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

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• County: Dallas
• 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 Dallas Texas Officer Long Term Incentive Compensation Plan (LT ICP) for Southern California Edison Co. is a structured program designed to reward and retain officers of the company based in the Dallas, Texas region. This performance-driven compensation plan provides long-term incentives to motivate and encourage the top-performing officers to ensure the company's sustained success. The Dallas Texas Officer LT ICP offers various types of incentives, primarily based on executive job roles and the individual's responsibilities within the organization. Some different types of Lips include: 1. Performance-Based Stock Options: This type of LT ICP provides officers with an opportunity to acquire company stocks at a predetermined price over a specific timeframe. The stock options often have vesting periods and are subject to performance-based targets, ensuring officers contribute to the company's growth and align their interests with shareholders. 2. Restricted Stock Units (RSS): RSS are a form of compensation where officers receive units of company stock that may convert into shares after a predetermined period. These units are often tied to performance metrics or tenure, encouraging long-term commitment and growth. 3. Performance Cash Awards: Under this LT ICP, officers receive cash rewards based on the attainment of specified performance goals and targets. These awards are typically determined annually and are directly linked to the company's financial performance and executive's contribution to key objectives. 4. Performance Share Units (Plus): Plus are similar to RSS but are linked directly to the company's financial and operational performance. Officers receive these units in the form of notional shares, with the value tied to the achievement of specific performance milestones. Once vested, PSU scan be converted into actual shares or cash equivalents. 5. Long-Term Cash Incentives: This type of LT ICP provides officers with cash rewards based on the achievement of long-term company goals, such as market share growth, cost savings, or profitability targets. The compensation is structured to motivate officers to focus on strategic initiatives and contribute to the company's long-term success. The Dallas Texas Officer LT ICP aims to attract and retain talented executives by offering competitive compensation packages, promoting goal alignment, and fostering long-term commitment to Southern California Edison Co.'s objectives. It ensures that officers are rewarded for their contributions to the company's growth and ultimately serves as a motivating factor for them to drive exceptional performance.

The Dallas Texas Officer Long Term Incentive Compensation Plan (LT ICP) for Southern California Edison Co. is a structured program designed to reward and retain officers of the company based in the Dallas, Texas region. This performance-driven compensation plan provides long-term incentives to motivate and encourage the top-performing officers to ensure the company's sustained success. The Dallas Texas Officer LT ICP offers various types of incentives, primarily based on executive job roles and the individual's responsibilities within the organization. Some different types of Lips include: 1. Performance-Based Stock Options: This type of LT ICP provides officers with an opportunity to acquire company stocks at a predetermined price over a specific timeframe. The stock options often have vesting periods and are subject to performance-based targets, ensuring officers contribute to the company's growth and align their interests with shareholders. 2. Restricted Stock Units (RSS): RSS are a form of compensation where officers receive units of company stock that may convert into shares after a predetermined period. These units are often tied to performance metrics or tenure, encouraging long-term commitment and growth. 3. Performance Cash Awards: Under this LT ICP, officers receive cash rewards based on the attainment of specified performance goals and targets. These awards are typically determined annually and are directly linked to the company's financial performance and executive's contribution to key objectives. 4. Performance Share Units (Plus): Plus are similar to RSS but are linked directly to the company's financial and operational performance. Officers receive these units in the form of notional shares, with the value tied to the achievement of specific performance milestones. Once vested, PSU scan be converted into actual shares or cash equivalents. 5. Long-Term Cash Incentives: This type of LT ICP provides officers with cash rewards based on the achievement of long-term company goals, such as market share growth, cost savings, or profitability targets. The compensation is structured to motivate officers to focus on strategic initiatives and contribute to the company's long-term success. The Dallas Texas Officer LT ICP aims to attract and retain talented executives by offering competitive compensation packages, promoting goal alignment, and fostering long-term commitment to Southern California Edison Co.'s objectives. It ensures that officers are rewarded for their contributions to the company's growth and ultimately serves as a motivating factor for them to drive exceptional performance.