The California Officer Long Term Incentive Compensation Plan is a program developed by Southern California Edison Company (SHE) to provide long-term incentives to its officers in the state of California. This plan aims to reward and motivate officers for their long-term performance, contributions, and commitment to the company's success. Under this plan, officers are eligible to receive various forms of long-term incentives, which are designed to align their interests with the company's long-term goals and objectives. These incentives are typically tied to the company's financial performance, stock price, and other key performance indicators. The California Officer Long Term Incentive Compensation Plan offers a range of different incentives to participants in order to encourage long-term engagement, accountability, and driving value for shareholders. Some common types of incentives offered under this plan include: 1. Performance Share Units (Plus): Performance Share Units are awards granted to officers based on their performance against predefined goals and objectives. The number of Plus awarded to officers is determined by their performance relative to these goals, and officers receive a payout in shares of stock at the end of a specified performance period. 2. Stock Options: Stock options provide officers with the right to purchase company stock at a predetermined price, known as the exercise price. Officers can exercise these options after a specified vesting period, enabling them to benefit from any increase in the stock price. 3. Restricted Stock Units (RSS): Restricted Stock Units are awards that grant officers the right to receive shares of company stock at a future date. These units typically vest over a predetermined period, and officers receive the shares as they vest. 4. Cash-based Long Term Incentives: In addition to equity-based incentives, the plan may also offer cash-based incentives tied to the company's performance. These incentives may be in the form of cash bonuses or performance-related cash payments. It is important to note that the specific details and provisions of the California Officer Long Term Incentive Compensation Plan may vary based on individual officer contracts and the discretion of SHE's Board of Directors. This plan is subject to regulatory requirements and may be periodically updated or amended to reflect the company's evolving objectives and market conditions.
California Officer Long Term Incentive Compensation Plan for Southern California Edison Co.
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The estimated total pay for a Director at Southern California Edison is $253,348 per year.
Average Southern California Edison Manager yearly pay in the United States is approximately $117,344, which is 64% above the national average.
Incentive compensation is a form of variable compensation in which a salesperson's (or other employee's) earnings are directly tied to the amount of product they sell, the success of their team, or the organization's success.
Term Incentive Plan (LTIP) is a compensation program designed to reward employees based on their performance and contribution to an organization's longterm goals.
At Southern California Edison, the most compensated executive makes $652,000, annually, and the lowest compensated makes $65,000. Last updated months ago. Estimated salaries.
How much does a Vice President make at Southern California Edison in the United States? The estimated average pay for Vice President at this company in the United States is $136,420 per year, which is 8% below the national average.
Compensation by Company Name And TitleTotal CashTotal CompensationMaria Rigatti EIX EVP and CFOTotal Cash $1,493,685Total Compensation $3,423,066Steven D. Powell SCE President and CEOTotal Cash $1,241,175Total Compensation $2,791,218Caroline Choi EIX and SCE SVPTotal Cash $831,458Total Compensation $1,601,9992 more rows
An LTIP works by rewarding employees (usually senior employees) with cash or shares of company stock for meeting specific goals. The goals are usually long-term, running for 3-5 years to stimulate ongoing progress rather than a-few-months objectives.