     484,000      3,107,000      —        3,591,000

Adams

     176,000      1,424,000      —        1,600,000

Bonney

     121,000      935,000      —        1,056,000

Galvanoni

     92,000      576,000      —        668,000

 

ComEd

 

Name

   Cash
Payment

($)
Note (1)
   Value of
Unvested
Equity
Awards

($)
Note (2)
   Value of
ComEd

Cash Based
LTIP

Awards
($)
Note (3)
   Perquisites
and

Other
Benefits
($)

Note (4)
   Total
Value of
All
Payments
and

Benefits
($)
Note (5)

Clark

   $ 495,000    $ 858,000    $ 2,763,000    $   —      $ 4,116,000

McDonald

     196,000      224,000      1,056,000      —        1,476,000

Mitchell

     331,000      667,000      1,904,000      —        2,902,000

Hooker

     189,000      184,000      848,000      —        1,221,000

Pramaggiore

     223,000      347,000      965,000      —        1,535,000

 

43


 

(1) Officers receive a pro-rated annual incentive award based on the number of days worked during the year of termination. Mr. Rowe would generally be entitled to a pro-rated portion of his Formula Annual Incentive as specified by his employment agreement. His Formula Annual Incentive is defined as the greater of the (i) target annual incentive for the year of termination, (ii) the actual annual incentive paid for the latest calendar year ended on or before the termination date, and (iii) the average annual incentive paid for the three years prior to the year of termination.
(2) The Value of Unvested Equity Awards includes the sum of previously unvested stock options, previously earned but unvested performance share units, a pro-rated target performance share unit award for the year of termination, and, if applicable (depending upon each officer’s individual restricted stock or restricted stock unit awards (if any)), the value of any unvested restricted stock or restricted stock units that may vest upon death or disability. For previously unvested stock options, the value is determined by taking the spread between the closing price of Exelon stock on December 31, 2008, which was $55.61, and the exercise price of each unvested stock option grant, multiplied by the number of unvested options. Under the terms of the LTIP, if an optionee terminates employment due to death or disability, all options vest upon termination. For all performance share units and restricted shares or restricted share units, the value is based on the December 31, 2008 closing price of Exelon stock.
(3) The value of cash based LTIP awards includes the value of earned and unvested award amounts and unearned award amounts. Pursuant to the ComEd LTIP, participants receive a pro-rated incentive award for the year of termination, if termination occurs due to retirement. Since the SEC rules indicate registrants are to assume the termination occurred on the last business day of the fiscal year, the unearned award amount represents the executive’s 2008 target award.
(4) Pursuant to his employment agreement, in the event of a disability, Mr. Rowe would be entitled to up to three years of tax, financial and estate planning services. In the event of his death, Mr. Rowe’s beneficiaries would be entitled to one year of tax, financial and planning services.

 

Estimated Value of Benefits to be Received Upon Involuntary Separation Not Related to a Change in Control

 

The following tables show the estimated value of payments and other benefits to be conferred upon the NEOs assuming they were terminated as of December 31, 2008 under the terms of the Amended and Restated Senior Management Severance Plan. These payments and benefits are in addition to the present value of the accumulated benefits from the NEO’s qualified and non-qualified pension plans shown in the tables within the Pension Benefit section and the aggregate balance due to each NEO that is shown in the tables within the Nonqualified Deferred Compensation section.

 

Exelon, Generation and PECO

 

Name

  Cash
Payment

($)
Note (1)
  Retirement
Benefit
Enhance-

ment
($)
Note (2)
  Value of
Unvested
Equity

Awards
($)
Note (3)
  Health
and
Welfare
Benefit
Continuation
($)

Note (5)
  Perquisites
and

Other
Benefits

($)
Note (6)
  Total
Value of
All
Payments
and
Benefits
($)
Note (7)

Rowe

  $ 8,365,000   $ 1,779,000   $ 17,289,000   $ 380,000   $ 1,615,000   $ 29,428,000

O’Brien

    2,249,000     127,000     2,860,000     87,000     40,000     5,363,000

Hilzinger

    1,339,000     71,000     1,470,000     21,000     40,000     2,941,000

Barnett

    711,000     44,000     1,010,000     15,000     40,000     1,820,000

Crane

    3,550,000     1,976,000     4,973,000     125,000     40,000     10,664,000

McLean

    2,635,000     149,000     4,013,000     180,000     40,000     7,017,000

Moler

    1,833,000     494,000     3,398,000     99,000     40,000     5,864,000

Pardee

    2,244,000     412,000     2,504,000     26,000     40,000     5,226,000

Adams

    1,136,000     74,000     1,220,000     27,000     40,000     2,497,000

Bonney

    602,000     206,000     935,000     14,000     40,000     1,797,000

Galvanoni

    443,000     26,000     453,000     14,000     40,000     976,000

 

44


ComEd

 

Name

  Cash
Payment

($)
Note (1)
  Retirement
Benefit
Enhance-

ment
($)
Note (2)
  Value of
Unvested
Equity
Awards

($)
Note (3)
  Value of
ComEd

Cash Based
LTIP

Awards
($)
Note (4)
  Health
and
Welfare
Benefit
Continuation
($)

Note (5)
  Perquisites
and

Other
Benefits
($)

Note (6)
  Total
Value of
All
Payments
and

Benefits
($)
Note (7)

Clark

  $ 2,420,000   $ 866,000   $ 580,000   $ 2,763,000   $ 141,000   $ 40,000   $ 6,810,000

McDonald

    930,000     441,000     224,000     1,056,000     50,000     40,000     2,741,000

Mitchell

    1,803,000     1,065,000     512,000     1,904,000     167,000     40,000     5,491,000

Hooker

    1,089,000     331,000     184,000     848,000     75,000     40,000     2,567,000

Pramaggiore

    984,000     53,000     184,000     965,000     20,000     40,000     2,246,000

 

(1) The cash payment is composed of payment equal to a specified multiple of the NEO’s base salary plus a pro-rated annual incentive award based on the number of days worked in the year of termination. Mr. Rowe, would generally be entitled to his Formula Annual Incentive as specified by his employment agreement. His Formula Annual Incentive is defined as the greater of the (i) target annual incentive for the year of termination, (ii) the actual annual incentive paid for the latest calendar year ended on or before the termination date, and (iii) the average annual incentive paid for the three years prior to the year of termination. For all officers except Messrs. Barnett, Bonney, Galvanoni, Hilzinger and McDonald and Ms. Pramaggiore, the multiple used for base salary and annual incentive is 2. For Messrs. Barnett, Bonney and Galvanoni and Ms. Pramaggiore the multiple is 1.25 and for Messrs. Hilzinger and McDonald the multiple is 1.5.
(2) The retirement benefit enhancement consists of a one-time lump sum payment based on the actuarial present value of a benefit under the non-qualified pension plan assuming that the severance pay period was taken into account for purposes of vesting, and the severance pay constituted covered compensation for purposes of the non-qualified pension plan.
(3) The Value of Unvested Equity Awards includes the sum of previously unvested stock options, previously earned, but unvested performance share units, a pro-rated target performance share unit award for the year of retirement, and, if applicable (depending upon each officer’s individual restricted stock or restricted stock unit awards (if any), the value of any unvested restricted stock that may vest upon involuntary separation not related to a change in control. For previously unvested stock options, the value is determined by taking the spread between the closing price of Exelon stock on December 31, 2008, which was $55.61, and the exercise price of each unvested stock option grant, multiplied by the number of unvested options. If an NEO has attained age 50 with 10 or more years of service (or certain deemed service), his or her unvested stock options will vest upon termination of employment because he or she has satisfied the definition of retirement under the LTIP. For all performance shares or restricted shares, the value is based on the December 31, 2008 closing price of Exelon stock.
(4) The value of cash based LTIP awards includes the value of earned and unvested award amounts and unearned award amounts. Pursuant to the ComEd LTIP, participants receive a pro-rated incentive award for the year of termination, if termination occurs due to retirement. Since the SEC rules indicate registrants are to assume the termination occurred on the last business day of the fiscal year, the unearned award amount represents the executive’s 2008 target award.
(5) Estimated costs of heath care, life insurance, and long-term disability coverage which continue during the severance period. For Mr. Rowe, health care, life insurance, and long-term disability coverage will continue for two years.
(6) Estimated costs of outplacement services for 12 months. Upon a termination of Mr. Rowe’s employment due to the company’s failure to appoint or elect him as CEO, Chairman of the Board of Directors and a member of the Board, his benefits are those described under the heading “Estimated Value of Benefits to be Received Upon a Qualifying Termination following a Change in Control.” This includes five years of office and secretarial services and up to three years of tax, financial and estate planning services and outplacement services.

 

Estimated Value of Benefits to be Received Upon a Qualifying Termination following a Change in Control

 

The following tables show the estimated value of payments and other benefits to be conferred upon the NEOs assuming they were terminated upon a qualifying change in control as of December 31, 2008. The company has entered into Change in Control agreements with Messrs. Rowe, Clark, Crane, McLean, Mitchell, O’Brien and Pardee and Ms. Moler. These payments and benefits are in addition to the present value of accumulated benefits from the NEO’s qualified and non-qualified pension plans shown in the tables within the Pension Benefit section and the aggregate balance due to each NEO that is shown in tables within the Nonqualified Deferred Compensation section.

 

45


Exelon, Generation and PECO

 

Name

   Cash
Payment

($)
Note (1)
   Retirement
Benefit
Enhance-
ment

($)
Note (2)
   Value of
Unvested
Equity

Awards
($)
Note (3)
   Health
and
Welfare
Benefit
Continuation
($)

Note (5)
   Perquisites
and

Other
Benefits

($)
Note (6)
   Excise
Tax
Gross-Up
Payment /
Scale-

back
Note (7)
   Total
Value of
All
Payments
and
Benefits
($)
Note (8)

Rowe

   $ 9,998,000    $ 2,615,000    $ 17,289,000    $ 474,000    $ 1,615,000    Not Required    $ 31,991,000

O’Brien

     3,146,000      129,000      3,231,000      131,000      40,000    Not Required      6,677,000

Hilzinger

     1,615,000      95,000      2,215,000      28,000      40,000    Not Required      3,993,000

Barnett

     1,160,000      71,000      1,273,000      24,000      40,000    Not Required      2,568,000

Crane

     4,786,000      2,805,000      6,851,000      187,000      40,000    Not Required      14,669,000

McLean

     3,615,000      222,000      4,686,000      271,000      40,000    Not Required      8,834,000

Moler

     2,750,000      677,000      3,954,000      149,000      40,000    Not Required      7,570,000

Pardee

     2,981,000      561,000      3,552,000      39,000      40,000    Not Required      7,173,000

Adams

     1,214,000      74,000      1,424,000      27,000      40,000    Not Required      2,779,000

Bonney

     991,000      341,000      935,000      23,000      40,000    Not Required      2,330,000

Galvanoni

     688,000      42,000      576,000      22,000      40,000    Not Required      1,368,000

 

ComEd

 

Name

  Cash
Payment

($)
Note (1)
  Retirement
Benefit
Enhance-
ment

($)
Note (2)
  Value of
Unvested
Equity
Awards

($)
Note (3)
  Value of
ComEd

Cash
Based
LTIP

Awards
($)
Note (4)
  Health
and
Welfare
Benefit
Continuation
($)

Note (5)
  Perquisites
and

Other
Benefits
($)

Note (6)
  Excise
Tax
Gross-Up
Payment /
Scale-
back

Note (7)
  Total
Value of
All
Payments
and

Benefits
($)
Note (8)

Clark

  $ 3,291,000   $ 870,000   $ 1,136,000   $ 2,763,000   $ 212,000   $ 40,000   Not Required   $ 8,312,000

McDonald

    1,190,000     599,000     502,000     1,056,000     67,000     40,000   Not Required     3,454,000

Mitchell

    2,721,000     1,219,000     945,000     1,904,000     251,000     40,000   Not Required     7,080,000

Hooker

    1,050,000     331,000     184,000     848,000     75,000     40,000   Not Required     2,528,000

Pramaggiore

    1,183,000     71,000     625,000     965,000     26,000     40,000   Not Required     2,910,000

 

(1) Cash payment includes a severance payment and the NEO’s annual incentive for the year of termination. For Mr. Rowe, the severance payment is equal to three times his current base salary and his Formula Annual lncentive. His Formula Annual Incentive is defined as the greater of the (i) target annual incentive for the year of termination, (ii) the actual annual incentive paid for the latest calendar year ended on or before the termination date, and (iii) the average annual incentive paid for the three years prior to the year of termination. For all other NEOs with the exception of Messrs. Barnett, Adams, Bonney, Galvanoni, McDonald, Hilzinger and Hooker, and Ms. Pramaggiore, the severance benefit is equal to 2.99 (three for Mr. Rowe) times the sum of the executive’s current base salary and Severance Incentive. For Messrs. Barnett, Adams, Bonney, Galvanoni, McDonald, Hilzinger and Hooker, and Ms. Pramaggiore the severance benefit is equal to two times the sum of the executive’s current base salary and Severance Incentive. The Severance Incentive is defined as the greater of the (i) target annual incentive for the year of termination and (ii) the average annual incentive paid for the two years prior to the year of termination (i.e., the 2006 and 2007 actual annual incentives). Also includes an additional payment for Mr. O’Brien of $35,000 and for Mr. Mitchell of $110,000.
(2) The retirement benefit enhancement consists of a one-time lump sum payment based on the actuarial present value of a benefit under the non-qualified pension plan assuming that the benefit were fully vested, the NEO had two additional years of age and two additional years of service, and the severance pay constituted covered compensation for purposes of the non-qualified pension plan. For non-grandfathered executives who are not a part of senior executive management, the severance period is 15 months. In addition, a cash payment will be made in an amount equal to the actuarial present value of any non-vested accrued benefit under Exelon’s qualified pension plan.
(3)

The Value of Unvested Equity Awards includes the sum of previously unvested stock options, previously earned, but unvested performance share units, a pro-rated target performance share unit award for the year of retirement, and, if applicable (depending upon each officer’s individual restricted stock or restricted stock unit awards (if any)), the value of any unvested restricted stock that may vest upon involuntary separation not related to a change in control. For previously unvested stock options, the value is determined by taking the spread between the closing price of Exelon stock on December 31, 2008, which was $55.61, and the exercise price of each unvested stock option grant, multiplied by the number of unvested options. If an NEO has attained age 50 with 10 or more years of service (or certain deemed service), his

 

46


 

or her unvested stock options will vest upon termination of employment because he or she has satisfied the definition of retirement under the LTIP. For all performance shares or restricted shares, the value is based on the December 31, 2008 closing price of Exelon stock.

(4) The value of cash based LTIP awards includes the value of earned and unvested award amounts and unearned award amounts. Pursuant to the ComEd LTIP, participants receive a pro-rated incentive award for the year of termination, if termination occurs due to retirement. Since the SEC rules indicate registrants are to assume the termination occurred on the last business day of the fiscal year, the unearned award amount represents the executive’s 2008 target award.
(5) Estimated costs of heath care, life insurance, and long-term disability coverage which continue during the severance period. For Mr. Rowe, health care, life insurance, and long-term disability coverage will continue for two years.
(6) Estimated costs of outplacement services for 12 months. Upon a termination of Mr. Rowe’s employment due to the company’s failure to appoint or elect him as CEO, Chairman of the Board of Directors and a member of the Board, his benefits are those described under the heading “Estimated Value of Benefits to be Received Upon a Qualifying Termination following a Change in Control.” This includes five years of office and secretarial services and up to three years of tax, financial and estate planning services and outplacement services.
(7) Represents the estimated value of the required excise tax gross-up payment or scaleback. All of the executives, with the exception of Messrs. Barnett, Adams, Bonney, Galvanoni, Hilzinger, McDonald and Hooker, and Ms. Pramaggiore are entitled to an excise tax gross-up payment under their change-in-control employment agreements if the present value of their parachute payments exceed the amount permitted by the IRS by more than 10% and would be subject to the excise tax under Section 4999 of the Internal Revenue Code. If their payments exceed the threshold by less than 10%, their parachute payments are scaled back to the greatest amount payable that would not trigger the excise tax. With respect to Messrs. Barnett, Adams, Bonney, Galvanoni, Hilzinger, McDonald and Hooker, and Ms. Pramaggiore, if their parachute payments exceed the amount permitted by the IRS, their parachute payments are scaled back to the greatest amount payable that would not trigger the excise tax under Section 4999 of the Internal Revenue Code.

 

Non-Employee Director Compensation

 

Exelon

 

For their service as directors of the corporation, Exelon’s non-employee directors receive the compensation shown in the following table and explained in the accompanying notes. One employee director, Mr. Rowe, not shown in the table, receives no additional compensation for service as a director.

 

    

Committee
Membership

   Fees Earned or Paid in Cash    Stock
Awards
   Change in
Pension Value
and
Nonqualified
Compensation
Earnings

Note 2
   Total
      Annual
Board &
Committee
Retainers
   Board &
Committee
Meeting
Fees
        

John A. Canning, Jr. (1)

   A, C    $ 22,147    $ 26,000    $ 41,576    —      $ 89,723

M. Walter D’Alessio

   G (ch), C      59,891      59,000      92,500    —        211,391

Nicholas DeBenedictis

   G, E (ch), P      58,798      52,500      92,500    —        203,798

Bruce DeMars

   A, G, E, P (ch)      66,250      68,000      92,500    —        226,750

Nelson A. Diaz

   E, P, R      52,500      51,000      92,500    —        196,000

Sue L. Gin

   A, G, R (ch)      61,250      61,000      92,500    —        214,750

Rosemarie B. Greco

   C (ch), E      58,146      45,500      92,500    —        196,146

Paul L. Joskow

   A, E, R      52,500      63,000      92,500    —        208,000

John M. Palms

   A (ch), G, P, R      66,250      70,000      92,500    —        228,750

William C. Richardson

   A, C, G, R      52,500      69,000      92,500    —        214,000

Thomas J. Ridge

   E      47,500      27,000      92,500    —        167,000

John W. Rogers, Jr.

   G, R      47,500      42,000      92,500    —        182,000

Stephen D. Steinour

   A, C, P      57,500      58,500      92,500    —        208,500

Donald Thompson

   E, P      52,500      43,500      92,500    —        188,500
                                   

Total All Directors

      $ 755,232    $ 736,000    $ 1,244,076    —      $ 2,735,308
                                   

 

Committee Membership Key

 

Audit = A, Chairman = Ch, Compensation = C, Corporate Governance = G, Energy Delivery

Oversight = E, Generation Oversight = P, Risk Oversight = R

 

Notes:

(1) Mr. Canning was appointed to the board on August 1, 2008.
(2) Values in this column represent that portion of the directors accrued earnings in their non-qualified deferred compensation account that were considered as above market. See the description below under the heading “Deferred Compensation.” For 2008, none of the directors recognized any such earnings.

 

47


Fees Earned or Paid in Cash

 

In July 2008, the Exelon board voted to increase their compensation to bring it in line with their policy of targeting the median compensation of the same peer group of companies used to benchmark executive compensation. All directors receive an annual retainer of $50,000, which was increased from the previous value of $45,000. Committee chairs receive an additional $10,000 per year, an increase from the previous value of $7,500. Members of the audit committee and generation oversight committee, including the committee chairs, continue to receive an additional $5,000 per year for their participation on these committees.

 

Directors now receive $2,000 for each meeting of the board or board committee that they attend, whether in person or by means of teleconferencing or video conferencing equipment. Directors also receive a $2,000 meeting fee for attending the annual shareholders meeting and the annual strategy retreat.

 

Stock Awards

 

Rather than paying directors entirely in cash, Exelon pays a significant portion of director compensation in the form of deferred stock units. The deferred stock units are not paid out to the directors until they retire from the board, leaving these amounts at risk during the director’s entire tenure on the board. Directors are required under the Exelon Corporate Governance Principles to own 5,000 shares of Exelon common stock or deferred stock units within five years after their election to the board.

 

In July 2008, the board voted to increase the amount of deferred stock units granted to directors each year from the previous value of $85,000 to $100,000. Deferred stock units are granted and credited to a notional account maintained on the books of the corporation at the end of each calendar quarter based upon the closing price of Exelon common stock on the day the quarterly dividend is paid. Deferred stock units earn the same dividends available to all holders of Exelon common stock, which are reinvested in the account as additional units.

 

48


As of December 31, 2008, the directors held the following amounts of deferred Exelon common stock units. The units are valued at the closing price of Exelon common stock on December 31, 2008, which was $55.61. Legacy plans include those stock units earned from Exelon’s predecessor companies, PECO Energy Company and Unicom Corporation. For Adm. DeMars and Mr. Rogers, the legacy deferred stock units reflect accrued benefits from the Unicom Directors Retirement Plan (which was terminated in 1997) and the Unicom 1996 Directors Fee Plan (which was terminated in 2000), respectively.

 

     Year First
Elected to the
Board
   Deferred
Stock Units
From Legacy
Plans

#
   Deferred
Stock Units
From
Exelon Plan

#
   Total
Deferred
Stock
Units

#
   Fair
Market
Value as of
12/31/2008

$

John A. Canning

   2008       708    708    $ 39,372

M. Walter D’Alessio

   1983       8,734    8,734      485,698

Nicholas DeBenedictis

   2002       6,514    6,514      362,244

Bruce DeMars

   1996    1,275    1,366    2,641      146,866

Nelson A. Diaz

   2004       6,396    6,396      355,682

Sue L. Gin

   1993       1,366    1,366      75,963

Rosemarie B. Greco

   1998       10,430    10,430      580,012

Paul L. Joskow

   2007       1,844    1,844      102,545

John M. Palms

   1990       6,514    6,514      362,244

William C. Richardson

   2005       4,719    4,719      262,424

Thomas J. Ridge

   2005       4,465    4,465      248,299

John W. Rogers, Jr

   1999    3,436    13,515    16,951      942,645

Stephen D. Steinour

   2007       2,101    2,101      116,837

Donald Thompson

   2007       2,101    2,101      116,837
                        

Total All Directors

      4,711    70,773    75,484    $ 4,197,668
                        

 

49


Deferred Stock Unit and Deferred Compensation Payout

 

In June 2007, the board amended both the deferred stock unit plan and the deferred compensation plan to allow directors to elect distributions upon reaching age 72, in addition to age 65, or retirement from the board. The amendment also provided directors an opportunity to elect to take a one-time lump sum distribution from each plan in January 2008.

 

The following table shows the payouts made from each plan in January 2008 pursuant to elections made by the directors in June 2007. Directors could also elect to receive their stock units in shares of Exelon common stock or have them converted to cash. For purposes of the distribution, stock units were valued at $81.64, the closing price on December 31, 2007 and for those directors with balances in the deferred compensation plan, each individual fund in which they were invested was valued at its December 31, 2007 closing price.

 

     Number of
Deferred
Stock Units
Converted at
Payout

#
   Value of
Deferred
Stock Unit
Received at
Payout

$
   Value of
Deferred
Compensa-
tion
Received at
Payout

$

M. Walter D’Alessio

   28,625    $ 2,336,973    $ —  

Nicholas DeBenedictis

   3,631      296,447      —  

Bruce DeMars

   11,800      963,374      —  

Sue L. Gin (1)

   11,800      963,374      378,653

Rosemarie B. Greco

   8,804      718,722      —  

John M. Palms

   25,039      2,044,220      1,024,035

 

Notes:

 

(1) Ms. Gin elected to receive her stock units as shares of Exelon common stock.

 

Deferred Compensation

 

Directors may elect to defer any portion their cash compensation in a non-qualified multi-fund deferred compensation plan. Each director has an unfunded account where the dollar balance can be invested in one or more of several mutual funds, including one fund composed entirely of Exelon common stock. Fund balances (including those amounts invested in the Exelon common stock fund) will be settled in cash and may be distributed in a lump sum or in annual installment payments upon a director’s reaching age 65, age 72 or upon retirement from the board. These funds are identical to those that are available to executive officers and are generally identical to those available to company employees who participate in the Exelon Employee Savings Plan. Directors and executive officers have one additional fund not available to employees that, through its composition, provides returns that can be in excess of 120% of the Federal long-term rate that is used by the IRS to determine above market returns. However, during 2008 none of the directors had investments in this fund.

 

Other Compensation

 

Exelon pays the cost of a director’s spouse’s travel, meals, lodging and related activities when the spouses are invited to attend company or industry related events where it is customary and expected that directors attend with their spouses. The cost of such travel, meals and other activities is imputed to the director as additional taxable income. However, in most cases there is no incremental cost to Exelon of providing transportation and lodging for a director’s spouse when he or she accompanies the director, and the only additional costs to Exelon are those for meals and activities and to reimburse the director for the taxes on the imputed income. In 2008, incremental cost to the company to provide these perquisites was less than $10,000 per director and the aggregate amount for all directors as a

 

50


group, a total of 14 directors, was $24,438. The aggregate amount paid to all directors as a group (14 directors) for reimbursement of taxes on imputed income was $22,664.

 

Exelon has a board compensation and expense reimbursement policy under which directors are reimbursed for reasonable travel to and from their primary residence and lodging expenses incurred when attending board and committee meetings or other events on behalf of Exelon, (including director’s orientation or continuing education programs, facility visits or other business related activities for the benefit of Exelon). Under the policy, Exelon will arrange for its corporate aircraft to transport groups of directors, or when necessary, individual directors, to meetings in order to maximize the time available for meetings and discussion. Directors may bring their spouses on Exelon’s corporate aircraft when they are invited to an Exelon event, and the value of this travel, calculated according to IRS regulations, is imputed to the director as additional taxable income. Exelon has a matching gift program available to employees and directors that matches their contributions to educational institutions up to $5,000 per year.

 

Generation

 

Generation does not have a board of directors.

 

ComEd

 

For their service as directors of the company, ComEd’s non-employee directors receive the compensation shown in the following table and explained in the accompanying notes. One employee director, not shown in the table, receives no additional compensation for service as a director.

 

    

Committee
Membership

   Fees Earned or Paid in Cash    Total
      Annual
Board &
Committee
Retainers
   Board &
Committee
Meeting
Fees
  

James W. Compton

   A    $ 70,000    $ 15,000    $ 85,000

Peter V. Fazio, Jr.

        70,000      15,000      85,000

Sue L. Gin

   A      —        20,500      20,500

Edgar D. Jannotta

   A      70,000      16,000      86,000

Edward J. Mooney

        70,000      11,000      81,000

Michael H. Moskow (1)

        64,808      13,500      78,308

John W. Rogers, Jr.

   A (ch)      —        22,500      22,500

Jesse H. Ruiz

        70,000      15,000      85,000

Richard L. Thomas

        70,000      23,000      93,000
                       

Total All Directors

      $ 484,808    $ 151,500    $ 636,308
                       

 

Committee Membership Key

 

Audit = A, Chairman = Ch

 

Notes:

 

(1) Mr. Moskow was appointed to the board on January 28, 2008.

 

Fees Earned or Paid in Cash

 

Members of the ComEd board receive an annual retainer of $70,000 paid quarterly in arrears. Members of the ComEd board who are also members of the Exelon board do not receive this retainer. In September 2008, the ComEd board approved an increase in meeting fees from $1,500 to $2,000 for each board or committee meeting attended whether in person or by means of teleconferencing or video conferencing equipment.

 

51


The ComEd board does not grant any type of equity awards and does not have a deferred compensation plan.

 

Other Compensation

 

ComEd pays the cost of a director’s spouse’s travel and meals when the spouses are invited to attend Exelon, ComEd or industry related events where it is customary and expected that directors attend with their spouses. The cost of such travel and meals is imputed to the director as additional taxable income. However, in most cases there is no incremental cost to ComEd of providing travel for a director’s spouse when he or she accompanies the director, and the only additional costs to ComEd are those for meals and other minor expenses and to reimburse the director for the taxes on the imputed income. In 2008, the incremental cost to ComEd to provide these perquisites was less than $10,000 per director and the aggregate amount for all directors as a group, a total of 9 directors was $1,403. The aggregate amount paid to all directors as a group (9 directors) for reimbursement of taxes on imputed income was $780.

 

PECO

 

For their service as directors of the company, PECO’s non-employee directors receive the compensation shown in the following table and explained in the accompanying notes. Two employee directors, Mr. O’Brien and Mr. Rowe, not shown in the table, receive no additional compensation for their service as directors.

 

In July 2008, the PECO board voted to reduce its size to seven members. At the same time it also established an Executive Committee to assist the board in its management and oversight duties and to act on behalf of the board when the full board was not in session. Mr. O’Brien, Mr. Rowe, and Mr. D’Alessio were appointed to this committee.

 

    

Committee
Membership

   Fees Earned or Paid in Cash    Total
      Annual
Board &
Committee
Retainers
   Board &
Committee
Meeting
Fees
  

M. Walter D’Alessio

   E    $ —      $ 5,000    $ 5,000

Nelson A. Diaz

        —        6,500      6,500

Rosemarie B. Greco

        —        6,500      6,500

Thomas J. Ridge

        —        6,500      6,500

Ronald Rubin

        70,000      6,500      76,500
                       

Total All Directors

      $ 70,000    $ 31,000    $ 101,000
                       

 

Committee Membership Key

 

E = Executive Committee

 

Fees Earned or Paid in Cash

 

Members of the PECO board receive an annual retainer of $70,000 paid quarterly in arrears. Members of the PECO board who are also members of the Exelon board do not receive this retainer. In December 2008, the PECO board approved an increase in meeting fees from $1,500 to $2,000 for each board or committee meeting attended whether in person or by means of teleconferencing or video conferencing equipment.

 

The PECO board does not grant any type of equity awards and does not have a deferred compensation plan.

 

52


ITEM 12. SECURITY OWNERSHIP OF CERTAIN BENEFICIAL OWNERS AND MANAGEMENT AND RELATED STOCKHOLDER MATTERS

 

Exelon, Generation and PECO

 

The following table shows the ownership of Exelon common stock as of December 31, 2008 by any person or entity that has publicly disclosed ownership of more than five percent of Exelon’s outstanding stock, each director, each named executive officer in the Summary Compensation Table, and for all directors and executive officers as a group.

 

    [A]   [B]   [C]   [D]=[A]+[B]+[C]   [E]   [F]=[D]+[E]
    Beneficially
Owned
Shares
  Shares
Held in
Company
Plans
(Note 1)
  Vested Stock
Options and
Options that
Vest Within
60 days
  Total
Shares
Held
  Share
Equivalents
to be Settled
in Cash or Stock
(Note 2)
  Total
Share
Interest

Directors

           

John A. Canning, Jr.

  5,000   708   —     5,708   839   6,547

M. Walter D’Alessio (3)

  11,847   8,734   —     20,581   —     20,581

Nicholas DeBenedictis

  —     6,514   —     6,514   —     6,514

Bruce DeMars

  11,498   1,366   —     12,864   —     12,864

Nelson A. Diaz (3)

  1,500   6,396   —     7,896   1,868   9,764

Sue L. Gin

  44,043   1,366   —     45,409   1,829   47,238

Rosemarie B. Greco (3)

  2,000   10,430   —     12,430   9,243   21,673

Paul L. Joskow

  2,000   1,844   —     3,844   2,300   6,144

John M. Palms

  —     6,514   —     6,514   —     6,514

William C. Richardson

  1,291   4,719   —     6,010   —     6,010

Thomas J. Ridge (3)

  —     4,465   —     4,465   2,147   6,612

John W. Rogers, Jr.

  11,374   16,951   —     28,325   8,533   36,858

Ronald Rubin (4)

  15,815   —     —     15,815   —     15,815

Stephen D. Steinour (5)

  —     2,101   —     2,101   2,618   4,719

Donald Thompson (5)

  —     2,101   —     2,101   1,664   3,765

Named Officers

           

John W. Rowe

  301,915   6,169   332,500   640,584   129,239   769,823

Denis P. O’Brien

  24,151   11,284   136,000   171,435   19,770   191,205

Matthew F. Hilzinger

  2,801   23,139   34,375   60,315   222   60,537

Phillip S. Barnett

  4,801   11,676   25,475   41,952   266   42,218

John F. Young (6)

  —     —     —     —     —     —  

Christopher M. Crane

  18,657   50,000   71,000   139,657   28,804   168,461

Ian P. McLean

  46,972   15,010   414,038   476,020   32,010   508,030

Elizabeth A. Moler

  19,682   5,000   78,000   102,682   25,397   128,079

Charles G. Pardee

  10,455   34,622   47,250   92,327   465   92,792

Craig L. Adams

  16,069   11,676   24,200   51,945   —     51,945

Paul R. Bonney

  17,431   6,847   22,600   46,878   —     46,878

Matthew Galvanoni

  2,791   5,284   13,475   21,550   38   21,588

Total

           

Directors & Executive Officers as a group, 33 people.
(See Note 7)

  642,965   340,947   1,412,564   2,396,476   339,503   2,735,979

 

(1) The shares listed under Shares Held in Company Plans, Column [B], include restricted shares, shares held in the 401(k) plan, and deferred shares held in the Stock Deferral Plan.
(2) The shares listed above under Share Equivalents to be Settled in Cash, Column [E], include unvested performance shares that may settled in cash or stock depending on where the named officer stands with respect to their stock ownership requirement, and phantom shares held in a non-qualified deferred compensation plan which will be settled in cash on a 1 for 1 basis upon retirement or termination.
(3) Mssrs. D’Alessio, Diaz and Ridge, and Ms. Greco are directors of Exelon and PECO.
(4) Mr. Rubin is a director of PECO.
(5) Mrssrs. Steinour and Thompson were elected to the board in April 2007. They each have until April 2012 to achieve their stock ownership requirement of 5,000 shares.
(6) Mr. Young resigned effective January 29, 2008.
(7) Beneficial ownership, shown in Column [A], of directors and executive officers as a group represents less than 1% of the outstanding shares of Exelon common stock. Total includes share holdings from all directors and NEOs as well as those executive officers listed in Item 1, Executive Officers of the Registrants, who are not NEOs for purposes of compensation disclosure.

 

53


Other significant owners of Exelon stock

 

Shown in the table below are those owners who are known to Exelon to hold more than 5% of the outstanding common stock. This information is based on the most recent Schedule 13G filed by each owner with the SEC on February 13, 2009.

 

Name and address of beneficial owner

   Amount and nature of
beneficial ownership
   Percent of
class
 

Capital World Investors

   32,994,000    5 %

333 South Hope Street

Los Angeles, California 90071

     

Capital Research Global Investors

   39,237,320    6 %

333 South Hope Street

Los Angeles, California 90071

     

 

Capital World Investors and Capital Research Global Investors are each divisions of Capital Research and Management Company. Capital World Investors disclosed in its Schedule 13G that it disclaims beneficial ownership of all shares and it has sole voting power over 734,000 shares and sole dispositive power over all shares. Capital Research Global Investors disclosed in its Schedule 13G that it disclaims beneficial ownership of all shares and it has sole voting power over 25,451,720 shares and sole dispositive power over all shares.

 

Stock Ownership Requirements for Directors and Officers

 

Under Exelon’s Corporate Governance Principles, all directors are required to own within five years after election to the board at least 5,000 shares of Exelon common stock or deferred stock units or shares accrued in the Exelon common stock fund of the directors’ deferred compensation plan. The corporate governance committee utilized an independent compensation consultant who determined that, compared to its peer group, Exelon’s ownership requirement is reasonable.

 

Officers of Exelon (and its subsidiaries) are required to own certain amounts of Exelon common stock, depending on their seniority, by the later of five years after their employment or promotion to their current position. The objective is to encourage officers to think and act like owners. The ownership guidelines are expressed as both a fixed number of shares and a multiple of annualized base salary to avoid arbitrary changes to the ownership requirements that could arise from ordinary course volatility in the market price for Exelon’s shares. The minimum stock ownership targets by level are the lesser of the fixed number of shares or the multiple of annualized base salary. The number of shares was determined by taking the following multiples of the officer’s base salary as of the latest of September 30, 2008 or the date of hire or promotion: (1) Chairman and CEO, five times base salary; (2) executive vice presidents, three times base salary; (3) presidents and senior vice presidents, two times base salary; and (4) vice presidents and other executives, one times base salary. Ownership is measured by valuing an executive’s holdings using the 60-day average price of Exelon common stock as of the appropriate date. Shares held outright, earned non-vested performance shares, and deferred shares count toward the ownership guidelines; unvested restricted stock and stock options do not

count for this purpose. As of December 31, 2008, the named executive officers (NEOs) held the following amounts of stock relative to the applicable guidelines:

 

Name

   Ownership
Multiple
   Ownership
Guideline
in Shares
   Share or Share
Equivalents
Owned
   Ownership
As a Percent
of Guideline
 

John W. Rowe

   5X    101,089    437,323    433 %

Denis P. O’Brien

   3X    17,494    55,205    316 %

Matthew F. Hilzinger

   2X    10,000    26,162    262 %

Phillip S. Barnett

   2X    8,483    16,743    197 %

Christopher M. Crane

   3X    21,868    97,461    446 %

 

54


Name

   Ownership
Multiple
   Ownership
Guideline
in Shares
   Share or
Share
Equivalents
Owned
   Ownership
As a Percent
of Guideline
 

Ian P. McLean

   3X    22,165    93,992    424 %

Elizabeth A. Moler

   3X    19,935    50,079    251 %

Charles G. Pardee

   2X    12,950    45,542    352 %

Craig L. Adams

   2X    9,048    27,745    307 %

Paul R. Bonney

   1X    3,887    24,278    625 %

Matthew Galvanoni

   1X    2,941    8,113    276 %

 

Securities Authorized for Issuance under Exelon Equity Compensation Plans

 

[A]   [B]    [C]    [D]

Plan Category

  Number of securities to
be issued upon
exercise of outstanding
options (Note 1)
   Weighted-average
price of outstanding
options
   Number of securities
remaining available
for future issuance
under equity
compensation plans
(Note 3)

Equity compensation plans approved by security holders

  13,466,351    $ 45.43    23,000,000

Equity compensation plans not approved by security holders (Note 2)

  118,342    $ 20.94   
           

Total

  13,584,693       23,000,000
           

 

(1) Includes stock options, unvested performance shares, unvested restricted shares that were granted under the Exelon LTIP or predecessor company plans and shares awarded under those plans and deferred into the stock deferral plan, as well as deferred stock units granted to directors as part of their compensation plan described in Item 11, Compensation of Non-employee Directors.
(2) Amount shown represents options issued under a broad based incentive plan available to all employees of PECO Energy Company. Options were issued beginning in November 1998 and no further grants were made after October 20, 2000.
(3) Excludes securities to be issued upon exercise of outstanding options and vesting of shares or deferred stock units shown in column [B].

 

No Generation securities are authorized for issuance under equity compensation plans, and no PECO securities are authorized for issuance under equity compensation plans.

 

55


ComEd

 

Exelon Corporation indirectly owns 127,002,904 shares of ComEd common stock, more than 99% of all outstanding shares. Accordingly, the only beneficial holder of more than five percent of ComEd’s voting securities is Exelon, and none of the directors or executive officers of ComEd hold any ComEd voting securities.

 

The following table shows the ownership of Exelon common stock as of December 31, 2008 by (1) any director of ComEd, (2) each named executive officer of ComEd named in the Summary Compensation Table, and (3) all directors and executive officers of ComEd as a group.

 

No ComEd securities are authorized for issuance under equity compensation plans. For information about Exelon Securities authorized for issuance to ComEd employees under Exelon equity compensation plans, see above under “Exelon-Securities Authorized Under Equity Compensation Plans.”

 

     [A]    [B]    [C]    [D]=[A]+[B]+[C]    [E]    [F]=[D]+[E]
     Beneficially
Owned
Shares
   Shares
Held in
Company
Plans
(Note 1)
   Vested Stock
Options and
Options that
Vest Within
60 days
   Total
Shares
Held
   Share
Equivalents
to be Settled
in Cash or Stock

(Note 2)
   Total
Share
Interest

Directors

                 

James W. Compton

   6,000    —      —      6,000       6,000

Peter V. Fazio, Jr

   —      —      —           

Sue L. Gin

   44,043    1,366    —      45,409    1,829    47,238

Edgar D. Jannotta

   26,282    —      —      26,282       26,282

Edward J. Mooney

   —      —      —      —      —      —  

Michael H. Moskow

   —      —      —      —      —      —  

John W. Rogers, Jr.

   11,374    16,951    —      28,325    8,533    36,858

Jess H. Ruiz

   —      —      —      —      —      —  

Richard L. Thomas

   32,187    —      —      32,187       32,187

Named Officers

                 

Frank M. Clark

   26,451    5,000    58,500    89,951    9,996    99,947

Robert K. McDonald

   9,946    5,000    31,625    46,571    3,403    49,974

J. Barry Mitchell

   20,196    16,069    20,250    56,515    6,281    62,796

John T. Hooker

   3,124    0    5,375    8,499    4,546    13,045

Anne R. Pramaggiore

   10,244    9,000    25,525    44,769    1,690    46,459

Total

                 

Directors & Executive Officers as a group, 14 people.

   189,847    53,386    141,275    384,508    36,278    420,786

 

(1) The shares listed under Shares Held in Company Plans, Column [B], include restricted shares, shares held in the 401(k) plan, and deferred shares held in the Stock Deferral Plan.
(2) The shares listed above under Share Equivalents to be Settled in Cash, Column [E], include unvested performance shares that may settled in cash or stock depending on where the named officer stands with respect to their stock ownership requirement, and phantom shares held in a non-qualified deferred compensation plan which will be settled in cash on a 1 for 1 basis upon retirement or termination.

 

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PART IV

 

ITEM 15. EXHIBITS, FINANCIAL STATEMENT SCHEDULES

 

(b) Exhibits

 

Exhibit No.

  

Description

   Certifications Pursuant to Rule 13a-14(a) and 15d-14(a) of the Securities and Exchange Act of 1934 as to the report on Form 10-K/A for the year ended December 31, 2008 filed by the following officers for the following registrants:
31-1    Filed by John W. Rowe for Exelon Corporation
31-2    Filed by Matthew F. Hilzinger for Exelon Corporation
31-3    Filed by John W. Rowe for Exelon Generation Company, LLC
31-4    Filed by Matthew F. Hilzinger for Exelon Generation Company, LLC
31-5    Filed by Frank M. Clark for Commonwealth Edison Company
31-6    Filed by Robert K. McDonald for Commonwealth Edison Company
31-7    Filed by Denis P. O’Brien for PECO Energy Company
31-8    Filed by Phillip S. Barnett for PECO Energy Company
   Certifications Pursuant to Section 1350 of Chapter 63 of Title 18 United States Code as to the report on Form 10-K/A for the year ended December 31, 2008 filed by the following officers for the following registrants:
32-1    Filed by John W. Rowe for Exelon Corporation
32-2    Filed by Matthew F. Hilzinger for Exelon Corporation
32-3    Filed by John W. Rowe for Exelon Generation Company, LLC
32-4    Filed by Matthew F. Hilzinger for Exelon Generation Company, LLC
32-5    Filed by Frank M. Clark for Commonwealth Edison Company
32-6    Filed by Robert K. McDonald for Commonwealth Edison Company
32-7    Filed by Denis P. O’Brien for PECO Energy Company
32-8    Filed by Phillip S. Barnett for PECO Energy Company

 

57


SIGNATURES

 

Pursuant to the requirements of Section 13 or 15(d) of the Securities Exchange Act of 1934, the registrant has duly caused this report to be signed on its behalf by the undersigned, thereunto duly authorized, in the City of Chicago and State of Illinois on the 18th day of February, 2009.

 

EXELON CORPORATION
By:   /s/    MATTHEW F. HILZINGER        
Name:   Matthew F. Hilzinger
Title:   Senior Vice President and Chief Financial Officer

 

EXELON GENERATION COMPANY, LLC
By:   /s/    MATTHEW F. HILZINGER        
Name:   Matthew F. Hilzinger
Title:   Senior Vice President and Chief Financial Officer Exelon Corporation (Principal Financial Officer)

 

COMMONWEALTH EDISON COMPANY
By:   /s/    ROBERT K. MCDONALD        
Name:   Robert K. McDonald
Title:   Senior Vice President, Chief Financial Officer, Treasurer and Chief Risk Officer

 

PECO ENERGY COMPANY
By:   /s/    PHILLIP S. BARNETT        
Name:   Phillip S. Barnett
Title:   Senior Vice President and Chief Financial Officer

 

 

58