8-K

UNITED STATES
SECURITIES AND EXCHANGE COMMISSION
Washington, D.C. 20549

_________________

FORM 8-K

CURRENT REPORT

Pursuant to Section 13 or 15(d) of
the Securities Exchange Act of 1934

_________________

Date of Report
(Date of earliest
event reported):	February 11, 2008

Commission File Number	Name of Registrant, State of Incorporation, Address of Principal Executive Offices and Telephone Number	IRS Employer Identification Number
1-9894	Alliant Energy Corporation	39-1380265
	(a Wisconsin corporation)
	4902 N. Biltmore Lane
	Madison, Wisconsin 53718
	Telephone (608) 458-3311
0-4117-1	Interstate Power and Light Company	42-0331370
	(an Iowa corporation)
	Alliant Energy Tower
	Cedar Rapids, Iowa 52401
	Telephone (319) 786-4411
0-337	Wisconsin Power and Light Company	39-0714890
	(a Wisconsin corporation)
	4902 N. Biltmore Lane
	Madison, Wisconsin 53718
	Telephone (608) 458-3311

This combined Form 8-K is separately filed by Alliant Energy Corporation, Interstate Power and Light Company and Wisconsin Power and Light Company.

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Check the appropriate box below if the Form 8-K filing is intended to simultaneously satisfy the filing obligation of the registrant under any of the following provisions:

[   ] Written communications pursuant to Rule 425 under the Securities Act (17 CFR 230.425)

[   ] Soliciting material pursuant to Rule 14a-12 under the Exchange Act (17 CFR 240.14a-12)

[   ] Pre-commencement communications pursuant to Rule 14d-2(b) under the Exchange Act (17 CFR 240.14d-2(b))

[   ] Pre-commencement communications pursuant to Rule 13e-4(c) under the Exchange Act (17 CFR 240.13e-4(c))

Item 5.02. Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers.

        (e)     On February 11, 2008, the Compensation and Personnel Committee (the “Committee”) of the Board of Directors (the “Board”) of Alliant Energy Corporation (“Alliant Energy”), Interstate Power and Light Company (“IP&L”) and Wisconsin Power and Light Company (“WP&L,” and together with Alliant Energy and IP&L, the “Company”) set the 2008 performance goals under the Management Incentive Compensation Plan (the “MICP”), which is the annual cash incentive compensation plan in which named executive officers, among others, participate. In general, the eligible cash incentive payment (“bonus”) under the MICP will be based on achieving certain financial performance goals, execution goals, and corporate well-being goals.

        The financial performance goals for William D. Harvey, the Chief Executive Officer, Eliot G. Protsch, the Chief Financial Officer and Thomas L. Aller, Senior Vice President include achieving consolidated Alliant Energy earnings per share from continuing operations of $2.65, which is the midpoint of consolidated Alliant Energy earnings per share from continuing operations guidance provided in Alliant Energy’s guidance release dated December 20, 2007 (the “Guidance Release”). The financial performance goals for the rest of the named executive officers include achieving utility earnings per share from continuing operations of $2.33, the midpoint of the guidance of utility earnings per share provided in the Guidance Release. All named executive officers financial goals include achieving cash flows from operations at the utilities and Alliant Energy Corporate Services, Inc. of $502 million. In addition to these financial performance goals, Mr. Aller has financial goals regarding Alliant Energy’s non-regulated transportation operations. The financial performance goals are weighted at 50% for each of the named executive officers in determining the annual bonus.

        The execution goals include achieving milestones regarding the planned new coal plants and wind farms at WP&L and IP&L, clean air compliance milestones, environmental targets and Lean Six Sigma goals. Mr. Harvey’s execution goals include a goal related to succession planning. Mr. Aller’s and Barbara J. Swan’s execution goals also include customer service and reliability targets. Ms. Swan’s and Dundeana K. Doyle’s execution goals also include benchmarks related to WP&L’s retail rate case. Execution goals are weighted at 30% for all of the named executive officers. The corporate well-being goals focus on meeting specified diversity benchmarks and specified safety benchmarks and are weighted at 20% for all of the named executive officers.

        Under the MICP, the Company’s named executive officers will be eligible to receive a target bonus equal to a stated percentage of annual base salary, with a maximum possible bonus of two times their target bonus. For 2008, the target bonus percentages for the named executive officers are: William D. Harvey, 95% (or $802,750); Eliot G. Protsch, 70% (or $346,500); Barbara J. Swan, 55% (or $206,500); Thomas L. Aller, 45% (or $120,375); and Dundeana K. Doyle, 40% (or $102,000).

        A summary of the 2008 MICP is filed as Exhibit 10.1 to this Current Report on Form 8-K and is incorporated by reference herein.

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        Also on February 11, 2008, the Committee approved an amended Key Executive Employment and Severance Agreements (the “KEESAs”) for certain officers of the Company, including the named executive officers. The KEESAs were amended to comply with Section 409A of the Internal Revenue Code. The amended KEESAs include a six-month delay in payments of cash benefits of over the limit provided in Section 409A (currently about $460,000), redefining “Good Reason” to comply with Section 409A, and specifying deadlines by which certain non-cash benefits must be paid. The amended KEESAs do not change the amount of benefits payable to the named executive officers.

Item 9.01. Financial Statements and Exhibits.

(a) Not applicable.

(b) Not applicable.

(c) Not applicable.

(d) Exhibits. The following exhibit is being filed herewith:

(10.1) 2008 Management Incentive Compensation Plan Summary

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SIGNATURES

        Pursuant to the requirements of the Securities Exchange Act of 1934, Alliant Energy Corporation, Interstate Power and Light Company and Wisconsin Power and Light Company have each duly caused this report to be signed on its behalf by the undersigned hereunto duly authorized.

	ALLIANT ENERGY CORPORATION
Date: February 14, 2008	By:  /s/ Thomas L. Hanson
	Thomas L. Hanson
	Vice President-Controller and
	Chief Accounting Officer
	INTERSTATE POWER AND LIGHT COMPANY
Date: February 14, 2008	By:  /s/ Thomas L. Hanson
	Thomas L. Hanson
	Vice President-Controller and
	Chief Accounting Officer
	WISCONSIN POWER AND LIGHT COMPANY
Date: February 14, 2008	By:  /s/ Thomas L. Hanson
	Thomas L. Hanson
	Vice President-Controller and
	Chief Accounting Officer

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EXHIBIT INDEX

Exhibit No. Description

10.1 2008 Management Incentive Compensation Plan Summary

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EX-10.1

Exhibit 10.1

2008 MANAGEMENT INCENTIVE COMPENSATION PLAN SUMMARY

Alliant Energy Corporation (the “Company”) maintains the Management Incentive Compensation Plan (MICP), which provides eligible employees with a cash incentive payment (“bonus”) if corporate and individual goals are met. The following is a summary of the material terms of the MICP applicable to named executive officers of the Company for 2008.

Alliant Energy Corporate Performance: The table below outlines the 2008 goals against which corporate performance will be measured and the funding associated with each level of achievement.

2008 CORPORATE PERFORMANCE MEASURES
For Purposes of Determining the Short-Term Incentive Pool

Earnings Per Share (EPS) (1)		Cash Flow (2)
Level	Funding	Level	Funding
Maximum	150%
Target	100%	Target ($502M)	100%
Threshold (3)	20%
($2.33)

Weighting of EPS in final Corporate Performance	Weighting of Cash Flow in final Corporate Performance
85%	15%

(1) Earnings per share (EPS) amounts used for purposes of determining short-term incentive pool will be based on utility earnings from continuing operations only.

(2) Cash flow amounts used for purposes of determining short-term incentive pool funding will be based on utility and Alliant Energy Corporate Services, Inc. (SERVCO) cash flows from operations only. If cash flow amounts do not meet the target amount, the short term incentive pool will only be funded at 85% of the funding level achieved by EPS.

(3) If the Threshold EPS level, which is the mid-point of utilities earnings per share guidance issued in December 20, 2007, is not met, there will be no payouts under the 2008 MICP.

MICP Target Incentives: Achievement of the target level goals and objectives may result in a payout of 100% of the incentive opportunity. However, a participant’s final award may range anywhere from 0 to 200% of that target based on an individual’s achievement of performance goals and the level of funding in the short-term incentive pool. Incentive opportunity is expressed as a percentage of eligible earnings for the plan year.

Individual Performance Goals: For 2008, there are financial, execution and corporate well-being goals for the CEO and other executive officers. Financial Goals are weighted at 50%. The 2008 annual financial goals are to achieve Alliant Energy Corporation consolidated EPS from continuing operations of $2.65 for the CEO, CFO and Senior Vice President, and Utility EPS from continuing operations of $2.33 for the other named executive officers. All officers have a target to achieve cash flows from operations of $502 million at utilities and SERVCO. Execution Goals weighted at 30% include various accomplishments for the WPL Baseload Plant; IPL Baseload Plant; IPL Wind; WPL Wind; WPL Retail Rate Case; Customer Service and Reliability standards; Clean Air Compliance Plan; Environmental; Succession Planning; and Lean Six Sigma goals. Corporate Well Being Goals weighted at 20% include various accomplishments for employee diversity metrics and safety goals.