MANAGEMENT PERFORMANCE PLAN
2005 Payable in 2006
FBL Financial Group, Inc. is the sponsor of the Management Performance Plan.
Participants in the plan include the senior executive group and executive group of FBL Financial Group, Inc.
as Tier I participants. Tier II participants include department heads (salary grade 45). Tier III participants
include managers (salary grade 44).
A. Each year the Compensation Committee and board of directors approve five to eight corporate goals.
These performance goals include significant areas of achievement such as number of property/casualty
accounts, property/casualty and life insurance new business production, expenses and earnings.
B. Each goal is given equal weight but may be split between life and property/casualty performance.
C. Each goal is measured separately in the determination of the attainment level. Generally goals for insurance
management will be based on the performance over the entire marketing area. Participants whose
responsibilities are limited to a single state or sales region will be measured according to the performance
of that particular territory.
D. Percentage of incentives to be paid will be calculated separately for each performance goal and no
incentive will be paid on a goal until at least 75% of its goal level is attained.
E. The applicable performance incentive percentage for each goal will increase proportionately for
achievement above 75% of goal level to a maximum of 150% of goal, resulting in an incentive percentage
of from 75% to 150% for each goal.
F. For participants in Tier I, Group I, II and III, the applicable performance incentive percentage for each
goal will begin at 50% at performance of 75% of goal level and increase proportionately to 200% at
performance of 150% of goal level.
G. The performance incentive percentage will be applied to the particip