ALLIANT ENERGY CORP

•Pay for Performance: A substantial portion of our executive officers’ compensation is based on achievement of financial and operational performance goals, with long-term equity-based awards delivering a majority of the incentive-based pay

•Align with Business Strategy: Performance metrics are closely aligned with the Company’s growth strategy and the interests of the Company’s stakeholders

•Retain Talent: Compensation is competitive relative to industry peers and to the general industry to attract and retain talent based on role

•Create Long-Term Value: A substantial portion of our executive officers’ compensation is delivered through performance and time-based equity awards that vest over three years

•Promote Equity Ownership: Long-term incentive awards settle in stock, which, combined with our share ownership requirement, promotes executive officer ownership of our common stock, directly aligning shareowner and management interests

•Minimize Systemic Risk-Taking: a mix of long-term and short-term compensation and using multiple performance criteria to determine awards, with caps on payouts reduces ability and incentives to take excessive risks