Delaware 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 Delaware Officer Long Term Incentive Compensation Plan is a program offered by Southern California Edison Co. (SHE) to attract and retain talented executives in the company. This plan provides senior officers with incentives to achieve long-term strategic objectives and enhance shareholder value. With a focus on performance-driven compensation, it ensures that executives are rewarded for their contributions and align their interests with those of the company and its shareholders. Under this plan, eligible officers in Delaware receive a combination of cash and equity-based compensation over a defined performance period. The plan is designed to motivate and retain key personnel by offering competitive rewards based on predefined performance criteria. The plan typically includes a variety of performance indicators and targets, such as financial goals, operating metrics, and individual performance objectives. These targets may vary depending on the executive's role and responsibilities within the organization. Performance metrics are often tied to the company's overall performance, such as revenue growth, cost management, customer satisfaction, and other key performance indicators. The compensation elements of the Delaware Officer Long Term Incentive Compensation Plan include: 1. Restricted Stock Units (RSS): SHE grants RSS, which are a form of equity-based compensation, to eligible officers. These units vest over a specific period, subject to certain performance and service conditions. Participants receive shares of SHE stock upon vesting, often tying their financial interests to the company's performance and stock price. 2. Performance Shares: In addition to RSS, eligible officers may receive performance shares based on achieving specific performance targets. These shares are granted at the beginning of a performance period and will only vest if the targets are met. Performance shares often provide executives with a larger equity stake in the company. 3. Cash Incentive Awards: Alongside equity-based compensation, the plan may offer cash incentive awards tied to the achievement of predetermined performance goals. Cash awards are typically granted upon the successful completion of a performance period and may be subject to clawback provisions if subsequent performance falters. It's worth noting that while the specifics of the Delaware Officer Long Term Incentive Compensation Plan may vary over time, the underlying objective remains the same — to attract, motivate, and retain top talent within SHE's executive ranks. This plan reflects the company's commitment to aligning executive compensation with long-term shareholder value creation and maintaining a competitive advantage in the industry. Keywords: Delaware Officer Long Term Incentive Compensation Plan, Southern California Edison Co., executives, performance-driven compensation, long-term strategic objectives, shareholder value, cash and equity-based compensation, performance metrics, restricted stock units, RSS, performance shares, cash incentive awards, financial goals, operating metrics, individual performance objectives, performance targets, vesting, clawback provisions, talent retention, competitive advantage.

The Delaware Officer Long Term Incentive Compensation Plan is a program offered by Southern California Edison Co. (SHE) to attract and retain talented executives in the company. This plan provides senior officers with incentives to achieve long-term strategic objectives and enhance shareholder value. With a focus on performance-driven compensation, it ensures that executives are rewarded for their contributions and align their interests with those of the company and its shareholders. Under this plan, eligible officers in Delaware receive a combination of cash and equity-based compensation over a defined performance period. The plan is designed to motivate and retain key personnel by offering competitive rewards based on predefined performance criteria. The plan typically includes a variety of performance indicators and targets, such as financial goals, operating metrics, and individual performance objectives. These targets may vary depending on the executive's role and responsibilities within the organization. Performance metrics are often tied to the company's overall performance, such as revenue growth, cost management, customer satisfaction, and other key performance indicators. The compensation elements of the Delaware Officer Long Term Incentive Compensation Plan include: 1. Restricted Stock Units (RSS): SHE grants RSS, which are a form of equity-based compensation, to eligible officers. These units vest over a specific period, subject to certain performance and service conditions. Participants receive shares of SHE stock upon vesting, often tying their financial interests to the company's performance and stock price. 2. Performance Shares: In addition to RSS, eligible officers may receive performance shares based on achieving specific performance targets. These shares are granted at the beginning of a performance period and will only vest if the targets are met. Performance shares often provide executives with a larger equity stake in the company. 3. Cash Incentive Awards: Alongside equity-based compensation, the plan may offer cash incentive awards tied to the achievement of predetermined performance goals. Cash awards are typically granted upon the successful completion of a performance period and may be subject to clawback provisions if subsequent performance falters. It's worth noting that while the specifics of the Delaware Officer Long Term Incentive Compensation Plan may vary over time, the underlying objective remains the same — to attract, motivate, and retain top talent within SHE's executive ranks. This plan reflects the company's commitment to aligning executive compensation with long-term shareholder value creation and maintaining a competitive advantage in the industry. Keywords: Delaware Officer Long Term Incentive Compensation Plan, Southern California Edison Co., executives, performance-driven compensation, long-term strategic objectives, shareholder value, cash and equity-based compensation, performance metrics, restricted stock units, RSS, performance shares, cash incentive awards, financial goals, operating metrics, individual performance objectives, performance targets, vesting, clawback provisions, talent retention, competitive advantage.