PROFESSIONAL EXPERIENCE: Available Upon Request May 2009 - Present

Vice President, Compensation and Benefits Scope and Responsibilities: Responsible for the development and implementation of the companys total reward s strategy for 10,000 represented and non-represented employees and 10,000 retir ees; includes the leadership and management of the Companys compensation, Retire ment (qualified and non-qualified) and H&W Benefits Programs and in-house medica l operations. Manage an annual employee benefits budget in excess of $200 million and three d epartmental budgets with an aggregate value in excess of $15 million. Design, implement and communicate cost effective executive and broad-based comp ensation and benefit programs that align with the Companys strategic focus and p ay-for-performance culture. Partner with senior leadership and client groups to understand business objecti ves and make recommendations with regard to the manner in which compensation and benefits can support such objectives. Present strategic executive compensation issues to the Board of Directors Organ ization and Compensation Committee. Serve as Employee Benefits Committee Secretary and Employee Benefits Policy Com mittee Secretary. Recommend strategy and proposals with regard to employee benefit issues for lab or negotiations. Manage staff responsible for preparation of the proxys CD&A and compensation ta bles. Provide process leadership for the annual compensation planning cycles. Ensure compliance of the Companys 19 benefit programs, including annual audits and Form 5500 filings. Manage and direct an internal staff of 25. Accomplishments: Redesigning the cash compensation, executive compensation, retirement, H&W and disability benefits programs to align with the Companys strategic initiatives wh ile meeting the unique needs of the Companys Utility, Power, Holdings and Corpor ate Services divisions. Reevaluating departmental structures and developing team members to address cri tical needs and gaps in talent. Outsourcing disability management to third-party administrator; will result in more efficient administration and redeployment of internal resources to more val ue-added functions. Outsourced LTI program to third-party administrator; will result in more effici ent and accurate grant administration. Redesigned non-officer LTI program to deliver competitive awards to high-potent ial employees while reducing overall spend. Renegotiated $5 million annual contract with third-party total benefits adminis trator, resulting in additional services and annual savings of $250,000. Alpharma Inc., Bridgewater, NJ - Pharmaceuticals Industry 2003 - April 2009 April

Vice President, Compensation and Benefits Compensation: Responsible for the design, development and management of the Companys U.S. and international Merit, Short-Term Incentive, Long-Term Incentive (including stock options and restricted stock) and Employee Stock Purchase Programs for 3,000 do mestic and international employees and executives. Developed executive compensation recommendations that were presented to the Boa rd of Directors Compensation Committee, including the Companys compensation phil

osophy, composition of peer comparator group, positioning of the Companys compen sation programs versus the peer group, executive pay levels, and short- and long -term incentive design and delivery. Built effective and productive relationships with CEO, Leadership Team, Compens ation Committee, executive compensation consultant and divisional HR to ensure s uccessful development and delivery of compensation programs. Served as Compensation Committee Secretary, including partnering with EVP, HR a nd Committee Chairman to set meeting agendas and present strategic compensation and benefits issues to the Committee. Partnered with legal counsel to ensure that deferred compensation programs were compliant with IRC regulations. Managed staff responsible for preparation of the proxys CD&A and compensation t ables, annual compensation process, salary survey participation, job evaluations and pricings, communication of compensation programs, outsourcing of LTIP admin istration to a third party administrator and ESPP administration. Page 2 CHRISTINE M. DE STEFANO

PROFESSIONAL EXPERIENCE (continued): Alpharma, Inc., continued Benefits: Developed the Corporate Benefits Department when hired in April 2003, including centralizing in-house administration and ultimately outsourcing to third-party vendors, resulting in streamlined processes and cost-savings. Responsible for the strategic design and management of the firms U.S. Retiremen t and Health & Welfare Programs, including Defined Benefit Pension, SERP, Define d Contribution Savings (401(k) and Executive Supplemental Savings), Medical, Den tal, Prescription, Vision, EAP, Life Insurance, STD, LTD and Retiree Medical Pro grams. Provided subject matter expertise and plan design oversight to HR colleagues in Europe, Latin America and Asia with regard to the development and implementatio n of regionally competitive benefits programs. Responsible for ensuring the harmonization of international benefits plan desig ns with programs offered in the U.S. Developed a contemporary and competitive U.S. Retirement Program through design ing an enhanced 401(k) Plan, including Profit Sharing, and freezing the Defined Benefit Pension Plan; implemented January 1, 2007. Annually evaluated the U.S. Health & Welfare Program, including design and empl oyee contribution structure. Developed Benefits Committee agendas, presented issues and served as Benefits C ommittee Secretary. Managed staff responsible for the daily administration of the U.S. programs; st aff responsibilities included management of third party relationships (consultan ts, actuary, legal counsel, service centers, and H&W carriers), addressing escal ated plan participant issues, communication of benefits programs, annual H&W ope n enrollment, monitoring H&W claims and expenses, ensuring qualified plan compli ance and completing required regulatory filings. Partnered with Management and divisional HR to advise regarding benefits issues and to negotiate and resolve union issues related to U.S. Retirement and Health & Welfare Programs. Partnered with Treasury with regard to financial management of the Defined Bene fit and Health & Welfare Programs, and evaluating the performance of the 401(k) Plans investment options. HRIS and Payroll: Provided direction and recommendations with regard to HRIS and Payroll related best practices, policies and procedures.

Managed staff responsible for the development of a global HRIS strategy, includ ing a global HRIS data warehouse and alternative U.S. and Canadian payroll solut ions. M&A: Lead compensation and benefits efforts required to support the companys Decembe r 2008 acquisition by King Pharmaceuticals, including development and implementa tion of severance benefits for all employees, calculation and communication of e xecutive compensation and benefits, and providing HR leadership to the companys employees post-acquisition. Key member of the 2005 generics divestiture team, including evaluating potentia l deferred compensation and benefits programs issues, and developing solutions, including plan amendments, to address such issues. Post-divestiture of the firms generics business, lead the initiative to align c ompensation philosophy with corporate objectives and competitive positioning; re designed compensation programs as appropriate. Team Management and Development: Reevaluated departmental structures and hired staff with skills and experience needed to execute HR strategic goals. Responsible for managing and overseeing the development of ten team members. Assisted direct reports in evaluating departmental practices, identifying impro vement opportunities and providing guidance with regard to implementation. Partnered with direct reports to develop and maintain key controls needed for c ompliance with Sarbanes Oxley. Assisted direct reports in developing and managing the departmental budgets. Reed Elsevier Inc., New York, NY Publishing Industry 2001 - 2003

Manager of Benefits U.S. Cash Balance Pension, Supplemental Executive Retirement (SERP), and Retiree Healthcare Plans: Responsible for the management of the firms U.S. Cash Balance Pension Plan for 22,000 employees, and for the management of the Supplemental Executive Retiremen t (SERP) and Retiree Healthcare Plans. Partnered with senior management to ensure the successful integration of acquir ed organizations pension plans. Championed and managed projects designed to improve retirement plan design and administration. Redesigned the firms Retiree Healthcare Plan, including the integration of acqu ired firms retiree medical plan. Managed relationships with plan actuary, legal counsel and service centers. Developed communication materials, including retiree letters, employee presenta tions and summary plan descriptions. Supervised analysts responsible for daily plan maintenance issues and preparati on of Form 5500s and Summary Annual Reports; supported professional development by assigning ad-hoc projects regarding plan design issues. Page 3 CHRISTINE M. DE STEFANO

PROFESSIONAL EXPERIENCE (continued): Towers Perrin, New York, NY Consulting Firm 2001 Consultant Project manager for several client engagements, including partnering with clien ts to evaluate qualified pension plan design, recommending amendments to conform to regulations, and assisting with the implementation of changes.

J.P. Morgan & Co. Incorporated, New York, NY Financial Services Industry 1993 2001 Vice President - J.P. Morgan Investment Management (2000 2001) Head of Mutual Fund Product Development: Project manager responsible for the successful launch of ten new mutual funds i n 2000. Partnered with portfolio managers, internal sales team and the technology and o perations group to build mutual funds that addressed competitive positioning and client demand. Vice President - Employee Benefits, Human Resources (1998 2000) Associate - Employee Benefits, Human Resources (1996 1998) Project Manager for U.S. Pension, Profit Sharing/401(k) and Health & Welfare Pla ns Redesign: Redesigned the Pension Plan to a Cash Balance Plan, to respond to changing demo graphic and corporate needs. Restructured the Profit Sharing/401(k) Plan, including the introduction of an e mployer 401(k) match. Partnered with UK counterpart on the redesign of UK Retirement Programs to alig n with defined contribution strategy. Redesigned the Health & Welfare program by adding a new plan, new co-payment op tions and introducing GVUL. Supported the conversion to a new HRIS/PeopleSoft system by partnering with Pay roll to rewrite the calculations performed for the redesigned 401(k) match and p rofit sharing components. Developed and delivered communication materials and seminars to plan participan ts. U.S. Pension and Profit Sharing/401(k) Plan Management and Strategic Design: Responsible for the management of the U.S. Cash Balance and Profit Sharing/401( k) Plans. Managed external vendors, including plan recordkeeper and service provider rela tionships. Worked directly with the Payroll Department to address payroll related employee benefits issues. Partnered with investment managers in developing optimum fund line-up for the P rofit Sharing/401(k) Plan. Continuously assessed domestic benefits plans framework for alignment with busi ness objectives. Managed the professional staff responsible for assisting external vendors with case resolution and for preparing Form 5500s, Summary Annual Reports and other q ualified plan documents. Developed and managed the annual Employee Benefits departmental budget. Project Manager for Human Resources Mergers and Acquisitions Team: Developed comprehensive human resources M&A manual, which served as the guidebo ok for the human resources specialists that were recruited to participate in pot ential M&A deals. Provided support for business acquisitions and divestitures by performing human resources related due diligence and benefits comparability. Developed benefits plans for several of the firms new ventures. Associate - Financial Division (1993 1996) Management Reporting, Technology and Operations Group: Automated the monthly management reporting process. Analyzed monthly technology related expenses, explained variances to management , and developed the annual budget. Managed professional staff responsible for monthly management reporting process . Equitable Capital Management Corporation, New York, NY Financial Services Indus

try 1991 1993 Financial Analyst Kidder Peabody & Company, New York, NY Financial Services Industry 1990 1991 Staff Auditor Page 4 CHRISTINE M. DE STEFANO

EDUCATION: Fordham University, Graduate School of Business, New York, NY 1996 MBA, Finance G.P.A. 3.81 Honors: Beta Gamma Sigma Pace University, The Lubin School of Business, New York, NY 1990 BBA, Finance G.P.A. Cumulative 3.5 G.P.A. Major 4.0 AFFILIATIONS: American Benefits Council Serve on Board of Directors