New Hampshire 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 New Hampshire Officer Long Term Incentive Compensation Plan is an essential program offered by Southern California Edison Co. to reward and retain talented officers in the organization. This plan aims to provide long-term incentives that align with the company's objectives and ensure the officers' dedication to their roles. By offering additional compensation opportunities over an extended period, Southern California Edison Co. encourages its officers to contribute to the company's success and growth. In this lucrative plan, officers are granted various forms of compensation based on their performance and tenure. These incentives are designed to motivate officers to excel in their responsibilities and enhance the company's overall performance. The New Hampshire Officer Long Term Incentive Compensation Plan may include the following types: 1. Stock Options: Officers may be offered the opportunity to purchase company stocks at a predetermined price during a specified period. This encourages officers to invest in the company's growth while creating a long-term vested interest in Southern California Edison Co.'s success. 2. Restricted Stock Units (RSS): Officers may receive RSS, which represent a promise to deliver company shares at a future date. These units may vest over a specific period, incentivizing officers to remain with Southern California Edison Co. and effectively contribute to its performance. 3. Performance Shares: This component of the plan ties the officers' compensation directly to the achievement of predetermined performance targets. Officers may receive shares or cash bonuses based on the company's financial performance, operational milestones, or other key performance indicators. Performance shares align the officers' efforts with the company's goals, encouraging them to drive the organization towards success. 4. Performance Cash Bonuses: Apart from equity-based incentives, officers may also be eligible for cash bonuses based on their individual or team's performance. These bonuses may be determined by factors such as meeting specific business targets, accomplishing strategic initiatives, or contributing to the company's overall growth. 5. Long-Term Incentive Cash Plans: Some variations of the New Hampshire Officer Long Term Incentive Compensation Plan may also include cash-based incentives that are paid out over an extended period. These cash plans provide officers with additional financial rewards that are contingent upon their continued employment with Southern California Edison Co. It is important to note that the exact structure and components of the New Hampshire Officer Long Term Incentive Compensation Plan may vary based on executive agreements, performance objectives, and prevailing market conditions. Furthermore, the plan may be subject to periodic revisions to maintain competitiveness and align with the company's evolving strategies. Overall, the New Hampshire Officer Long Term Incentive Compensation Plan is an integral part of Southern California Edison Co.'s commitment to attracting, motivating, and retaining top-tier talent. By offering a robust package of incentives, the company aims to foster a high-performance culture that drives innovation and sustainable growth in the highly competitive energy industry.

The New Hampshire Officer Long Term Incentive Compensation Plan is an essential program offered by Southern California Edison Co. to reward and retain talented officers in the organization. This plan aims to provide long-term incentives that align with the company's objectives and ensure the officers' dedication to their roles. By offering additional compensation opportunities over an extended period, Southern California Edison Co. encourages its officers to contribute to the company's success and growth. In this lucrative plan, officers are granted various forms of compensation based on their performance and tenure. These incentives are designed to motivate officers to excel in their responsibilities and enhance the company's overall performance. The New Hampshire Officer Long Term Incentive Compensation Plan may include the following types: 1. Stock Options: Officers may be offered the opportunity to purchase company stocks at a predetermined price during a specified period. This encourages officers to invest in the company's growth while creating a long-term vested interest in Southern California Edison Co.'s success. 2. Restricted Stock Units (RSS): Officers may receive RSS, which represent a promise to deliver company shares at a future date. These units may vest over a specific period, incentivizing officers to remain with Southern California Edison Co. and effectively contribute to its performance. 3. Performance Shares: This component of the plan ties the officers' compensation directly to the achievement of predetermined performance targets. Officers may receive shares or cash bonuses based on the company's financial performance, operational milestones, or other key performance indicators. Performance shares align the officers' efforts with the company's goals, encouraging them to drive the organization towards success. 4. Performance Cash Bonuses: Apart from equity-based incentives, officers may also be eligible for cash bonuses based on their individual or team's performance. These bonuses may be determined by factors such as meeting specific business targets, accomplishing strategic initiatives, or contributing to the company's overall growth. 5. Long-Term Incentive Cash Plans: Some variations of the New Hampshire Officer Long Term Incentive Compensation Plan may also include cash-based incentives that are paid out over an extended period. These cash plans provide officers with additional financial rewards that are contingent upon their continued employment with Southern California Edison Co. It is important to note that the exact structure and components of the New Hampshire Officer Long Term Incentive Compensation Plan may vary based on executive agreements, performance objectives, and prevailing market conditions. Furthermore, the plan may be subject to periodic revisions to maintain competitiveness and align with the company's evolving strategies. Overall, the New Hampshire Officer Long Term Incentive Compensation Plan is an integral part of Southern California Edison Co.'s commitment to attracting, motivating, and retaining top-tier talent. By offering a robust package of incentives, the company aims to foster a high-performance culture that drives innovation and sustainable growth in the highly competitive energy industry.