New Mexico 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 Mexico Officer Long-Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to reward and retain talented officers in the company's operations in New Mexico. This compensation plan ensures that key personnel are incentivized to stay with the company for an extended period, thereby contributing to its long-term success. The New Mexico Officer Long-Term Incentive Compensation Plan includes various components and structure, all aimed at motivating and rewarding officers. These components may include: 1. Performance-Based Stock Grants: Officers may receive performance-based stock grants, which are awarded based on pre-determined performance goals and objectives. These grants provide officers with an opportunity to earn additional company stock based on their individual and/or team performance. 2. Restricted Stock Units: The plan may also include restricted stock units (RSS) that vest over a specific period. RSS are granted to officers as part of their compensation package and, upon vesting, entitle them to shares of company stock. This motivates officers to work towards long-term goals and boosts their commitment to the organization. 3. Cash Bonus Payouts: In addition to stock-based incentives, the plan may offer cash bonus payouts to officers who meet or exceed their performance targets. These bonuses provide immediate monetary rewards for exceptional achievements and serve to recognize officers' contributions to the company's growth. 4. Deferred Compensation Options: To further encourage officer retention, the plan could provide deferred compensation options where a portion of their earnings is deferred to a future date. This deferred amount could accrue interest or be invested in selected vehicles, giving officers a sense of ownership in the company's future success. It's worth noting that Southern California Edison Co. may have different variations of the New Mexico Officer Long-Term Incentive Compensation Plan tailored to different officer positions or levels within the New Mexico operations. These variations could entail differing levels of incentives, performance metrics, or eligibility criteria. However, the overall objective remains the same — to provide officers with attractive long-term incentives to enhance their dedication, performance, and loyalty to the organization. In summary, the New Mexico Officer Long-Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive rewards program aimed at motivating officers in New Mexico's operations. It includes performance-based stock grants, restricted stock units, cash bonus payouts, and deferred compensation options. The plan's flexibility allows for customization based on officer positions, ensuring a fair and effective incentive structure for retaining and rewarding key talent in the organization.

The New Mexico Officer Long-Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to reward and retain talented officers in the company's operations in New Mexico. This compensation plan ensures that key personnel are incentivized to stay with the company for an extended period, thereby contributing to its long-term success. The New Mexico Officer Long-Term Incentive Compensation Plan includes various components and structure, all aimed at motivating and rewarding officers. These components may include: 1. Performance-Based Stock Grants: Officers may receive performance-based stock grants, which are awarded based on pre-determined performance goals and objectives. These grants provide officers with an opportunity to earn additional company stock based on their individual and/or team performance. 2. Restricted Stock Units: The plan may also include restricted stock units (RSS) that vest over a specific period. RSS are granted to officers as part of their compensation package and, upon vesting, entitle them to shares of company stock. This motivates officers to work towards long-term goals and boosts their commitment to the organization. 3. Cash Bonus Payouts: In addition to stock-based incentives, the plan may offer cash bonus payouts to officers who meet or exceed their performance targets. These bonuses provide immediate monetary rewards for exceptional achievements and serve to recognize officers' contributions to the company's growth. 4. Deferred Compensation Options: To further encourage officer retention, the plan could provide deferred compensation options where a portion of their earnings is deferred to a future date. This deferred amount could accrue interest or be invested in selected vehicles, giving officers a sense of ownership in the company's future success. It's worth noting that Southern California Edison Co. may have different variations of the New Mexico Officer Long-Term Incentive Compensation Plan tailored to different officer positions or levels within the New Mexico operations. These variations could entail differing levels of incentives, performance metrics, or eligibility criteria. However, the overall objective remains the same — to provide officers with attractive long-term incentives to enhance their dedication, performance, and loyalty to the organization. In summary, the New Mexico Officer Long-Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive rewards program aimed at motivating officers in New Mexico's operations. It includes performance-based stock grants, restricted stock units, cash bonus payouts, and deferred compensation options. The plan's flexibility allows for customization based on officer positions, ensuring a fair and effective incentive structure for retaining and rewarding key talent in the organization.