What is the main purpose of the new long-term incentive program?

The primary purpose of the new long-term incentive program is to motivate, reward, and retain approximately 650 key employees, including executive officers, over a three-year period by linking compensation to CSX's long-term financial performance and operational efficiency, specifically through achieving an improved Operating Ratio.

How will the Performance Grants be determined?

Performance Grant payouts are contingent upon CSX achieving a pre-established Operating Ratio target for fiscal year 2011. This target requires significant improvement compared to the most recently completed fiscal year. The payout may also be adjusted based on the average cost of oil, and for certain executive officers, it is subject to a discretionary downward adjustment of up to 30% based on strategic initiatives.

What is the status of The Greenbrier resort sale?

CSX has sold its indirect ownership of The Greenbrier resort to Justice Family Group, LLC for approximately $20 million. The buyer has subsequently filed a motion with the bankruptcy court to dismiss the bankruptcy proceedings and terminate the asset purchase agreement with Marriott Hotel Services, Inc. CSX has no further financial obligations for post-sale resort operations but has assumed certain pre-closing pension obligations.

What are RSUs and how do they relate to the executive compensation?

RSUs, or Restricted Stock Units, are a form of equity compensation that grants participants shares of CSX common stock upon meeting certain vesting conditions. In this case, the RSUs granted to named executive officers and other participants vest on the third anniversary of the grant date (May 5, 2009), providing a long-term incentive aligned with the company's sustained performance.

CSX 8-K: Leadership Changes

Summary

CSX Corporation (CSX) filed an 8-K on May 11, 2009, primarily detailing the adoption of a new long-term incentive program and updates regarding the sale of The Greenbrier resort. The new incentive program, covering approximately 650 participants, is designed to motivate and retain key personnel over a three-year period through performance grants tied to a 2011 Operating Ratio target and Restricted Stock Units (RSUs) that vest over three years. Specific RSU grants were made to named executive officers, including Michael J. Ward. This program aims to align employee incentives with long-term company performance and operational efficiency.

Key Highlights

1CSX adopted a new long-term incentive program for ~650 participants to motivate, reward, and retain them over three years.
2The program includes Performance Grants tied to achieving a 2011 Operating Ratio target and Restricted Stock Units (RSUs) vesting after three years.
3Specific RSU grants were awarded to named executive officers, with CEO Michael J. Ward receiving 36,616 units.
4The Performance Grant payouts are contingent on significant Operating Ratio improvement and could be subject to a 30% discretionary downward adjustment for certain executives.
5CSX sold the stock of a subsidiary indirectly owning The Greenbrier resort to Justice Family Group, LLC for $20 million cash.
6Following the sale, CSX has no continuing obligations to finance post-sale resort operations, though it assumed certain pre-closing pension obligations.
7The buyer of The Greenbrier, Justice Family Group, LLC, is seeking to dismiss the resort's bankruptcy proceedings and terminate its asset purchase agreement with Marriott.

CSX CORP 8-K Report, Executive Changes (May 11, 2009)

Summary

Key Highlights

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