The New Mexico Long-Term Incentive Compensation Plan of A.M. Castle and Co. is a comprehensive compensation program designed to motivate and reward employees for their long-term commitment and contributions towards the growth and success of the company. This plan is specifically tailored to honor employees based in New Mexico and encourage their retention within the organization. The New Mexico Long-Term Incentive Compensation Plan consists of various types of incentives, each serving a specific purpose and performance objective. These incentives are as follows: 1. Stock Options: This type of incentive grants eligible employees the right to purchase company stock at a predetermined price, known as the exercise price, over a specified period. Stock options provide an opportunity for employees to participate in the company's success and benefit from the appreciation of the stock value. 2. Restricted Stock Units (RSS): RSS are awards that entitle employees to receive shares of company stock at a future date. These awards usually vest over time or upon achieving certain performance milestones. RSS provides a sense of ownership and align the interests of employees with those of shareholders. 3. Performance Shares: Under this incentive, employees are given shares of company stock, subject to future performance criteria. The number of shares received depends on predetermined performance targets such as revenue growth, profitability, or other financial metrics. Performance shares align employee efforts with overall organizational goals. 4. Cash Bonuses: In addition to stock-based incentives, the New Mexico Long-Term Incentive Compensation Plan may also include cash bonuses. These bonuses can be awarded based on various factors, such as individual performance, team achievements, or company-wide success. Cash bonuses serve as a tangible recognition of outstanding contributions. The New Mexico Long-Term Incentive Compensation Plan is designed to retain and motivate highly skilled employees by linking their compensation to the long-term performance and success of A.M. Castle and Co. Furthermore, this plan fosters a sense of loyalty, encourages employee investment in the company's growth, and helps attract and retain top talent in New Mexico. This description highlights the various types of incentives included in the New Mexico Long-Term Incentive Compensation Plan of A.M. Castle and Co., incorporating relevant keywords such as long-term compensation, stock options, restricted stock units, performance shares, cash bonuses, retention, motivation, loyalty, investment, and talent attraction.
New Mexico Long Term Incentive Compensation Plan of A.M. Castle and Co.
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Short-Term Incentive Plan. The objective of an STIP is to reward key employees for their individual contribution for achieving the company's short-term business strategies and goals set by the compensation committee to increase the company's profitability.
LTI compensation is Long Term Incentive compensation, a form of variable compensation that an employee earns in the present but which payment comes later and is normally spread out over time.
Long-term incentives, or LTI as they're often called, are a valuable part of a total compensation package both for delivering rewards and focusing employees on desired future outcomes and objectives.
Every employer has their own qualifications as to how an employee becomes eligible for the LTIP. Generally all employees are eligible to receive the benefits after three to five years as long as they meet the performance goals specified by the company.
Incentive compensation is a form of variable compensation in which a salesperson's (or other employee's) earnings are directly tied to the amount of product they sell, the success of their team, or the organization's success.
Long-Term Incentives (LTIs) are a form of variable compensation that is earned in the present but whose payment is deferred and spread over time. This can be cash compensation but often is in the form of stock or stock options.
LTI are typically granted with what is known as a vesting period. What this means is that grantees are conditionally granted equity, but they do not actually own it until the vesting period expires.