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 10, 2010

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 (a Wisconsin corporation) 4902 N. Biltmore Lane Madison, Wisconsin 53718 Telephone (608) 458-3311	39-1380265
0-4117-1	Interstate Power and Light Company (an Iowa corporation) Alliant Energy Tower Cedar’ Rapids, Iowa 52401 Telephone (319) 786-4411	42-0331370
0-337	Wisconsin Power and Light Company (a Wisconsin corporation) 4902 N. Biltmore Lane Madison, Wisconsin 53718 Telephone (608) 458-3311	39-0714890

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

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 10, 2010, 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”) approved the 2010 Management Incentive Compensation Plan (the “MICP”), which is an annual cash bonus plan. Under the MICP, the Company’s named executive officers and Patricia L. Kampling, the Chief Financial Officer, but excluding Eliot G. Protsch, who retired in January 2010 (the “named executive officers”), will be eligible, upon attaining certain corporate and individual performance goals, to receive a cash bonus with a target amount equal to a stated percentage of annual base salary and a maximum possible amount of two times the target amount. In general, the eligible bonus under the MICP will be based on achieving certain financial performance goals and execution goals.

The individual financial performance goals for William D. Harvey, the Chief Executive Officer, and Ms. Kampling include achieving consolidated Alliant Energy earnings per share from continuing operations of $2.60, which is the midpoint of consolidated Alliant Energy earnings per share from continuing operations guidance provided in Alliant Energy’s earnings release dated February 4, 2010 (the “Earnings Release”). The individual financial performance goals for all of the named executive officers (Mr. Harvey, Ms. Kampling, Barbara J. Swan, Chief Administrative Officer, Thomas L. Aller, Senior Vice President and Dundeana K. Doyle, Senior Vice President) include achieving utility earnings per share from continuing operations of $2.45, the midpoint of the guidance of utility earnings per share provided in the Earnings Release. All named executive officers’ individual financial goals also include achieving cash flows from operations at IP&L, WP&L and Alliant Energy Corporate Services, Inc. (“Servco”) of $625 million, excluding changes from sales of customer receivables, tax-effected pension contributions and net collateral received by or paid by IP&L, WP&L and Servco, if applicable. In addition to these goals, Mr. Harvey has an individual financial goal related to the non-regulated subsidiary RMT, Inc. and Mr. Aller has an individual financial goal regarding certain non-regulated operations. The individual financial performance goals are weighted at 60% for each of the named executive officers in determining the annual bonus.

The individual execution goals for all named executive officers include meeting certain customer satisfaction, diversity and safety benchmarks. Mr. Harvey has goals related to succession planning and strategic planning. Ms. Kampling, Mr. Aller and Ms. Doyle also have strategic planning goals. Ms. Kampling, Ms. Swan and Mr. Aller have goals related to the rate cases expected to be filed by IP&L and WP&L in 2010. Ms. Kampling and Ms. Swan have goals related to efficiency improvements. Ms. Swan has a goal of advocating for achievement of manageable governmental outcomes. Mr. Aller has goals related to achieving milestones regarding wind projects and clean air compliance program projects. Ms. Doyle has goals to achieve milestones regarding our advanced metering infrastructure plan, cost control targets, reliability targets, and other operational benchmarks. The individual execution goals are weighted at 40% for all of the named executive officers.

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Under the MICP, the Company’s named executive officers will be eligible to receive a cash bonus with a target amount equal to a stated percentage of annual base salary and a maximum possible bonus of two times their target bonus. The Committee set the target cash bonus levels at its February 10, 2010 meeting as follows: William D. Harvey, 95% (or $831,250); Patricia L. Kampling, 65% (or $250,575); Barbara J. Swan, 60% (or $281,700); Thomas L. Aller, 45% (or $126,900); and Dundeana K. Doyle, 45% (or $126,630).

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

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) 2010 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 15, 2010	By:	/s/ Wayne A. Reschke
		Wayne A. Reschke
		Vice President-Human Resources
	INTERSTATE POWER AND LIGHT COMPANY
Date: February 15, 2010	By:	/s/ Wayne A. Reschke
		Wayne A. Reschke
		Vice President-Human Resources
	WISCONSIN POWER AND LIGHT COMPANY
Date: February 15, 2010	By:	/s/ Wayne A. Reschke
		Wayne A. Reschke
		Vice President-Human Resources

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EXHIBIT INDEX

Exhibit No.	Description
10.1	2010 Management Incentive Compensation Plan Summary

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EX-10.1

Exhibit 10.1

2010 MANAGEMENT INCENTIVE COMPENSATION PLAN SUMMARY

Alliant Energy Corporation (the “Company”) maintains the Management Incentive Compensation Plan (MICP), which provides eligible employees with a cash 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 2010.

Alliant Energy Corporate Performance: The tables below outline the 2010 goals against which corporate performance will be measured and the funding associated with each level of achievement. An MICP incentive pool is established based on achievement of these corporate performance measures.

2010 CORPORATE PERFORMANCE MEASURES

For Purposes of Determining the Short-Term Incentive Pool

Financial Corporate Performance Measures

Earnings Per Share (EPS) (1)		Cash Flow (2)
Level	Funding
Maximum ($2.81)	150%
Target ($2.45)	100%	Target ($625 Million)
Threshold (3) ($2.20)	20%
Weighting of EPS in final Corporate Performance		Weighting of Cash Flow in final Corporate Performance
60%		10%

(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, as adjusted by items excluded from our guidance as provided in our earnings release dated February 4, 2010.

(2) Cash flow amount 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. Calculation of the cash flow amount will exclude changes from sales of customer receivables, tax-effected pension contributions and net collateral received by or paid by the utilities and SERVCO.

(3) If the Threshold EPS level, which is 90% of the mid-point of utilities earnings per share guidance issued on February 4, 2010, is not met, there will be no payout for the 2010 plan year.

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Other Corporate Performance Measures

Diversity (1)	Safety	Customer Satisfaction
Diverse population target
Women in non-traditional jobs
Spending targets to minority- and women-owned businesses	Reduce OSHA reportable incidents by a specified amount	Achieve specified customer satisfaction benchmark
Weighting of Diversity in final Corporate Performance	Weighting of Safety in final Corporate Performance	Weighting of Customer Satisfaction in final Corporate Performance
5%	10%	15%

(1) Diversity goal will be met, and 5% of incentive pool will fund, if two of the three diversity metrics are met.

MICP Incentive Pool: The short-term incentive pool varies from 0% to 150% of the total target incentives. If threshold EPS is not met, the pool will not fund. If the pool is not funded, no incentive payments will be made regardless of achievement of the other corporate goals or individual goals. If threshold EPS is met, the pool will be funded based on the final EPS results, which provides the funding level, and the achievement of the other goals. Each goal that is met will cause funding of the pool based on that goal’s weighting. The total incentive pool will be multiplied by the funding level determined by EPS results.

MICP Target Incentives: If the incentive pool is funded, 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 individual performance goals. Incentive opportunity is expressed as a percentage of eligible earnings for the plan year.

Individual Performance Goals: If the incentive pool is funded, a participant’s final award will be based on achievement of individual performance goals. For 2010, there are individual financial and execution goals for the CEO and other executive officers. Individual financial goals are weighted at 60%. The 2010 annual financial goals are to achieve Alliant Energy Corporation consolidated EPS from continuation operations of $2.60 for the CEO and CFO, and Utility EPS from continuing operations of $2.45 for all the named executive officers. All officers have a target to achieve cash flows from continuing operations of $625 million at utilities and SERVCO, excluding changes in sales of customer receivables, tax-effected pension contributions and net collateral held by or paid by the utilities and SERVCO, if applicable. The CEO has a financial goal related to RMT, Inc. Mr. Aller has a financial goal related to certain non-regulated operations. Execution goals weighted at 40% include various accomplishments for customer satisfaction; diversity; safety; the WP&L and IP&L future rate cases; utility

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wind projects; utility advanced metering infrastructure projects; utility reliability standards; operational achievements; clean air compliance plan; environmental; strategic planning; succession planning; advocating to achieve manageable governmental outcomes; and cost control and other efficiency goals. These individual execution goals are weighted at 40%

Claw-back provision: The Company will seek reimbursement of excess incentive awards paid to executive officers under the MICP if the Company’s financial statements are the subject of a restatement due to gross negligence, intentional misconduct or fraud. This provision applies to incentive payments made within 12 months of the restatement.

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