Colorado Officer Long Term Incentive Compensation Plan for Southern California Edison Co.

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• Control #: US-CC-18-266C
• Format: Word; Rich Text

Description

18-266C 18-266C . . . Officer Long Term Incentive Compensation Plan under which compensation committee can grant (i) stock appreciation equivalents (hypothetical stock "units" which are granted to participant and upon which value of any incentive award is calculated), (ii) dividend equivalents (which represent value of dividends per share paid by corporation, calculated upon stock or stock units held by participant and which, if objectives set by committee are met, are paid to participant), (iii) Non-qualified Stock Options, (iv) incentive stock options, (v) restricted stock, (vi) stock appreciation rights, and (vii) performance awards The Colorado Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive compensation package designed to attract and retain talented individuals in leadership positions within the company. This plan is specifically formulated for officers located in Colorado and offers an array of incentives and benefits to reward their long-term commitment and contributions to the company's success. The primary goal of this compensation plan is to align the interests of the officers with the long-term interests of shareholders and to drive superior performance. It consists of various components that are carefully structured to motivate, retain, and attract top talent. These components may vary based on the officer's position and level of responsibility within the organization. The Colorado Officer Long Term Incentive Compensation Plan typically includes: 1. Stock Options: Officers may be granted stock options, which allow them to purchase shares of Southern California Edison Co. at a predetermined price, also known as the exercise price. This gives the officers an opportunity to benefit from the company's growth and stock performance over time. 2. Restricted Stock Units (RSS): RSS are another common element of the compensation plan. Officers may be granted the right to receive a specified number of shares or their cash equivalent after a vesting period. The vesting schedule ensures that officers are incentivized to stay with the company for an extended period. 3. Performance-Based Cash Incentives: To reinforce the company's performance goals, officers may also be eligible for performance-based cash incentives. These incentives are awarded based on the achievement of predetermined performance targets, such as financial metrics, operational excellence, or strategic milestones. 4. Retention Awards: To ensure long-term loyalty, the compensation plan may include retention awards. These awards are provided to officers who stay with the company for a specified period, acting as an additional incentive to retain their expertise and leadership. 5. Deferred Compensation: An option for officers may be to defer a portion of their compensation to a future date. This deferred compensation component allows officers to defer taxes on their income while also providing a vehicle for additional savings and investment opportunities. It's important to note that the specific terms and conditions of the Colorado Officer Long Term Incentive Compensation Plan can vary from year to year and may be subject to approval by the company's board of directors or compensation committee. It is advisable for officers to review the plan document or consult with the company's HR department for a detailed understanding of the plan's terms, eligibility criteria, and any additional provisions or variations that may exist.

The Colorado Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive compensation package designed to attract and retain talented individuals in leadership positions within the company. This plan is specifically formulated for officers located in Colorado and offers an array of incentives and benefits to reward their long-term commitment and contributions to the company's success. The primary goal of this compensation plan is to align the interests of the officers with the long-term interests of shareholders and to drive superior performance. It consists of various components that are carefully structured to motivate, retain, and attract top talent. These components may vary based on the officer's position and level of responsibility within the organization. The Colorado Officer Long Term Incentive Compensation Plan typically includes: 1. Stock Options: Officers may be granted stock options, which allow them to purchase shares of Southern California Edison Co. at a predetermined price, also known as the exercise price. This gives the officers an opportunity to benefit from the company's growth and stock performance over time. 2. Restricted Stock Units (RSS): RSS are another common element of the compensation plan. Officers may be granted the right to receive a specified number of shares or their cash equivalent after a vesting period. The vesting schedule ensures that officers are incentivized to stay with the company for an extended period. 3. Performance-Based Cash Incentives: To reinforce the company's performance goals, officers may also be eligible for performance-based cash incentives. These incentives are awarded based on the achievement of predetermined performance targets, such as financial metrics, operational excellence, or strategic milestones. 4. Retention Awards: To ensure long-term loyalty, the compensation plan may include retention awards. These awards are provided to officers who stay with the company for a specified period, acting as an additional incentive to retain their expertise and leadership. 5. Deferred Compensation: An option for officers may be to defer a portion of their compensation to a future date. This deferred compensation component allows officers to defer taxes on their income while also providing a vehicle for additional savings and investment opportunities. It's important to note that the specific terms and conditions of the Colorado Officer Long Term Incentive Compensation Plan can vary from year to year and may be subject to approval by the company's board of directors or compensation committee. It is advisable for officers to review the plan document or consult with the company's HR department for a detailed understanding of the plan's terms, eligibility criteria, and any additional provisions or variations that may exist.