There is no family relationship between any of the above named officers. All officers are elected for one-year terms by the Board of Directors or until re-elected.

EXECUTIVE COMPENSATION

The following tables disclose compensation received by the individuals who are the chief executive officer and the next four most highly compensated executive officers of ACCO Brands based on compensation received from ACCO Brands, Fortune Brands or GBC, as applicable, for the fiscal years indicated. References in this section to ACCO Brands’ 2003 and 2004 fiscal years refer to the fiscal years which ended on December 27, 2003 and 2004, respectively, and references to ACCO Brands’ 2005 fiscal year refers to the fiscal year which ended on December 31, 2005.

Compensation described in the following tables for fiscal years 2004 and 2003 was earned by David D. Campbell, Dennis Chandler and Neal V. Fenwick as officers of ACCO World Corporation. Compensation described in the following tables for fiscal years 2004 and 2003 was earned by John Turner as an officer of GBC. Compensation reported for Boris Elisman for fiscal year 2004 was earned as an employee of ACCO World. Except as indicated below, compensation described in the following tables for the fiscal year 2005 includes, in the case of David D. Campbell, Dennis Chandler, Boris Elisman and Neal V. Fenwick, compensation earned by them as officers of ACCO World through August 16, 2005 and, in the case of Mr. Turner, compensation earned by him as an officer of GBC through August 16, 2005. The compensation earned by each since August 17, 2005 has been paid by ACCO Brands.

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The amount indicated for Mr. Fenwick in 2005 includes a special merger completion bonus in the amount of $150,000 paid to him by Fortune Brands.

Messrs. Campbell, Fenwick and Chandler received payments under two incentive plans during 2003 and 2004, a traditional annual incentive plan and two one-year transitional incentive plans. The transitional plans were substituted for the previous ACCO World long-term incentive plans that were typically measured on three-year performance cycles, and were administered under the ACCO World LTIP. Payments under the traditional annual incentive plan for 2004 and 2003 respectively were: $558,400 and $475,750 for Mr. Campbell; $228,018 and $194,236 for Mr. Fenwick; and $208,086 and $136,064 for Mr. Chandler. Payments under the one-year transitional incentive plans for 2004 and 2003 respectively were: $688,875 and $707,250 for Mr. Campbell; $206,550 and $212,175 for Mr. Fenwick; and $229,500 and $212,175 for Mr. Chandler.

For Mr. Turner, this amount represents: (a) the grant date value of 5,689 RSUs, which per the merger agreement with GBC were converted from performance-vested RSUs to time-vested RSUs, on August 17, 2005, which will fully vest and be delivered in shares of company stock on February 26, 2007 conditioned on Mr. Turner remaining employed at that date and (b) 6,000 RSUs granted in 2005 at

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the grant date fair market value of $22.68 under the ACCO Brands 2005 LTIP, which will vest 100% on December 6, 2008 and be delivered in shares of Company stock, conditioned on Mr. Turner remaining employed at that date. The aggregate value of these units as of December 31, 2005 at a share price of $24.50 was $286,381.

For the year 2004 the amounts include a one-time, non-recurring incentive payment of $3,150,000 for Mr. Campbell, and $1,500,000 for each of Messrs. Fenwick and Chandler related to a three-year incentive plan aligned to certain business repositioning and restructuring goals established by Fortune Brands.

Additionally, Mr. Campbell received performance shares under the Fortune Brands Performance Share Plan. Shares awarded under this plan, for 2004, had a value of $735,480 at December 31, 2004, and $581,429 at December 31, 2003. Through a separate agreement with Fortune Brands, Mr. Campbell retains the right to awards that were granted but not vested at the merger close. The agreement provides that the target number of these awards be pro-rated through August 16, 2005 (the spin-off date), and will be awarded based on actual performance through the end of the performance period. For the performance period ended December 31, 2005, performance under the plan provides for a maximum award. On a pro-rated basis, Mr. Campbell’s award was 8,312 shares, with a value of $645,510 based on the value of Fortune Brands common stock as of December 31, 2005 of $77.66. Additional detail on this Plan is provided in the Long-term Incentive Plans-Awards in Last Fiscal Year table following.

For Mr. Turner, this amount represents the value of restricted stock units previously awarded to him by GBC that vested during 2005 and were converted upon vesting into either shares of GBC common stock or the Company’s common stock at the time of the Merger. Of these restricted stock units, 6,371 had a value of $13.46 per share and 15,321 had a value of $23.88 per share at the time they vested.

For Mr. Turner, these amounts represent contributions by the company to GBC’s 401(k) Savings and Retirement Plan on his behalf and to his respective accounts established pursuant to GBC’s non-tax qualified Supplemental Deferred Compensation Plan.

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The following table provides information on grants of stock options made in 2005 by ACCO Brands to the executive officers named in the Summary Compensation Table:

Option Grants in Last Fiscal Year (ACCO Brands)

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The following table provides information on grants of stock options made by GBC in 2005 to former GBC officers who are currently ACCO Brands executive officers named in the Summary Compensation Table. These options converted into ACCO Brands stock options at the time of the Merger on the same terms and conditions as originally awarded by GBC.

The Grant Date Present Values in the above tables are only theoretical values and may not accurately determine present value. The actual value, if any, to be realized by an optionee will depend on the excess of the market value of the common stock over the exercise price on the date the option is exercised, so there is no assurance that the value realized will be at or near the value established by the Black-Scholes model.

The following table provides information about option exercises during 2005 by the officers named in the Summary Compensation Table and the value of their unexercised options as of the end of 2005.

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The following table provides information concerning long-term compensation awards made during 2005 to the executive officers named in the Summary Compensation Table.

Long-term Incentive Plans—Awards in Last Fiscal Year ⁽¹⁾

Mr. Campbell has received performance share awards under the Fortune Brands Long-term Incentive Plan. These awards will be paid based on actual performance achieved during the applicable performance period, and have been prorated in the case of each performance period based on the number of days in such performance period prior to the effective date of the spin-off, and have been adjusted per the conversion formula that affected all Fortune Brands shares at the spin-off. The table below shows the original and adjusted targets for these awards. To receive awards under these plans, Mr. Campbell must remained employed with ACCO Brands through December 31 of the last year of each successive performance period. Any payments made to Mr. Campbell under this plan in the future will be made by Fortune Brands.

For the 2003–2005 cycle, awards were approved by the Fortune Brands Board of Directors at maximum, which equates to 150% of target. For Mr. Campbell, this resulted in an award of 8,312 shares which was paid in cash by Fortune Brands, valued at $77.645 per share for a total of $645,385.

Retirement Plans

ACCO Brands Corporation Pension Plan . The ACCO Brands Corporation Pension Plan for Salaried and Certain Hourly Paid Employees (“Pension Plan”), which became effective as of June 1, 1956, is a noncontributory defined benefit retirement plan covering salaried and certain hourly paid employees. Participants become eligible for benefits under this plan when they achieve 65 years of age and a minimum of 5 years of service. Alternatively, a participant may choose “Early Retirement” between 55 and 65 years of age with a minimum of 5 years of service.

Benefits under this plan are equal to the sum of (A) and (B):

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ACCO Brands Supplemental Plan. The ACCO Brands Corporation Supplemental Pension Plan (“Supplemental Plan”) is an unfunded excess benefit plan that pays the difference between the benefits payable under our tax-qualified Pension Plan and the amount that would have been paid, but for the Internal Revenue Code annual benefit limits on tax-qualified pension plans. The current Internal Revenue Code limit is the lesser of $170,000 or the employee’s average annual compensation during the three highest-paid consecutive years of employment. The Internal Revenue Code also provides that benefits under tax-qualified plans cannot be based on compensation in excess of a certain limit, currently $210,000. The Supplemental Plan provides the difference between the amount paid under our tax-qualified plans and the amount that would have been paid if the limit on compensation were not included therein. In calculating benefits, no credit is given for service in excess of 35 years.

Mr. Campbell is a participant in both the Pension and Supplemental Plans with less than 1 year of credited service as of December 31, 2005. The estimated annual benefit payable under the combined plans upon retirement at normal retirement age for Mr. Campbell will be $250,332.

Mr. Chandler is a participant in both the Pension and Supplemental Plans with 11 years of credited service as of December 31, 2005. The estimated annual benefit payable under the combined plans upon retirement at normal retirement age for Mr. Chandler will be $108,444.

Mr. Elisman is a participant in both the Pension and Supplemental Plans with one year of credited service as of December 31, 2005. The estimated annual benefit payable under the combined plans upon retirement at normal retirement age for Mr. Elisman will be $171,864.

Special Agreement with Mr. Fenwick: Per an existing agreement with Mr. Fenwick he will receive a pension benefit upon his retirement as if he were to remain a participant in the ACCO UK Pension Plan. As a participant in the ACCO UK Pension Plan, 6% of Mr. Fenwick’s base salary and 6% of his average annual bonus paid over the preceding three years is withheld and contributed to the plan, as required by the plan.

The annual pension benefit under this plan is payable as a single life annuity payable at age 62, equal to two-thirds (2/3) of an executive’s Final Pensionable Earnings. “Pensionable Earnings” are defined as base salary for the preceding full year together with the average annual bonus paid for the preceding three years. “Final

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Pensionable Earnings” are Pensionable Earnings for the full year immediately before retirement or if higher, the average of any 3 consecutive years of Pensionable Earnings in the last 10 years. Mr. Fenwick is eligible for early retirement at age 55, with the benefit reduced by 4% per year that the benefit commencement date precedes Mr. Fenwick’s 62nd birthday.

The following table sets forth the highest estimated annual retirement benefits payable to Mr. Fenwick in the specified compensation and years of service classifications upon retirement at normal retirement date, assuming an annuity payment, rather than a discounted lump sum, under the ACCO UK Pension Plan:

As of December 31, 2005, Mr. Fenwick had completed 17 years of pensionable service with ACCO.

Special Agreement with Mr. Turner . Per an agreement with John M. Turner entered into by GBC prior to the Merger, he is a participant in the GBC (United Kingdom) Limited Staff Pension Plan (the “GBC UK Plan”). The GBC UK Plan is a contributory defined benefit retirement plan covering certain current and former employees of GBC’s United Kingdom subsidiary. Mr. Turner was formerly employed by that subsidiary and continues to accrue benefits under this plan. Benefits under the GBC UK Plan equal the sum of

a) for credited service accrued prior to January 1, 2002, 2.5% of Final Pensionable Salary as of December 31, 2001 for each year of pensionable service before January 1, 2002 and in proportion for each completed month of pensionable service indexed to the U.K. Retail Price Index through Mr. Turner’s normal retirement date; and

b) for credited service accrued after December 31, 2001, 1.67% of Final Pensionable Salary for each year of pensionable service thereafter and in proportion for each month of pensionable service.

Under the GBC UK Plan, Mr. Turner would be eligible to receive benefits at the normal retirement age of 65 or upon an earlier retirement at a reduced actuarial determined amount. “Final Pensionable Salary” is defined as the average of the last five consecutive year’s salary plus the average of the past three year’s bonus, less 800 Pounds Sterling, except that bonus amounts are excluded from the definition of Final Pensionable Salary for all years beginning January 1, 2002.

As of December 31, 2005, Mr. Turner had completed 27 years of pensionable service under the GBC UK Plan. The estimated annual benefit payable to Mr. Turner upon retirement at age 65 will be $204, 666 using exchange rates in effect at December 31, 2005.

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Severance/Change in Control Provisions and Agreements

Currently, Messrs. Campbell, Chandler, and Elisman are covered under the ACCO Brands Corporation Executive Severance Policy, which provides for the following upon involuntary termination or termination as triggered by a “change in control”:

Mr. Fenwick is currently covered by a letter agreement with the Company under the provisions of the ACCO UK severance policy, under which he would receive the following:

Mr. Turner is party to an Executive Severance/ Change in Control Agreement, entered into with GBC. Under the terms of this agreement, Mr. Turner would be entitled to severance payments and other benefits (as summarized below) if he is terminated by ACCO Brands within twenty-four months following completion of the merger without “cause” or by Mr. Turner for “good reason” (each as defined in the agreement). In the event of an eligible termination, the Company must pay Mr. Turner a single lump-sum cash payment equal to 2.25 times the sum of his respective annual base salary plus the greater of either his target bonus or his bonus based on actual performance for the then-current year.

If Mr. Turner’s employment terminates in a “change in control termination,” he will be deemed to have satisfied the age and service requirements for retiree medical benefits as in effect at GBC on February 10, 2005, and he and his eligible dependents may commence coverage for such retiree benefits at any time following the expiration of the active employee medical and dental continuation coverage period as described in his change in control agreement to the same extent and on the same cost-sharing basis as do other GBC retirees with the same combined age and years of service as of his date of termination.

If Mr. Turner is terminated involuntarily or in a “change in control termination” and as a result thereof he is entitled to receive severance payments under these arrangements, he would also receive:

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