Mecklenburg North Carolina Officer Long Term Incentive Compensation Plan for Southern California Edison Co.

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• County: Mecklenburg
• 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 Mecklenburg North Carolina Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to reward and retain talented officers in the organization. This plan is specifically targeted towards officers serving in Mecklenburg County, North Carolina. It offers an array of incentives and benefits to motivate officers to excel in their roles and contribute to the company's long-term growth and success. Keywords: Mecklenburg North Carolina, Officer Long Term Incentive Compensation Plan, Southern California Edison Co., rewards, retention, talented officers, organization, incentives, benefits, motivation, long-term growth, success. Different types of Mecklenburg North Carolina Officer Long Term Incentive Compensation Plans for Southern California Edison Co. may include: 1. Performance-Based Stock Options: Officers may receive stock options that are tied to the company's performance metrics, such as revenue growth, profitability, or customer satisfaction. These options usually vest over a predetermined period, incentivizing officers to work towards improving the company's financial and operational performance. 2. Restricted Stock Units (RSS): RSS are a form of equity compensation in which officers are granted a specific number of company shares, subject to certain restrictions. These restrictions may include time-based vesting and performance-based conditions. RSS provide officers with a sense of ownership and align their interests with long-term company value. 3. Executive Bonus Plans: This plan provides officers with performance-based cash bonuses, which are awarded based on the achievement of specific goals and targets. These bonuses can be tied to individual or team performance and are designed to incentivize officers to exceed expectations and drive exceptional results. 4. Deferred Compensation Plans: This type of plan allows officers to defer a portion of their annual compensation, such as base salary or bonuses, to a later date. By deferring income, officers can potentially benefit from tax advantages and receive a supplemental payment in the future, typically upon retirement or at a pre-determined age or milestone. 5. Performance Share Units (Plus): Plus are granted to officers based on the achievement of predefined performance goals over a specified period. These units represent notional shares that convert into actual shares of company stock upon meeting the performance criteria. Plus provide a strong incentive for officers to focus on key objectives and deliver outstanding results. 6. Long-Term Cash Incentive Plans: This type of plan rewards officers with cash payments that are linked to the company's long-term performance. The payments may be tied to financial metrics, such as earnings per share or total shareholder return, and are intended to motivate officers to contribute to the company's sustained growth and profitability. Overall, the Mecklenburg North Carolina Officer Long Term Incentive Compensation Plan for Southern California Edison Co. aims to attract, retain, and motivate high-performing officers in the organization through a mix of equity-based and cash-based incentives. These plans are tailored to align officers' interests with the company's long-term objectives and create a culture of high performance, innovation, and success.

The Mecklenburg North Carolina Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive program designed to reward and retain talented officers in the organization. This plan is specifically targeted towards officers serving in Mecklenburg County, North Carolina. It offers an array of incentives and benefits to motivate officers to excel in their roles and contribute to the company's long-term growth and success. Keywords: Mecklenburg North Carolina, Officer Long Term Incentive Compensation Plan, Southern California Edison Co., rewards, retention, talented officers, organization, incentives, benefits, motivation, long-term growth, success. Different types of Mecklenburg North Carolina Officer Long Term Incentive Compensation Plans for Southern California Edison Co. may include: 1. Performance-Based Stock Options: Officers may receive stock options that are tied to the company's performance metrics, such as revenue growth, profitability, or customer satisfaction. These options usually vest over a predetermined period, incentivizing officers to work towards improving the company's financial and operational performance. 2. Restricted Stock Units (RSS): RSS are a form of equity compensation in which officers are granted a specific number of company shares, subject to certain restrictions. These restrictions may include time-based vesting and performance-based conditions. RSS provide officers with a sense of ownership and align their interests with long-term company value. 3. Executive Bonus Plans: This plan provides officers with performance-based cash bonuses, which are awarded based on the achievement of specific goals and targets. These bonuses can be tied to individual or team performance and are designed to incentivize officers to exceed expectations and drive exceptional results. 4. Deferred Compensation Plans: This type of plan allows officers to defer a portion of their annual compensation, such as base salary or bonuses, to a later date. By deferring income, officers can potentially benefit from tax advantages and receive a supplemental payment in the future, typically upon retirement or at a pre-determined age or milestone. 5. Performance Share Units (Plus): Plus are granted to officers based on the achievement of predefined performance goals over a specified period. These units represent notional shares that convert into actual shares of company stock upon meeting the performance criteria. Plus provide a strong incentive for officers to focus on key objectives and deliver outstanding results. 6. Long-Term Cash Incentive Plans: This type of plan rewards officers with cash payments that are linked to the company's long-term performance. The payments may be tied to financial metrics, such as earnings per share or total shareholder return, and are intended to motivate officers to contribute to the company's sustained growth and profitability. Overall, the Mecklenburg North Carolina Officer Long Term Incentive Compensation Plan for Southern California Edison Co. aims to attract, retain, and motivate high-performing officers in the organization through a mix of equity-based and cash-based incentives. These plans are tailored to align officers' interests with the company's long-term objectives and create a culture of high performance, innovation, and success.