Common use of Performance Grid Clause in Contracts

Performance Grid. The number of Performance Share Units payable to the Participant under this Agreement will be determined in accordance with the following grid based on Company performance during the Performance Period. If the actual performance results fall between two of the categories listed below, straight-line interpolation will be used to determine the amount earned. Payouts that otherwise would have been more than 100% of Target will be capped at Target if the Company’s total shareholder return (“TSR”) is negative over the three-year period. TSR shall be calculated in the manner set forth in Exhibit 1 hereto and compared to the peer group identified in Exhibit 1. 90th percentile + 200% 70th percentile 150% 50th percentile 100% 30th percentile 50% <30th percentile but three-year average GAAP Earnings Per Share (“EPS”) reaches or exceeds the average of the Executive Incentive Plan for Officers (“EIP”) threshold levels for 2015, 2016 and 2017 30% <30th percentile and three-year average GAAP EPS1 does not reach the average of the EIP threshold levels for 2015, 2016 and 2017 0% (no payout) __________________________________ 1 GAAP EPS achievement levels could be adjusted to include or exclude specified items of an unusual or non recurring nature as determined by the Committee at its sole discretion and as permitted by the Plan.

Performance Grid. The number of Performance Share Units payable to earned by the Participant under this Agreement will be determined in accordance with the following grid based on Company performance during the Performance Periodgrid. If the actual performance results fall between two of the categories listed below, straight-line interpolation will be used to determine the amount earned. Payouts that otherwise would have been more than 100% of Target will be capped at Target if the Company’s total shareholder return (“TSR”) is negative over the three-year period. TSR shall be calculated in the manner set forth in Exhibit 1 hereto and compared to the peer group identified in Exhibit 1. Ameren’s Percentile inTotal Shareholder Return vs. Utility Peers During the Performance Period Payout-Percent of Target Performance Share UnitsGranted 90th percentile + 200% 70th percentile 150% 50th percentile 100% 30th percentile 50% <30th percentile but three-year average GAAP Earnings Per Share (“EPS”) reaches or exceeds the average of the Executive Incentive Plan for Officers (“EIP”) threshold levels for 2015, 2016 and 2017 30% <30th percentile and three-year average GAAP EPS1 does not reach the average of the EIP threshold levels for 2015, 2016 and 2017 0% (no payout) __________________________________ 1 GAAP EPS achievement levels could be adjusted to include or exclude specified items of an unusual or non recurring nature as determined by the Committee at its sole discretion and as permitted by the Plan.. reaches or exceeds the average of the Executive Incentive Plan (“EIP”) threshold levels for 2014, 2015 and 2016 30% <30th percentile and three-year average GAAP EPS1 does not reach the average of the EIP threshold levels for 2014, 2015 and 2016 0% (no payout)

Performance Grid. The number of Performance Share Units payable to earned by the Participant under this Agreement will be determined in accordance with the following grid based on Company performance during the Performance Periodgrid. If the actual performance results fall between two of the categories listed below, straight-line interpolation will be used to determine the amount earned. Payouts that otherwise would have been more than 100% of Target will be capped at Target if the Company’s total shareholder return (“TSR”) is negative over the three-year period. TSR shall be calculated in the manner set forth in Exhibit 1 hereto and compared to the peer group identified in Exhibit 1. 90th percentile + 200% 70th percentile 150% 50th percentile 100% 30th percentile 50% <30th percentile but three-year average GAAP Earnings Per Share (“EPS”) reaches or exceeds the average of the Executive Incentive Plan for Officers (“EIP”) threshold levels for 20152014, 2015 and 2016 and 2017 30% <30th percentile and three-year average GAAP EPS1 does not reach the average of the EIP threshold levels for 20152014, 2015 and 2016 and 2017 0% (no payout) __________________________________ 1 GAAP EPS achievement levels could be adjusted to include or exclude specified items of an unusual or non recurring nature as determined by the Committee at its sole discretion and as permitted by the Plan.