Oklahoma 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 Oklahoma Officer Long Term Incentive Compensation Plan for Southern California Edison Co. (SHE) is a comprehensive program designed to reward and retain top-performing executives in the company's Oklahoma division. This incentive plan aims to motivate and align the interests of SHE officers to drive long-term growth and success for the organization. Below are different types or components of the Oklahoma Officer Long Term Incentive Compensation Plan: 1. Performance-based Stock Awards: The plan includes performance-based stock awards granted to eligible officers based on predetermined performance goals. These goals may encompass financial metrics such as revenue growth, profit margins, customer satisfaction, and operational efficiency. By linking executive compensation to these objectives, the plan encourages the achievement of key targets and enhances shareholder value. 2. Equity Grants: Equity grants form an integral part of the Oklahoma Officer Long Term Incentive Compensation Plan. Eligible officers receive shares of SHE's common stock, which vest over a specified period, aligning their interests with long-term company performance and shareholder value creation. 3. Cash Bonuses: The plan may also provide for cash bonuses based on the achievement of specific performance metrics. These bonuses can serve as additional incentives for officers to deliver exceptional results and drive the company's growth trajectory. The criteria for earning cash bonuses may vary, from individual or team-based performance to division or company-wide goals. 4. Phantom Stock Units: An alternative approach within the plan can include the issuance of phantom stock units. These units represent hypothetical shares of SHE stock and provide officers with a financial stake in the company's performance. The value of phantom shares is tied to the actual stock price, offering executives an opportunity to benefit from SHE's success without direct ownership. 5. Performance Metrics and Evaluation: The Oklahoma Officer Long Term Incentive Compensation Plan entails a rigorous evaluation process to determine the fulfillment of performance metrics. These metrics are meticulously designed to reflect SHE's strategic goals and performance expectations. The assessment is typically carried out by the company's board of directors or a designated committee to ensure fairness and transparency. 6. Vesting Schedule: The plan outlines a vesting schedule that governs the timing of stock awards, equity grants, or phantom stock units becoming fully vested and thus exercisable or payable to officers. This schedule may be based on tenure, specific performance goals, or a combination of both. Vesting criteria ensure that officers remain committed to the company's long-term success and discourage short-term decision-making. Overall, the Oklahoma Officer Long Term Incentive Compensation Plan for Southern California Edison Co. aims to attract, retain, and reward highly talented executives within the Oklahoma division. By providing a mix of performance-based incentives, equity participation, and cash bonuses, SHE focuses on fostering a culture of excellence, accountability, and alignment with shareholders' interests.

Oklahoma Officer Long Term Incentive Compensation Plan for Southern California Edison Co. (SHE) is a comprehensive program designed to reward and retain top-performing executives in the company's Oklahoma division. This incentive plan aims to motivate and align the interests of SHE officers to drive long-term growth and success for the organization. Below are different types or components of the Oklahoma Officer Long Term Incentive Compensation Plan: 1. Performance-based Stock Awards: The plan includes performance-based stock awards granted to eligible officers based on predetermined performance goals. These goals may encompass financial metrics such as revenue growth, profit margins, customer satisfaction, and operational efficiency. By linking executive compensation to these objectives, the plan encourages the achievement of key targets and enhances shareholder value. 2. Equity Grants: Equity grants form an integral part of the Oklahoma Officer Long Term Incentive Compensation Plan. Eligible officers receive shares of SHE's common stock, which vest over a specified period, aligning their interests with long-term company performance and shareholder value creation. 3. Cash Bonuses: The plan may also provide for cash bonuses based on the achievement of specific performance metrics. These bonuses can serve as additional incentives for officers to deliver exceptional results and drive the company's growth trajectory. The criteria for earning cash bonuses may vary, from individual or team-based performance to division or company-wide goals. 4. Phantom Stock Units: An alternative approach within the plan can include the issuance of phantom stock units. These units represent hypothetical shares of SHE stock and provide officers with a financial stake in the company's performance. The value of phantom shares is tied to the actual stock price, offering executives an opportunity to benefit from SHE's success without direct ownership. 5. Performance Metrics and Evaluation: The Oklahoma Officer Long Term Incentive Compensation Plan entails a rigorous evaluation process to determine the fulfillment of performance metrics. These metrics are meticulously designed to reflect SHE's strategic goals and performance expectations. The assessment is typically carried out by the company's board of directors or a designated committee to ensure fairness and transparency. 6. Vesting Schedule: The plan outlines a vesting schedule that governs the timing of stock awards, equity grants, or phantom stock units becoming fully vested and thus exercisable or payable to officers. This schedule may be based on tenure, specific performance goals, or a combination of both. Vesting criteria ensure that officers remain committed to the company's long-term success and discourage short-term decision-making. Overall, the Oklahoma Officer Long Term Incentive Compensation Plan for Southern California Edison Co. aims to attract, retain, and reward highly talented executives within the Oklahoma division. By providing a mix of performance-based incentives, equity participation, and cash bonuses, SHE focuses on fostering a culture of excellence, accountability, and alignment with shareholders' interests.