Suffolk New York Officer Long Term Incentive Compensation Plan for Southern California Edison Co.

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• County: Suffolk
• 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 Suffolk New York Officer Long-Term Incentive Compensation Plan (CLIP) for Southern California Edison Co. is a comprehensive program designed to attract and retain highly skilled professionals in leadership positions within the company. This plan offers various types of incentives to reward executives for their contributions to the long-term success of Southern California Edison Co. in Suffolk, New York. One type of incentive under CLIP is the equity-based compensation, which can come in the form of stock options, restricted stock units (RSS), or performance-based stock awards. These incentives provide executives with an opportunity to share in the company's growth and success, aligning their interests with those of the shareholders. Another type of incentive is the performance cash award, which rewards executives for achieving specific performance targets. These targets can be tied to financial metrics, such as earnings per share or return on investment, or non-financial metrics, such as customer satisfaction or safety performance. By linking compensation to performance, the company aims to motivate and drive executives to deliver exceptional results. Moreover, there may be additional long-term incentives within the CLIP, such as deferred compensation plans. These plans allow executives to defer a portion of their compensation, which can be paid out at a predetermined time in the future. This type of incentive can help executives manage their financial goals and provide them with a source of income during retirement. The Suffolk New York Officer Long-Term Incentive Compensation Plan for Southern California Edison Co. aims to recognize and reward the valuable contributions of executives to the company's overall success. By offering a combination of equity-based compensation, performance cash awards, and deferred compensation plans, the plan seeks to align the interests of executives with the long-term goals and objectives of Southern California Edison Co. Through the CLIP, the company demonstrates its commitment to attracting and retaining talented individuals who can drive innovation, strategic growth, and operational excellence. By providing competitive and comprehensive long-term incentives, Southern California Edison Co. aims to ensure the continued success of its operations in Suffolk, New York, while fostering a culture of high-performance and accountability among its leadership team.

The Suffolk New York Officer Long-Term Incentive Compensation Plan (CLIP) for Southern California Edison Co. is a comprehensive program designed to attract and retain highly skilled professionals in leadership positions within the company. This plan offers various types of incentives to reward executives for their contributions to the long-term success of Southern California Edison Co. in Suffolk, New York. One type of incentive under CLIP is the equity-based compensation, which can come in the form of stock options, restricted stock units (RSS), or performance-based stock awards. These incentives provide executives with an opportunity to share in the company's growth and success, aligning their interests with those of the shareholders. Another type of incentive is the performance cash award, which rewards executives for achieving specific performance targets. These targets can be tied to financial metrics, such as earnings per share or return on investment, or non-financial metrics, such as customer satisfaction or safety performance. By linking compensation to performance, the company aims to motivate and drive executives to deliver exceptional results. Moreover, there may be additional long-term incentives within the CLIP, such as deferred compensation plans. These plans allow executives to defer a portion of their compensation, which can be paid out at a predetermined time in the future. This type of incentive can help executives manage their financial goals and provide them with a source of income during retirement. The Suffolk New York Officer Long-Term Incentive Compensation Plan for Southern California Edison Co. aims to recognize and reward the valuable contributions of executives to the company's overall success. By offering a combination of equity-based compensation, performance cash awards, and deferred compensation plans, the plan seeks to align the interests of executives with the long-term goals and objectives of Southern California Edison Co. Through the CLIP, the company demonstrates its commitment to attracting and retaining talented individuals who can drive innovation, strategic growth, and operational excellence. By providing competitive and comprehensive long-term incentives, Southern California Edison Co. aims to ensure the continued success of its operations in Suffolk, New York, while fostering a culture of high-performance and accountability among its leadership team.