Q3 True Up Payments

Following up on the RDO conversation with Derek earlier today, see attached
for your personal Q3 true up amount as well as those for your team.

*Please do not share out until after the Monday Dec 2nd call regarding
communications.*  Until then, please review the files and if you have any
questions please reach out to myself, Melissa or Derek and we are happy to
discuss.

As a quick refresh, the true up consists of the gap between the "bridge
payout" given to all staff during the quarter and the additional earned
above that amount by the staff who achieved / surpassed their reforecasted
targets.

What the payouts reflect / consist of is as follows:

   - For employees on incentive plans based entirely on site, region, or
   division metrics, performance was assessed based on actual results compared
   to the reforecast.  Those plans will pay out as expected to 100% and above
   if performance dictated.


   - For employees with individual goal gates, achievement was capped at
   100%.  Since individual goals were not set for Q3 and earlier goals were
   based on the much higher budget targets, the only fair thing to do was base
   it on site performance, up to 100%.  Above that, there wasn't an
   objective way to infer through analysis of earlier goals that had Q3 goals
   had been set, they would have resulted in more than 100%.


   - The same analysis and approach is currently being undertaken for
   October - timeline for payment will be forthcoming.

We appreciate your patience and support with this process.

-- 

*Emily Russell*
SVP Human Resources | *TheKey*