The Incentive Plan period runs from January 1, 2007 through December 31, 2007. The Incentive Plan is designed to establish a pool of funds to be used for making cash incentive compensation payments to the Executive Officers if the Company achieves certain performance targets during 2007. This target is measured based on two factors: (1) the extent to which the Company achieves the corporate financial goals approved by its Board of Directors in connection with setting the 2007 annual budget (with these financial goals being weighted 70% toward achievement of the target); and (2) the extent to which the Company achieves the qualitative strategic goals approved by its Board of Directors as part of the Company's annual strategic planning (with these strategic goals being weighted 30% toward achievement of the target).

The Incentive Plan will be fully funded at target payment levels when 100% of the corporate performance target is met, in the aggregate. The Incentive Plan will not be funded at all if less than 70% of the target is met, in the aggregate. Between 70% and 100% attainment of the performance target, funding will be made at the actual level of attainment. If the performance target is exceeded, for every 1% achievement above the target, an additional 2% is funded, up to a maximum funding of 200% of the target payment levels.

Once the Incentive Plan is funded, 50% of the actual incentive compensation paid to each Executive Officer will be made at the funding percentage. The remaining 50% of the actual incentive compensation paid to each Executive Officer will be adjusted by an individual performance adjustment, to reflect the individual Executive Officer's level of contribution to the Company's strategic goals, as determined by the Chief Executive Officer, in his discretion.

The foregoing summary description of the Incentive Plan is qualified in its entirety by reference to Exhibit 99.1 to this Current Report on Form 8-K.