District of Columbia 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 District of Columbia Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to provide competitive and attractive incentives to the company's officers based in the District of Columbia area. This plan aims to drive long-term performance, align executive interests with shareholders, and attract top talent to promote the company's growth in the region. This compensation plan offers various types of incentives to officers, including: 1. Performance Share Units (Plus): Under this component, officers are granted a certain number of pluses based on predefined performance criteria such as financial targets, customer satisfaction, or operational metrics. These Plus vest over a specified period, usually three to five years, and upon vesting, officers receive shares of the company's stock. 2. Stock Options: The plan also includes stock options, which provide officers the right to purchase company stock at a predetermined price, known as the exercise price. These options have a predetermined vesting schedule and an expiration date, incentivizing officers to drive the company's stock price growth over the long term. 3. Cash Bonuses: In addition to equity-based incentives, the plan may also offer cash bonuses tied to individual, team, or company performance targets. These bonuses can be awarded annually or on a more extended performance cycle, encouraging officers to meet and exceed their objectives. 4. Restricted Stock Units (RSS): RSS are another component of the long-term incentive plan, providing officers with a grant of company shares that will vest at a specified future date. Once vested, officers receive the shares outright and become the company's shareholders. The District of Columbia Officer Long Term Incentive Compensation Plan aims to motivate and retain top-level talent by rewarding executives for their long-term commitment and sustained performance. It ensures that the interests of the company's officers are closely aligned with those of the shareholders, fostering a culture of accountability and driving the company's success in the Southern California Edison Co. Please note that the specific details and structure of the District of Columbia Officer Long Term Incentive Compensation Plan may vary from year to year, as it is subject to periodic review and adjustment to adapt to changing market trends, regulatory requirements, and the company's strategic objectives.

The District of Columbia Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to provide competitive and attractive incentives to the company's officers based in the District of Columbia area. This plan aims to drive long-term performance, align executive interests with shareholders, and attract top talent to promote the company's growth in the region. This compensation plan offers various types of incentives to officers, including: 1. Performance Share Units (Plus): Under this component, officers are granted a certain number of pluses based on predefined performance criteria such as financial targets, customer satisfaction, or operational metrics. These Plus vest over a specified period, usually three to five years, and upon vesting, officers receive shares of the company's stock. 2. Stock Options: The plan also includes stock options, which provide officers the right to purchase company stock at a predetermined price, known as the exercise price. These options have a predetermined vesting schedule and an expiration date, incentivizing officers to drive the company's stock price growth over the long term. 3. Cash Bonuses: In addition to equity-based incentives, the plan may also offer cash bonuses tied to individual, team, or company performance targets. These bonuses can be awarded annually or on a more extended performance cycle, encouraging officers to meet and exceed their objectives. 4. Restricted Stock Units (RSS): RSS are another component of the long-term incentive plan, providing officers with a grant of company shares that will vest at a specified future date. Once vested, officers receive the shares outright and become the company's shareholders. The District of Columbia Officer Long Term Incentive Compensation Plan aims to motivate and retain top-level talent by rewarding executives for their long-term commitment and sustained performance. It ensures that the interests of the company's officers are closely aligned with those of the shareholders, fostering a culture of accountability and driving the company's success in the Southern California Edison Co. Please note that the specific details and structure of the District of Columbia Officer Long Term Incentive Compensation Plan may vary from year to year, as it is subject to periodic review and adjustment to adapt to changing market trends, regulatory requirements, and the company's strategic objectives.