Indiana 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 Indiana Officer Long-Term Incentive Compensation Plan is a program introduced by Southern California Edison Co. (SHE) to reward and retain its top-performing officers through long-term incentives. This plan is designed to incentivize and motivate Indiana-based officers by providing them with attractive compensation packages tailored to their performance and contributions to the company's success. The Indiana Officer Long-Term Incentive Compensation Plan includes various components that aim to align the interests of the officers with those of the company's shareholders. One of the key features of this plan is the allocation of equity-based awards, such as stock options or restricted stock units (RSS). These awards are granted to officers based on predetermined performance criteria and vest over a specified timeframe, encouraging long-term commitment and sustained performance. Another component of the Indiana Officer Long-Term Incentive Compensation Plan is the use of performance-based cash bonuses. These bonuses are granted to officers if they achieve specific performance targets, such as financial objectives, operational goals, or strategic milestones. By linking compensation directly to performance, SHE aims to drive Indiana officers towards enhancing overall company performance and creating value for shareholders. Additionally, the Indiana Officer Long-Term Incentive Compensation Plan may incorporate a retention component. This can manifest as retention bonuses or special awards given to officers who stay with the company for a specific period, reinforcing their commitment to SHE and promoting stability within the organization. It's important to note that the Indiana Officer Long-Term Incentive Compensation Plan may have different variations or structures based on individual circumstances, objectives, and performance metrics. The plan may be customized for different officer levels, such as executive officers, senior vice presidents, or other key leadership positions within SHE. The specific design and components of the plan may also be subject to regulatory requirements and shareholder approval. In conclusion, the Indiana Officer Long-Term Incentive Compensation Plan implemented by Southern California Edison Co. is a comprehensive program that rewards and retains Indiana-based officers through various long-term incentives, including equity-based awards, performance-based cash bonuses, and retention components. By aligning officer compensation with company performance and shareholder interests, SHE aims to drive long-term success and enhance the value it delivers to stakeholders.

The Indiana Officer Long-Term Incentive Compensation Plan is a program introduced by Southern California Edison Co. (SHE) to reward and retain its top-performing officers through long-term incentives. This plan is designed to incentivize and motivate Indiana-based officers by providing them with attractive compensation packages tailored to their performance and contributions to the company's success. The Indiana Officer Long-Term Incentive Compensation Plan includes various components that aim to align the interests of the officers with those of the company's shareholders. One of the key features of this plan is the allocation of equity-based awards, such as stock options or restricted stock units (RSS). These awards are granted to officers based on predetermined performance criteria and vest over a specified timeframe, encouraging long-term commitment and sustained performance. Another component of the Indiana Officer Long-Term Incentive Compensation Plan is the use of performance-based cash bonuses. These bonuses are granted to officers if they achieve specific performance targets, such as financial objectives, operational goals, or strategic milestones. By linking compensation directly to performance, SHE aims to drive Indiana officers towards enhancing overall company performance and creating value for shareholders. Additionally, the Indiana Officer Long-Term Incentive Compensation Plan may incorporate a retention component. This can manifest as retention bonuses or special awards given to officers who stay with the company for a specific period, reinforcing their commitment to SHE and promoting stability within the organization. It's important to note that the Indiana Officer Long-Term Incentive Compensation Plan may have different variations or structures based on individual circumstances, objectives, and performance metrics. The plan may be customized for different officer levels, such as executive officers, senior vice presidents, or other key leadership positions within SHE. The specific design and components of the plan may also be subject to regulatory requirements and shareholder approval. In conclusion, the Indiana Officer Long-Term Incentive Compensation Plan implemented by Southern California Edison Co. is a comprehensive program that rewards and retains Indiana-based officers through various long-term incentives, including equity-based awards, performance-based cash bonuses, and retention components. By aligning officer compensation with company performance and shareholder interests, SHE aims to drive long-term success and enhance the value it delivers to stakeholders.