Idaho Management Long Term Incentive Compensation Plan of of SCEcorp

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• Control #: US-CC-18-268B
• Format: Word; Rich Text

Description

18-268B 18-268B . . . Management 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 Idaho Management Long Term Incentive Compensation Plan of Suncorp is a comprehensive incentive program designed to reward and retain key executives and managers within the organization, while promoting long-term performance and growth. This plan is specifically tailored for managers and executives based in the state of Idaho who are employed by Suncorp. The plan utilizes various long-term incentive compensation structures such as stock options, restricted stock units (RSS), performance shares, and cash bonuses, all aimed at aligning the interests of management with the overall success of the company. Each structure has its own unique conditions and requirements, creating a diverse and tailored approach to incentivizing long-term performance. Under the stock options component of the plan, eligible managers and executives are granted the opportunity to purchase Suncorp's common stock at a predetermined price and within a specific timeframe. This allows them to benefit from any potential increase in the company's stock price over time. RSS, on the other hand, provides eligible participants with actual shares of Suncorp's common stock, which vest over a specified period. Once vested, the individual can sell those shares or hold onto them to benefit from potential future appreciation. Performance shares are another key element of the plan, in which participants receive a certain number of shares contingent upon meeting predetermined performance goals. These goals are typically financial or operational metrics designed to drive the company's growth and success. In addition to equity-based incentives, the plan may also include cash bonuses, which are granted based on the achievement of specific milestones or overall company performance. These bonuses serve as an additional motivating factor for managers and executives to strive for exceptional results. It's important to note that the precise terms and conditions of the Idaho Management Long Term Incentive Compensation Plan may vary based on different levels within the organization and specific roles. These variations ensure that the program remains fair and equitable for all employees, while still recognizing the varying contributions and responsibilities of different positions. Overall, the Idaho Management Long Term Incentive Compensation Plan of Suncorp is a robust and comprehensive program that aims to attract, retain, and motivate top talent within the organization. By combining various forms of long-term incentives, this plan aligns the interests of management with the overall success of Suncorp, ultimately driving sustained growth and shareholder value.

The Idaho Management Long Term Incentive Compensation Plan of Suncorp is a comprehensive incentive program designed to reward and retain key executives and managers within the organization, while promoting long-term performance and growth. This plan is specifically tailored for managers and executives based in the state of Idaho who are employed by Suncorp. The plan utilizes various long-term incentive compensation structures such as stock options, restricted stock units (RSS), performance shares, and cash bonuses, all aimed at aligning the interests of management with the overall success of the company. Each structure has its own unique conditions and requirements, creating a diverse and tailored approach to incentivizing long-term performance. Under the stock options component of the plan, eligible managers and executives are granted the opportunity to purchase Suncorp's common stock at a predetermined price and within a specific timeframe. This allows them to benefit from any potential increase in the company's stock price over time. RSS, on the other hand, provides eligible participants with actual shares of Suncorp's common stock, which vest over a specified period. Once vested, the individual can sell those shares or hold onto them to benefit from potential future appreciation. Performance shares are another key element of the plan, in which participants receive a certain number of shares contingent upon meeting predetermined performance goals. These goals are typically financial or operational metrics designed to drive the company's growth and success. In addition to equity-based incentives, the plan may also include cash bonuses, which are granted based on the achievement of specific milestones or overall company performance. These bonuses serve as an additional motivating factor for managers and executives to strive for exceptional results. It's important to note that the precise terms and conditions of the Idaho Management Long Term Incentive Compensation Plan may vary based on different levels within the organization and specific roles. These variations ensure that the program remains fair and equitable for all employees, while still recognizing the varying contributions and responsibilities of different positions. Overall, the Idaho Management Long Term Incentive Compensation Plan of Suncorp is a robust and comprehensive program that aims to attract, retain, and motivate top talent within the organization. By combining various forms of long-term incentives, this plan aligns the interests of management with the overall success of Suncorp, ultimately driving sustained growth and shareholder value.