Ohio 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 Ohio Officer Long Term Incentive Compensation Plan is a specific compensation program implemented by Southern California Edison Co. for its officers based in Ohio. This plan is designed to provide long-term incentives to motivate and reward the officers for their exceptional performance and contributions to the company's growth. By using relevant keywords, the following description provides detailed information about the Ohio Officer Long Term Incentive Compensation Plan for Southern California Edison Co. Keywords: Ohio Officer Long Term Incentive Compensation Plan, Southern California Edison Co., compensation program, long-term incentives, motivation, rewards, exceptional performance, contributions, growth. Description: The Ohio Officer Long Term Incentive Compensation Plan is a comprehensive compensation program initiated by Southern California Edison Co. to ensure the motivation and retention of its officers based in Ohio. This plan aims to provide long-term incentives to acknowledge and reward the officers' exceptional performance and significant contributions to the company's growth. Under this plan, eligible officers in Ohio are offered a variety of performance-based compensation components. These components include stock options, stock appreciation rights, restricted stock units, and performance shares, among other forms of equity-based grants. This diverse range of incentives aligns the officers' interests with the long-term success and value creation of Southern California Edison Co. The Ohio Officer Long Term Incentive Compensation Plan operates on a performance-driven model, focusing on key performance indicators (KPIs) specific to the officers' roles and responsibilities. The KPIs may include financial metrics, operational efficiency, customer satisfaction, and safety performance, among others. These metrics are carefully defined to gauge the officers' individual and team performance accurately. To ensure fairness, the plan incorporates rigorous performance evaluation processes. Each officer's performance is assessed annually or at specific intervals, providing an opportunity to review their progress towards achieving pre-determined targets. The performance evaluation helps determine the extent of payout or grant of incentives based on the officer's performance level. The Ohio Officer Long Term Incentive Compensation Plan for Southern California Edison Co. also aims to align the officers' compensation with shareholders' interests. By granting equity-based incentives, officers are motivated to boost the company's financial performance and increase shareholder value over the long run. It is important to note that while the plan remains consistent across officers based in Ohio, there may be slight variations based on individual officer roles, seniority levels, and business unit affiliations. These different types of plans within the Ohio Officer Long Term Incentive Compensation Plan are structured to accommodate the unique requirements and performance expectations associated with specific officer positions. In summary, the Ohio Officer Long Term Incentive Compensation Plan implemented by Southern California Edison Co. serves as a comprehensive and performance-driven program designed to motivate and reward officers in Ohio for their exceptional performance and contributions to the company's growth. Through a range of equity-based incentives and performance evaluation processes, this plan aligns the officers' interests with the long-term success and value creation of Southern California Edison Co.

The Ohio Officer Long Term Incentive Compensation Plan is a specific compensation program implemented by Southern California Edison Co. for its officers based in Ohio. This plan is designed to provide long-term incentives to motivate and reward the officers for their exceptional performance and contributions to the company's growth. By using relevant keywords, the following description provides detailed information about the Ohio Officer Long Term Incentive Compensation Plan for Southern California Edison Co. Keywords: Ohio Officer Long Term Incentive Compensation Plan, Southern California Edison Co., compensation program, long-term incentives, motivation, rewards, exceptional performance, contributions, growth. Description: The Ohio Officer Long Term Incentive Compensation Plan is a comprehensive compensation program initiated by Southern California Edison Co. to ensure the motivation and retention of its officers based in Ohio. This plan aims to provide long-term incentives to acknowledge and reward the officers' exceptional performance and significant contributions to the company's growth. Under this plan, eligible officers in Ohio are offered a variety of performance-based compensation components. These components include stock options, stock appreciation rights, restricted stock units, and performance shares, among other forms of equity-based grants. This diverse range of incentives aligns the officers' interests with the long-term success and value creation of Southern California Edison Co. The Ohio Officer Long Term Incentive Compensation Plan operates on a performance-driven model, focusing on key performance indicators (KPIs) specific to the officers' roles and responsibilities. The KPIs may include financial metrics, operational efficiency, customer satisfaction, and safety performance, among others. These metrics are carefully defined to gauge the officers' individual and team performance accurately. To ensure fairness, the plan incorporates rigorous performance evaluation processes. Each officer's performance is assessed annually or at specific intervals, providing an opportunity to review their progress towards achieving pre-determined targets. The performance evaluation helps determine the extent of payout or grant of incentives based on the officer's performance level. The Ohio Officer Long Term Incentive Compensation Plan for Southern California Edison Co. also aims to align the officers' compensation with shareholders' interests. By granting equity-based incentives, officers are motivated to boost the company's financial performance and increase shareholder value over the long run. It is important to note that while the plan remains consistent across officers based in Ohio, there may be slight variations based on individual officer roles, seniority levels, and business unit affiliations. These different types of plans within the Ohio Officer Long Term Incentive Compensation Plan are structured to accommodate the unique requirements and performance expectations associated with specific officer positions. In summary, the Ohio Officer Long Term Incentive Compensation Plan implemented by Southern California Edison Co. serves as a comprehensive and performance-driven program designed to motivate and reward officers in Ohio for their exceptional performance and contributions to the company's growth. Through a range of equity-based incentives and performance evaluation processes, this plan aligns the officers' interests with the long-term success and value creation of Southern California Edison Co.