Wisconsin 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 Wisconsin Officer Long Term Incentive Compensation Plan is a specifically designed compensation program for officers at Southern California Edison Co. This plan aims to reward and incentivize officers with long-term benefits for their dedicated service, contribution to organizational growth, and commitment to achieving set objectives. Under this plan, Wisconsin officers are entitled to various forms of compensation, including cash incentives, stock options, restricted stock units, and performance-based bonuses among others. These incentives are designed to align the interests of the officers with the company's long-term success, thereby encouraging them to focus on achieving sustainable growth and enhancing shareholder value. The Wisconsin Officer Long Term Incentive Compensation Plan offers different types of compensation components, each with its own unique features and benefits. These components may include: 1. Cash Incentives: Officers may be eligible for cash bonuses based on their individual, team, or company performance against specific targets and objectives. These cash incentives provide immediate rewards and can be structured to promote retention and longevity. 2. Stock Options: Officers may have the opportunity to receive stock options, allowing them to purchase company shares at a predetermined price within a specified time frame. This aligns the officers' interests with that of shareholders by giving them the opportunity to benefit from potential future stock price appreciation. 3. Restricted Stock Units (RSS): RSS are grants of company stock that are subject to certain vesting requirements. The Wisconsin Officer Long Term Incentive Compensation Plan may provide officers with RSU awards, which convert into actual shares of company stock over a predetermined vesting period. This RSS provides long-term incentives and encourage officers to remain with the company throughout the vesting period. 4. Performance-Based Bonuses: In addition to annual cash incentives, officers may be eligible for performance-based bonuses tied to specific financial, operational, or strategic goals set by the company. These bonuses are designed to recognize exceptional performance and reward officers for their contributions to the organization's success. It is important to note that the specific details, eligibility criteria, and allocation of incentives under the Wisconsin Officer Long Term Incentive Compensation Plan may vary depending on the officer's level, role, and individual performance. The plan is regularly reviewed and adjusted by Southern California Edison Co. to ensure its relevance in attracting, retaining, and motivating top talent in Wisconsin.

The Wisconsin Officer Long Term Incentive Compensation Plan is a specifically designed compensation program for officers at Southern California Edison Co. This plan aims to reward and incentivize officers with long-term benefits for their dedicated service, contribution to organizational growth, and commitment to achieving set objectives. Under this plan, Wisconsin officers are entitled to various forms of compensation, including cash incentives, stock options, restricted stock units, and performance-based bonuses among others. These incentives are designed to align the interests of the officers with the company's long-term success, thereby encouraging them to focus on achieving sustainable growth and enhancing shareholder value. The Wisconsin Officer Long Term Incentive Compensation Plan offers different types of compensation components, each with its own unique features and benefits. These components may include: 1. Cash Incentives: Officers may be eligible for cash bonuses based on their individual, team, or company performance against specific targets and objectives. These cash incentives provide immediate rewards and can be structured to promote retention and longevity. 2. Stock Options: Officers may have the opportunity to receive stock options, allowing them to purchase company shares at a predetermined price within a specified time frame. This aligns the officers' interests with that of shareholders by giving them the opportunity to benefit from potential future stock price appreciation. 3. Restricted Stock Units (RSS): RSS are grants of company stock that are subject to certain vesting requirements. The Wisconsin Officer Long Term Incentive Compensation Plan may provide officers with RSU awards, which convert into actual shares of company stock over a predetermined vesting period. This RSS provides long-term incentives and encourage officers to remain with the company throughout the vesting period. 4. Performance-Based Bonuses: In addition to annual cash incentives, officers may be eligible for performance-based bonuses tied to specific financial, operational, or strategic goals set by the company. These bonuses are designed to recognize exceptional performance and reward officers for their contributions to the organization's success. It is important to note that the specific details, eligibility criteria, and allocation of incentives under the Wisconsin Officer Long Term Incentive Compensation Plan may vary depending on the officer's level, role, and individual performance. The plan is regularly reviewed and adjusted by Southern California Edison Co. to ensure its relevance in attracting, retaining, and motivating top talent in Wisconsin.