Guam Long Term Incentive Compensation Plan of A.M. Castle and Co.

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• Control #: US-CC-20-181
• Format: Word; Rich Text

Description

20-181 20-181 . . . Long Term Incentive Compensation Plan under which Human Resources Committee designates employees who will be participants in Plan and establishes Maximum Award Percentage with respect to each participant for each three year performance cycle. Each participant is entitled to a Performance Award if annual compounded total return (based upon stock appreciation and deemed reinvestment of dividends) on corporation common stock for that performance cycle equals or exceeds 1.5% plus annual compounded total return on common stock of Standard & Poor's 500 Industrials for such period. A participant's Performance Award for a performance cycle is amount equal to product of (a) participant's base salary multiplied by (b) his Maximum Award Percentage multiplied by (c) applicable Attainment Percentage for that performance cycle The Guam Long Term Incentive Compensation Plan of A.M. Castle and Co. is a comprehensive rewards program designed to motivate and retain key employees of the company while aligning their interests with the long-term goals and objectives of the organization. This plan focuses on providing an attractive and competitive package of incentives that go beyond standard compensation and benefits, enhancing employee engagement and loyalty. Under the Guam Long Term Incentive Compensation Plan, eligible employees receive a combination of cash and stock-based rewards, which are directly linked to the company's financial performance and the achievement of predefined targets. By establishing this connection, A.M. Castle and Co. aims to foster a performance-driven culture and drive sustainable growth. There are several types of Guam Long Term Incentive Compensation Plans offered by A.M. Castle and Co., each with its own unique features: 1. Performance Share Units (Plus): These grants are tied to specific performance goals set by the company and are typically distributed annually. Plus offer employees the opportunity to earn additional shares or cash based on how well the company performs against these goals. This ensures a direct correlation between an individual's efforts and the overall success of the company. 2. Restricted Stock Units (RSS): RSS are another type of equity-based compensation that provides employees with the right to receive a specified number of shares at a future date. These grants are typically subject to a vesting schedule, encouraging long-term loyalty and commitment. 3. Stock Options: A.M. Castle and Co. may also provide employees with stock options, granting them the right to purchase company shares at a predetermined price (the exercise price) within a specified timeframe. This allows employees to benefit from the potential appreciation of the company's stock value over time. To administer the Guam Long Term Incentive Compensation Plan effectively, A.M. Castle and Co. employs a rigorous evaluation process to determine the eligibility and award amounts for each participant. This evaluation considers various metrics, including individual performance, departmental achievements, and company-wide performance. Overall, the Guam Long Term Incentive Compensation Plan of A.M. Castle and Co. is an integral part of the company's strategy to attract and retain top talent while fostering a culture of performance and accountability. By aligning employee interests with corporate objectives through a comprehensive rewards system, the company aims to drive long-term value creation and ensure sustained success in the competitive market.

The Guam Long Term Incentive Compensation Plan of A.M. Castle and Co. is a comprehensive rewards program designed to motivate and retain key employees of the company while aligning their interests with the long-term goals and objectives of the organization. This plan focuses on providing an attractive and competitive package of incentives that go beyond standard compensation and benefits, enhancing employee engagement and loyalty. Under the Guam Long Term Incentive Compensation Plan, eligible employees receive a combination of cash and stock-based rewards, which are directly linked to the company's financial performance and the achievement of predefined targets. By establishing this connection, A.M. Castle and Co. aims to foster a performance-driven culture and drive sustainable growth. There are several types of Guam Long Term Incentive Compensation Plans offered by A.M. Castle and Co., each with its own unique features: 1. Performance Share Units (Plus): These grants are tied to specific performance goals set by the company and are typically distributed annually. Plus offer employees the opportunity to earn additional shares or cash based on how well the company performs against these goals. This ensures a direct correlation between an individual's efforts and the overall success of the company. 2. Restricted Stock Units (RSS): RSS are another type of equity-based compensation that provides employees with the right to receive a specified number of shares at a future date. These grants are typically subject to a vesting schedule, encouraging long-term loyalty and commitment. 3. Stock Options: A.M. Castle and Co. may also provide employees with stock options, granting them the right to purchase company shares at a predetermined price (the exercise price) within a specified timeframe. This allows employees to benefit from the potential appreciation of the company's stock value over time. To administer the Guam Long Term Incentive Compensation Plan effectively, A.M. Castle and Co. employs a rigorous evaluation process to determine the eligibility and award amounts for each participant. This evaluation considers various metrics, including individual performance, departmental achievements, and company-wide performance. Overall, the Guam Long Term Incentive Compensation Plan of A.M. Castle and Co. is an integral part of the company's strategy to attract and retain top talent while fostering a culture of performance and accountability. By aligning employee interests with corporate objectives through a comprehensive rewards system, the company aims to drive long-term value creation and ensure sustained success in the competitive market.