Mississippi 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 Mississippi Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to provide competitive compensation, retain top talent, and align the interests of key executives with the long-term success of the company. This plan consists of various types of incentives aimed at motivating and rewarding executives for their performance and contribution to the company's growth. Here are some key components of the plan: 1. Restricted Stock Units (RSS): One type of incentive included in the Mississippi Officer Long Term Incentive Compensation Plan is RSS. RSS grants certain executives the right to receive shares of Southern California Edison Co. common stock at a future date. These grants are typically based on individual and company performance metrics, and vest over a specific time period, encouraging executive tenure and commitment to long-term goals. 2. Performance Stock Units (Plus): Another component of the plan is Plus, which rewards executives with shares of the company's common stock based on predefined performance targets. These targets could include financial metrics, operational goals, or other strategic objectives. Plus ensure that executives are incentivized to achieve exceptional results that contribute to the company's overall success. 3. Stock Options: The plan may also include stock options, a form of long-term incentive compensation that grants executives the right to buy company stock at a predetermined price, known as the exercise price or strike price. Stock options typically have a vesting period and an expiration date, motivating executives to work towards increasing the company's stock price and shareholder value. 4. Cash-based Performance Awards: In addition to equity-based incentives, the plan may offer cash-based performance awards. These awards are tied to the achievement of specific performance goals and are typically paid out in cash rather than company stock. Cash-based performance awards provide executives with immediate financial benefits and can be a powerful motivator to drive high-performance outcomes. 5. Long-Term Performance Cash Awards: Some iterations of the plan may include long-term performance cash awards. These awards are typically based on the company's financial performance over an extended period, such as three or five years. Executives receive a cash payout if predetermined performance targets are met or exceeded. These awards promote sustained success by focusing on the company's long-term growth and profitability. 6. Clawback Provisions: To ensure accountability and align executives' interests with overall company performance, the plan may incorporate clawback provisions. These provisions allow the company to recapture previously awarded incentive compensation in certain circumstances, such as financial restatements or executive misconduct, safeguarding the plan's integrity and reinforcing a culture of ethical conduct. Overall, the Mississippi Officer Long Term Incentive Compensation Plan for Southern California Edison Co. aims to attract, retain, and motivate top executive talent through a well-rounded package of equity-based and cash-based incentives. The plan is designed to align the interests of executives with the long-term success of the company, driving performance, growth, and shareholder value.

The Mississippi Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to provide competitive compensation, retain top talent, and align the interests of key executives with the long-term success of the company. This plan consists of various types of incentives aimed at motivating and rewarding executives for their performance and contribution to the company's growth. Here are some key components of the plan: 1. Restricted Stock Units (RSS): One type of incentive included in the Mississippi Officer Long Term Incentive Compensation Plan is RSS. RSS grants certain executives the right to receive shares of Southern California Edison Co. common stock at a future date. These grants are typically based on individual and company performance metrics, and vest over a specific time period, encouraging executive tenure and commitment to long-term goals. 2. Performance Stock Units (Plus): Another component of the plan is Plus, which rewards executives with shares of the company's common stock based on predefined performance targets. These targets could include financial metrics, operational goals, or other strategic objectives. Plus ensure that executives are incentivized to achieve exceptional results that contribute to the company's overall success. 3. Stock Options: The plan may also include stock options, a form of long-term incentive compensation that grants executives the right to buy company stock at a predetermined price, known as the exercise price or strike price. Stock options typically have a vesting period and an expiration date, motivating executives to work towards increasing the company's stock price and shareholder value. 4. Cash-based Performance Awards: In addition to equity-based incentives, the plan may offer cash-based performance awards. These awards are tied to the achievement of specific performance goals and are typically paid out in cash rather than company stock. Cash-based performance awards provide executives with immediate financial benefits and can be a powerful motivator to drive high-performance outcomes. 5. Long-Term Performance Cash Awards: Some iterations of the plan may include long-term performance cash awards. These awards are typically based on the company's financial performance over an extended period, such as three or five years. Executives receive a cash payout if predetermined performance targets are met or exceeded. These awards promote sustained success by focusing on the company's long-term growth and profitability. 6. Clawback Provisions: To ensure accountability and align executives' interests with overall company performance, the plan may incorporate clawback provisions. These provisions allow the company to recapture previously awarded incentive compensation in certain circumstances, such as financial restatements or executive misconduct, safeguarding the plan's integrity and reinforcing a culture of ethical conduct. Overall, the Mississippi Officer Long Term Incentive Compensation Plan for Southern California Edison Co. aims to attract, retain, and motivate top executive talent through a well-rounded package of equity-based and cash-based incentives. The plan is designed to align the interests of executives with the long-term success of the company, driving performance, growth, and shareholder value.