Oregon Management Long Term Incentive Compensation Plan of of SCEcorp

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• Control #: US-CC-18-268B
• Format: Word; Rich Text

Description

18-268B 18-268B . . . Management 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 Oregon Management Long Term Incentive Compensation Plan is a program specifically designed for employees of Suncorp, a leading Oregon-based company. This plan aims to incentivize high-performing individuals to achieve long-term company goals and drive overall success. With a focus on attracting, motivating, and retaining talented individuals, this comprehensive incentive plan ensures the alignment of employee objectives with corporate objectives. The Oregon Management Long Term Incentive Compensation Plan consists of various types of compensation programs, each tailored to different levels of management within Suncorp. These plans include: 1. Executive Incentive Plan: This plan is designed for top-level executives and offers significant long-term rewards for meeting and exceeding performance targets. It provides a mix of cash and equity-based incentives, often tied to the achievement of key financial metrics and strategic goals. 2. Management Incentive Plan: Targeting middle and senior-level management, this plan offers a combination of cash bonuses and equity grants based on individual and team performance. It encourages collaboration, leadership, and accountability, motivating managers to drive growth and profitability. 3. Employee Stock Ownership Plan (ESOP): This plan grants eligible employees the opportunity to become partial owners of Suncorp through the allocation of company stock. It serves as a long-term incentive, promoting employee engagement, loyalty, and a sense of ownership in the organization's success. 4. Performance Share Units (Plus): Plus are awarded to executives and key management personnel, linking their compensation to the company's stock performance over a specified timeframe. These units are subject to vesting conditions and help align the interests of leaders with shareholders by ensuring their financial success is directly linked to the company's growth. 5. Restricted Stock Units (RSS): RSS provide employees with the right to receive company stock at a predetermined future date. These units are granted as part of long-term incentives and serve as a retention tool for valuable talent, encouraging employees to contribute to Suncorp's sustained success. Through the Oregon Management Long Term Incentive Compensation Plan, Suncorp aims to create a highly motivated and performance-driven workforce, fostering a culture of excellence and delivering long-term value to shareholders. With its diversified range of compensation programs, this plan ensures that employees at various levels of management are rewarded for their contributions, which ultimately strengthens the organization's position in the market.

The Oregon Management Long Term Incentive Compensation Plan is a program specifically designed for employees of Suncorp, a leading Oregon-based company. This plan aims to incentivize high-performing individuals to achieve long-term company goals and drive overall success. With a focus on attracting, motivating, and retaining talented individuals, this comprehensive incentive plan ensures the alignment of employee objectives with corporate objectives. The Oregon Management Long Term Incentive Compensation Plan consists of various types of compensation programs, each tailored to different levels of management within Suncorp. These plans include: 1. Executive Incentive Plan: This plan is designed for top-level executives and offers significant long-term rewards for meeting and exceeding performance targets. It provides a mix of cash and equity-based incentives, often tied to the achievement of key financial metrics and strategic goals. 2. Management Incentive Plan: Targeting middle and senior-level management, this plan offers a combination of cash bonuses and equity grants based on individual and team performance. It encourages collaboration, leadership, and accountability, motivating managers to drive growth and profitability. 3. Employee Stock Ownership Plan (ESOP): This plan grants eligible employees the opportunity to become partial owners of Suncorp through the allocation of company stock. It serves as a long-term incentive, promoting employee engagement, loyalty, and a sense of ownership in the organization's success. 4. Performance Share Units (Plus): Plus are awarded to executives and key management personnel, linking their compensation to the company's stock performance over a specified timeframe. These units are subject to vesting conditions and help align the interests of leaders with shareholders by ensuring their financial success is directly linked to the company's growth. 5. Restricted Stock Units (RSS): RSS provide employees with the right to receive company stock at a predetermined future date. These units are granted as part of long-term incentives and serve as a retention tool for valuable talent, encouraging employees to contribute to Suncorp's sustained success. Through the Oregon Management Long Term Incentive Compensation Plan, Suncorp aims to create a highly motivated and performance-driven workforce, fostering a culture of excellence and delivering long-term value to shareholders. With its diversified range of compensation programs, this plan ensures that employees at various levels of management are rewarded for their contributions, which ultimately strengthens the organization's position in the market.