San Jose California Officer Long Term Incentive Compensation Plan for Southern California Edison Co.

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• City: San Jose
• 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 San Jose California Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive compensation program designed to reward and motivate officers of the company located in the San Jose, California region. This plan aims to attract and retain top talent, enhance performance, and align executive compensation with the long-term growth and success of the organization. Southern California Edison Co., a leading electric utility operating company, offers different types of long-term incentive compensation plans to its officers, including the following: 1. Performance Share Units (Plus): Under this plan, eligible officers are granted units that convert into shares of the company's stock upon meeting pre-established performance goals. These goals typically focus on financial metrics, operational efficiency, customer satisfaction, and other key performance indicators. Plus encourage executives to drive long-term sustainable growth and increase shareholder value. 2. Restricted Stock Units (RSS): RSS are another component of the long-term incentive compensation plan. Eligible officers receive a grant of units that represent a specific number of shares. These units vest over a defined period, typically based on a combination of time and performance criteria. RSS align the interests of officers with those of shareholders since the stock value is subject to market fluctuations. 3. Stock Options: Southern California Edison Co. may also provide officers with stock options as part of their long-term incentive compensation. Stock options grant the right to buy company stock at a fixed price (the exercise price or strike price) within a specific time frame. This plan incentivizes executives to make decisions that positively impact the company's stock price, as they have the potential to achieve financial gains by exercising the options. 4. Performance Cash Awards: In some cases, the company may provide performance-based cash awards, which are tied to the achievement of specific targets and objectives. These awards can be linked to individual, team, or company-wide performance metrics, and serve as a way to recognize exceptional performance and contributions made by officers. It's important to note that the design and structure of these plans may vary over time and depend on company performance, market conditions, and specific officer roles. The San Jose California Officer Long Term Incentive Compensation Plans for Southern California Edison Co. are carefully determined by the company's compensation committee and approved by the board of directors to ensure alignment with industry best practices, regulatory requirements, and shareholder interests.

San Jose California Officer Long Term Incentive Compensation Plan for Southern California Edison Co. is a comprehensive compensation program designed to reward and motivate officers of the company located in the San Jose, California region. This plan aims to attract and retain top talent, enhance performance, and align executive compensation with the long-term growth and success of the organization. Southern California Edison Co., a leading electric utility operating company, offers different types of long-term incentive compensation plans to its officers, including the following: 1. Performance Share Units (Plus): Under this plan, eligible officers are granted units that convert into shares of the company's stock upon meeting pre-established performance goals. These goals typically focus on financial metrics, operational efficiency, customer satisfaction, and other key performance indicators. Plus encourage executives to drive long-term sustainable growth and increase shareholder value. 2. Restricted Stock Units (RSS): RSS are another component of the long-term incentive compensation plan. Eligible officers receive a grant of units that represent a specific number of shares. These units vest over a defined period, typically based on a combination of time and performance criteria. RSS align the interests of officers with those of shareholders since the stock value is subject to market fluctuations. 3. Stock Options: Southern California Edison Co. may also provide officers with stock options as part of their long-term incentive compensation. Stock options grant the right to buy company stock at a fixed price (the exercise price or strike price) within a specific time frame. This plan incentivizes executives to make decisions that positively impact the company's stock price, as they have the potential to achieve financial gains by exercising the options. 4. Performance Cash Awards: In some cases, the company may provide performance-based cash awards, which are tied to the achievement of specific targets and objectives. These awards can be linked to individual, team, or company-wide performance metrics, and serve as a way to recognize exceptional performance and contributions made by officers. It's important to note that the design and structure of these plans may vary over time and depend on company performance, market conditions, and specific officer roles. The San Jose California Officer Long Term Incentive Compensation Plans for Southern California Edison Co. are carefully determined by the company's compensation committee and approved by the board of directors to ensure alignment with industry best practices, regulatory requirements, and shareholder interests.