Collin Texas Officer Long Term Incentive Compensation Plan for Southern California Edison Co.

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• County: Collin
• 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 Collin Texas Officer Long Term Incentive Compensation Plan (LTI) is a program implemented by Southern California Edison Co. that is designed to provide long-term incentives and rewards to its officers based in Collin, Texas. The plan aims to attract, retain, and motivate highly skilled professionals in order to drive the company's success and achieve its strategic goals. Keywords: Collin Texas, officer, long-term, incentive compensation plan, Southern California Edison Co., attract, retain, motivate, success, strategic goals. This comprehensive and competitive compensation plan offers various types of incentives to eligible officers, ensuring their dedication, performance, and alignment with the company's objectives. Let's explore the different components or types of the Collin Texas Officer Long Term Incentive Compensation Plan for Southern California Edison Co.: 1. Equity-Based Incentives: This component grants officers the opportunity to acquire equity or company stock, either through stock options, restricted stock units (RSS), or performance stock units (Plus). These incentives align the officers' interests with the company's shareholders, as they benefit from stock value growth, encouraging them to drive better long-term performance. 2. Performance-Based Cash Incentives: Under this component, officers receive cash incentives based on performance metrics tied to the company's financial or operational goals. These metrics may include revenue growth, customer satisfaction, cost control, or other strategic objectives. By rewarding top performers, the plan aims to motivate officers to contribute to the company's overall success. 3. Deferred Compensation: This aspect of the plan allows officers to defer a portion of their salary or annual bonus, gaining tax advantages and enabling them to accumulate wealth over time. The deferred amount, together with company-provided matches or bonuses, is invested in various vehicles such as mutual funds or retirement plans, allowing officers to grow their wealth and ensure financial security in the long run. 4. Long-Term Performance Units: This type of incentive rewards officers based on the company's performance over an extended period, typically three to five years. Long-Term Performance Units (Lips) are granted to officers and converted into cash or company stock upon achieving specified performance goals. Such goals may include earnings per share targets, return on equity, or other metrics determined by the company's leadership. 5. Phantom Stocks: As an alternative to direct equity grants, officers may receive phantom stocks, which represent notional company shares tied to the stock's value but without actual ownership. Phantom stock units may accrue and be settled in cash at a predetermined date, providing officers with a similar payout to owning company stocks. The Collin Texas Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a strategic tool that encourages officer retention, engagement, and performance by aligning their interests with the company's objectives. By offering a mix of equity-based incentives, performance-based cash rewards, deferred compensation, long-term performance units, and phantom stocks, the plan seeks to create a sense of ownership and long-term commitment among Collin-based officers.

The Collin Texas Officer Long Term Incentive Compensation Plan (LTI) is a program implemented by Southern California Edison Co. that is designed to provide long-term incentives and rewards to its officers based in Collin, Texas. The plan aims to attract, retain, and motivate highly skilled professionals in order to drive the company's success and achieve its strategic goals. Keywords: Collin Texas, officer, long-term, incentive compensation plan, Southern California Edison Co., attract, retain, motivate, success, strategic goals. This comprehensive and competitive compensation plan offers various types of incentives to eligible officers, ensuring their dedication, performance, and alignment with the company's objectives. Let's explore the different components or types of the Collin Texas Officer Long Term Incentive Compensation Plan for Southern California Edison Co.: 1. Equity-Based Incentives: This component grants officers the opportunity to acquire equity or company stock, either through stock options, restricted stock units (RSS), or performance stock units (Plus). These incentives align the officers' interests with the company's shareholders, as they benefit from stock value growth, encouraging them to drive better long-term performance. 2. Performance-Based Cash Incentives: Under this component, officers receive cash incentives based on performance metrics tied to the company's financial or operational goals. These metrics may include revenue growth, customer satisfaction, cost control, or other strategic objectives. By rewarding top performers, the plan aims to motivate officers to contribute to the company's overall success. 3. Deferred Compensation: This aspect of the plan allows officers to defer a portion of their salary or annual bonus, gaining tax advantages and enabling them to accumulate wealth over time. The deferred amount, together with company-provided matches or bonuses, is invested in various vehicles such as mutual funds or retirement plans, allowing officers to grow their wealth and ensure financial security in the long run. 4. Long-Term Performance Units: This type of incentive rewards officers based on the company's performance over an extended period, typically three to five years. Long-Term Performance Units (Lips) are granted to officers and converted into cash or company stock upon achieving specified performance goals. Such goals may include earnings per share targets, return on equity, or other metrics determined by the company's leadership. 5. Phantom Stocks: As an alternative to direct equity grants, officers may receive phantom stocks, which represent notional company shares tied to the stock's value but without actual ownership. Phantom stock units may accrue and be settled in cash at a predetermined date, providing officers with a similar payout to owning company stocks. The Collin Texas Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a strategic tool that encourages officer retention, engagement, and performance by aligning their interests with the company's objectives. By offering a mix of equity-based incentives, performance-based cash rewards, deferred compensation, long-term performance units, and phantom stocks, the plan seeks to create a sense of ownership and long-term commitment among Collin-based officers.