Iowa 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 Iowa Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive and well-structured compensation program designed to attract and retain top talent within the organization, particularly for officers based in Iowa. This performance-based incentive plan aims to align executives' interests with the long-term goals and success of the company. Keywords: Iowa Officer Long Term Incentive Compensation Plan, Southern California Edison Co., officers, long-term, incentive, compensation program, talent, performance-based, goals, success. This compensation plan offers various types of incentives to motivate and reward officers for their exceptional contributions and dedication to the company. Below are the different types of plans offered within the Iowa Officer Long Term Incentive Compensation Plan for Southern California Edison Co.: 1. Performance Share Units (Plus): This component of the plan grants officers a specific number of share units based on pre-established performance criteria. As officers achieve or exceed performance goals, these Plus translate into actual shares of the company's stock, further aligning their interests with the shareholders and overall company performance. 2. Restricted Stock Units (RSS): Under this plan, officers receive a predetermined number of RSS that vest over a specified period, often subject to performance and time-based conditions. Upon vesting, officers obtain ownership of the shares, allowing them to benefit from any appreciation in the company's stock price. 3. Stock Options: This component grants officers the right to purchase a specific number of company shares at a predetermined price within a specified time frame. As officers exercise their options, they can capitalize on any increase in the company's stock value. 4. Performance Cash Awards: In addition to equity-based incentives, officers may have the opportunity to earn performance-based cash awards. These awards are typically tied to achieving predefined financial or operational targets. 5. Deferred Compensation: This plan allows officers to defer a portion of their annual compensation into a separate account, typically invested in various investment options. The deferred amounts may grow tax-deferred until a future distribution upon retirement, separation from the company, or according to the plan's terms. Overall, the Iowa Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a robust package that combines equity-based rewards, cash incentives, and deferred compensation options. This comprehensive program serves as a powerful tool to attract, retain, and motivate top-tier officers in Iowa, contributing to the company's long-term growth and success.

The Iowa Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive and well-structured compensation program designed to attract and retain top talent within the organization, particularly for officers based in Iowa. This performance-based incentive plan aims to align executives' interests with the long-term goals and success of the company. Keywords: Iowa Officer Long Term Incentive Compensation Plan, Southern California Edison Co., officers, long-term, incentive, compensation program, talent, performance-based, goals, success. This compensation plan offers various types of incentives to motivate and reward officers for their exceptional contributions and dedication to the company. Below are the different types of plans offered within the Iowa Officer Long Term Incentive Compensation Plan for Southern California Edison Co.: 1. Performance Share Units (Plus): This component of the plan grants officers a specific number of share units based on pre-established performance criteria. As officers achieve or exceed performance goals, these Plus translate into actual shares of the company's stock, further aligning their interests with the shareholders and overall company performance. 2. Restricted Stock Units (RSS): Under this plan, officers receive a predetermined number of RSS that vest over a specified period, often subject to performance and time-based conditions. Upon vesting, officers obtain ownership of the shares, allowing them to benefit from any appreciation in the company's stock price. 3. Stock Options: This component grants officers the right to purchase a specific number of company shares at a predetermined price within a specified time frame. As officers exercise their options, they can capitalize on any increase in the company's stock value. 4. Performance Cash Awards: In addition to equity-based incentives, officers may have the opportunity to earn performance-based cash awards. These awards are typically tied to achieving predefined financial or operational targets. 5. Deferred Compensation: This plan allows officers to defer a portion of their annual compensation into a separate account, typically invested in various investment options. The deferred amounts may grow tax-deferred until a future distribution upon retirement, separation from the company, or according to the plan's terms. Overall, the Iowa Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a robust package that combines equity-based rewards, cash incentives, and deferred compensation options. This comprehensive program serves as a powerful tool to attract, retain, and motivate top-tier officers in Iowa, contributing to the company's long-term growth and success.