Vermont 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 Vermont Officer Long Term Incentive Compensation Plan is an important component of the overall compensation package offered by Southern California Edison Co. to its top executives in Vermont. This plan aims to provide long-term incentives that motivate and reward executive officers for their contributions towards the company's growth and success. As part of this plan, eligible officers in Vermont may receive a combination of performance-based stock options, restricted stock units (RSS), and performance cash awards. These incentives are designed to align the interests of executives with the company's long-term goals and the creation of shareholder value. The performance-based stock options provide eligible officers with the opportunity to purchase Southern California Edison Co.'s common stock at a predetermined price, known as the exercise price. The number of stock options an officer receives is usually based on a specific formula that takes into account various performance metrics, such as financial targets, operational goals, and individual performance objectives. The RSS, on the other hand, grants eligible officers the right to receive a certain number of shares of Southern California Edison Co.'s common stock at a future date, subject to vesting conditions. This RSS may vest over a defined period and are typically tied to the company's financial performance or other specified targets. Once vested, officers have the choice to retain the shares or sell them in the open market. In addition to stock options and RSS, eligible officers may also be eligible for performance cash awards. These awards are usually based on predetermined performance goals, and their payout is directly tied to achieving or exceeding these targets. The specific metrics and targets vary depending on the officer's role and the company's strategic priorities. It's important to note that there might not be different types of the Vermont Officer Long Term Incentive Compensation Plan for Southern California Edison Co. Since this is a specific plan for officers based in Vermont, it is likely that all eligible executives within this region would be subjected to the same plan structure and elements outlined above. Overall, the Vermont Officer Long Term Incentive Compensation Plan underscores Southern California Edison Co.'s commitment to attracting, motivating, and retaining top executive talent in Vermont through a comprehensive and attractive long-term incentive program. By combining stock-based rewards and performance cash awards, the plan aligns the interests of executives with the company's long-term growth objectives, ultimately driving shareholder value.

The Vermont Officer Long Term Incentive Compensation Plan is an important component of the overall compensation package offered by Southern California Edison Co. to its top executives in Vermont. This plan aims to provide long-term incentives that motivate and reward executive officers for their contributions towards the company's growth and success. As part of this plan, eligible officers in Vermont may receive a combination of performance-based stock options, restricted stock units (RSS), and performance cash awards. These incentives are designed to align the interests of executives with the company's long-term goals and the creation of shareholder value. The performance-based stock options provide eligible officers with the opportunity to purchase Southern California Edison Co.'s common stock at a predetermined price, known as the exercise price. The number of stock options an officer receives is usually based on a specific formula that takes into account various performance metrics, such as financial targets, operational goals, and individual performance objectives. The RSS, on the other hand, grants eligible officers the right to receive a certain number of shares of Southern California Edison Co.'s common stock at a future date, subject to vesting conditions. This RSS may vest over a defined period and are typically tied to the company's financial performance or other specified targets. Once vested, officers have the choice to retain the shares or sell them in the open market. In addition to stock options and RSS, eligible officers may also be eligible for performance cash awards. These awards are usually based on predetermined performance goals, and their payout is directly tied to achieving or exceeding these targets. The specific metrics and targets vary depending on the officer's role and the company's strategic priorities. It's important to note that there might not be different types of the Vermont Officer Long Term Incentive Compensation Plan for Southern California Edison Co. Since this is a specific plan for officers based in Vermont, it is likely that all eligible executives within this region would be subjected to the same plan structure and elements outlined above. Overall, the Vermont Officer Long Term Incentive Compensation Plan underscores Southern California Edison Co.'s commitment to attracting, motivating, and retaining top executive talent in Vermont through a comprehensive and attractive long-term incentive program. By combining stock-based rewards and performance cash awards, the plan aligns the interests of executives with the company's long-term growth objectives, ultimately driving shareholder value.