Mississippi 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 Mississippi Management Long Term Incentive Compensation Plan is a comprehensive program implemented by Suncorp, a leading energy company, to reward and motivate its management team in Mississippi. This plan aims to provide executives with significant long-term incentives that are directly tied to the company's performance and growth objectives. Under this compensation plan, eligible executives of Suncorp are offered a variety of performance-based incentives that are aimed at aligning their interests with the company's long-term success. These incentives are designed to drive performance improvement, promote shareholder value creation, and attract and retain top talent in the highly competitive energy industry. The Mississippi Management Long Term Incentive Compensation Plan is divided into several types, each tailored to meet specific objectives and goals. These include: 1. Stock Options: Executives are granted stock options that allow them to purchase a specific number of company shares at a predetermined price, also known as the exercise price. The options have a specified vesting period, typically spanning several years, which encourages executives to focus on long-term performance and value creation. 2. Restricted Stock Units (RSS): RSS are granted to executives as an additional form of compensation. RSS represents a promise to deliver a certain number of company shares in the future, subject to the fulfillment of predetermined performance conditions. These units provide executives with a sense of ownership and ensure their commitment to the long-term success of the company. 3. Performance Share Units (Plus): Plus are awarded based on the achievement of specified performance targets, such as total shareholder return, earnings per share growth, or operational efficiency. These units offer executives a direct link between their performance and the company's financial success, further incentivizing them to drive positive long-term outcomes. 4. Cash Bonuses: In addition to stock-based incentives, the plan may also include cash bonuses that are tied to predetermined performance metrics, such as revenue growth, cost reduction, or customer satisfaction. These bonuses provide executives with immediate financial rewards for achieving short-term goals, while still promoting long-term value creation. It is important to note that the specific structure and elements of the Mississippi Management Long Term Incentive Compensation Plan may vary over time, reflecting changing business conditions and regulatory requirements. However, the core objective of this program remains consistent — to attract, retain, and motivate talented executives who can contribute to the sustained growth and success of Suncorp in Mississippi.

The Mississippi Management Long Term Incentive Compensation Plan is a comprehensive program implemented by Suncorp, a leading energy company, to reward and motivate its management team in Mississippi. This plan aims to provide executives with significant long-term incentives that are directly tied to the company's performance and growth objectives. Under this compensation plan, eligible executives of Suncorp are offered a variety of performance-based incentives that are aimed at aligning their interests with the company's long-term success. These incentives are designed to drive performance improvement, promote shareholder value creation, and attract and retain top talent in the highly competitive energy industry. The Mississippi Management Long Term Incentive Compensation Plan is divided into several types, each tailored to meet specific objectives and goals. These include: 1. Stock Options: Executives are granted stock options that allow them to purchase a specific number of company shares at a predetermined price, also known as the exercise price. The options have a specified vesting period, typically spanning several years, which encourages executives to focus on long-term performance and value creation. 2. Restricted Stock Units (RSS): RSS are granted to executives as an additional form of compensation. RSS represents a promise to deliver a certain number of company shares in the future, subject to the fulfillment of predetermined performance conditions. These units provide executives with a sense of ownership and ensure their commitment to the long-term success of the company. 3. Performance Share Units (Plus): Plus are awarded based on the achievement of specified performance targets, such as total shareholder return, earnings per share growth, or operational efficiency. These units offer executives a direct link between their performance and the company's financial success, further incentivizing them to drive positive long-term outcomes. 4. Cash Bonuses: In addition to stock-based incentives, the plan may also include cash bonuses that are tied to predetermined performance metrics, such as revenue growth, cost reduction, or customer satisfaction. These bonuses provide executives with immediate financial rewards for achieving short-term goals, while still promoting long-term value creation. It is important to note that the specific structure and elements of the Mississippi Management Long Term Incentive Compensation Plan may vary over time, reflecting changing business conditions and regulatory requirements. However, the core objective of this program remains consistent — to attract, retain, and motivate talented executives who can contribute to the sustained growth and success of Suncorp in Mississippi.