Connecticut 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 Connecticut Officer Long Term Incentive Compensation Plan (CTO LTI) is a program designed for officers of Southern California Edison Co. (SHE) who are based in Connecticut. This plan serves as an important tool to align the interests of the officers with the long-term performance and success of the company. CTO LTI aims to motivate the officers to drive positive outcomes and contribute to the growth and profitability of SHE. Under CTO LTI, officers are provided with various incentive opportunities that are tied to predefined performance goals and objectives. These incentives can be earned over the long term, typically over a period of multiple years, encouraging a sustained focus on the company's objectives and strategic initiatives. The plan offers a range of compensation vehicles, such as stock options, stock appreciation rights (SARS), restricted stock units (RSS), and performance-based cash awards. These incentives are instrumental in attracting and retaining top talent within SHE's Connecticut officer group. They provide officers with an opportunity to share in the company's success while also enhancing their personal financial well-being. CTO LTI is structured in a manner that ensures transparency and fairness. Performance goals are carefully established, taking into consideration various factors such as financial performance, operational efficiency, customer satisfaction, and regulatory compliance. By aligning the incentives with these key performance indicators, the plan encourages officers to make significant contributions in these areas. It is important to note that the specific details of the CTO LTI may vary based on individual officer positions, tenure, and seniority within Southern California Edison Co. Different tiers or levels of officers may have distinct compensation structures and performance metrics. For instance, senior executives might have access to a more extensive range of incentives and potentially larger rewards compared to mid-level officers. In conclusion, the Connecticut Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to motivate and retain top-performing officers based in Connecticut. By aligning their interests with the long-term goals of the company, CTO LTI fosters a culture of excellence, accountability, and commitment within SHE's officer group.

The Connecticut Officer Long Term Incentive Compensation Plan (CTO LTI) is a program designed for officers of Southern California Edison Co. (SHE) who are based in Connecticut. This plan serves as an important tool to align the interests of the officers with the long-term performance and success of the company. CTO LTI aims to motivate the officers to drive positive outcomes and contribute to the growth and profitability of SHE. Under CTO LTI, officers are provided with various incentive opportunities that are tied to predefined performance goals and objectives. These incentives can be earned over the long term, typically over a period of multiple years, encouraging a sustained focus on the company's objectives and strategic initiatives. The plan offers a range of compensation vehicles, such as stock options, stock appreciation rights (SARS), restricted stock units (RSS), and performance-based cash awards. These incentives are instrumental in attracting and retaining top talent within SHE's Connecticut officer group. They provide officers with an opportunity to share in the company's success while also enhancing their personal financial well-being. CTO LTI is structured in a manner that ensures transparency and fairness. Performance goals are carefully established, taking into consideration various factors such as financial performance, operational efficiency, customer satisfaction, and regulatory compliance. By aligning the incentives with these key performance indicators, the plan encourages officers to make significant contributions in these areas. It is important to note that the specific details of the CTO LTI may vary based on individual officer positions, tenure, and seniority within Southern California Edison Co. Different tiers or levels of officers may have distinct compensation structures and performance metrics. For instance, senior executives might have access to a more extensive range of incentives and potentially larger rewards compared to mid-level officers. In conclusion, the Connecticut Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to motivate and retain top-performing officers based in Connecticut. By aligning their interests with the long-term goals of the company, CTO LTI fosters a culture of excellence, accountability, and commitment within SHE's officer group.