Hennepin Minnesota Management Long Term Incentive Compensation Plan of of SCEcorp

• Category: Corporations - Public - Incentive Compensation Plans
• State: Multi-State
• County: Hennepin
• Control #: US-CC-18-268B
• Format: Word; Rich Text

Description

18-268B 18-268B . . . Management 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 Hennepin Minnesota Management Long Term Incentive Compensation Plan of Suncorp is a comprehensive rewards program designed to attract, motivate, and retain top talent within the organization. This compensation plan is specifically tailored for management personnel operating in the Hennepin County area of Minnesota, employed by Suncorp or its affiliates. The objective of the Hennepin Minnesota Management Long Term Incentive Compensation Plan is to align the interests of management executives with the long-term financial success of Suncorp. By offering attractive incentives, the plan aims to encourage executives to make decisions that will ultimately enhance shareholder value and drive sustainable growth for the company. Under this plan, eligible management personnel may receive a combination of different types of long-term incentives. These incentives can include stock options, restricted stocks, performance shares, or a mix of these elements. Each component aims to motivate executives to maximize performance and contribute to the company's long-term strategic goals. Stock options are a common type of long-term incentive compensation granted under this plan. They provide management personnel with the right to purchase Suncorp's stock at a predetermined price, known as the exercise price, over a specified period. This allows executives to benefit from the company's future growth and aligns their interests with those of the shareholders. Restricted stock grants are another component of the Hennepin Minnesota Management Long Term Incentive Compensation Plan. These grants provide executives with actual shares of Suncorp's stock, subject to certain restrictions such as vesting periods or performance-based criteria. Restricted stock grants help retain key individuals by providing them with ownership in the company while also encouraging long-term commitment. Performance shares are a performance-based element of the plan, rewarding executives based on the achievement of predefined goals and metrics. These grants are designed to directly tie an executive's compensation to the company's performance, fostering accountability and strategic focus. The Hennepin Minnesota Management Long Term Incentive Compensation Plan of Suncorp acknowledges the importance of retaining management executives within the organization and ensuring their dedication towards achieving long-term success. Through a combination of stock options, restricted stock grants, and performance shares, this compensation plan aligns the interests of executives with the company's shareholders, promoting both individual and company growth.

The Hennepin Minnesota Management Long Term Incentive Compensation Plan of Suncorp is a comprehensive rewards program designed to attract, motivate, and retain top talent within the organization. This compensation plan is specifically tailored for management personnel operating in the Hennepin County area of Minnesota, employed by Suncorp or its affiliates. The objective of the Hennepin Minnesota Management Long Term Incentive Compensation Plan is to align the interests of management executives with the long-term financial success of Suncorp. By offering attractive incentives, the plan aims to encourage executives to make decisions that will ultimately enhance shareholder value and drive sustainable growth for the company. Under this plan, eligible management personnel may receive a combination of different types of long-term incentives. These incentives can include stock options, restricted stocks, performance shares, or a mix of these elements. Each component aims to motivate executives to maximize performance and contribute to the company's long-term strategic goals. Stock options are a common type of long-term incentive compensation granted under this plan. They provide management personnel with the right to purchase Suncorp's stock at a predetermined price, known as the exercise price, over a specified period. This allows executives to benefit from the company's future growth and aligns their interests with those of the shareholders. Restricted stock grants are another component of the Hennepin Minnesota Management Long Term Incentive Compensation Plan. These grants provide executives with actual shares of Suncorp's stock, subject to certain restrictions such as vesting periods or performance-based criteria. Restricted stock grants help retain key individuals by providing them with ownership in the company while also encouraging long-term commitment. Performance shares are a performance-based element of the plan, rewarding executives based on the achievement of predefined goals and metrics. These grants are designed to directly tie an executive's compensation to the company's performance, fostering accountability and strategic focus. The Hennepin Minnesota Management Long Term Incentive Compensation Plan of Suncorp acknowledges the importance of retaining management executives within the organization and ensuring their dedication towards achieving long-term success. Through a combination of stock options, restricted stock grants, and performance shares, this compensation plan aligns the interests of executives with the company's shareholders, promoting both individual and company growth.