Executive Compensation Plan. Executive may participate as a Level 3 employee in the Executive Compensation Plan ("ECP") (or successor plans) which may be made available from time to time to Company executives at Executive's level; provided, however, that Executive's participation is subject to the applicable terms, conditions and eligibility requirements of the plan documents, some of which are within the plan administrator's discretion, as they may exist from time to time.
Executive Compensation Plan. Employee shall be eligible to participate in the 1997 Executive Compensation Plan (and similar executive compensation plans adopted in subsequent years) in accordance with the terms and conditions of such plans.
Executive Compensation Plan. To the extent not paid as of the Retirement Date, you will be eligible to receive payment of the amount earned under your fiscal 2020 incentive compensation award, less applicable taxes, deductions and withholdings, in accordance with the terms and conditions approved by the Compensation Committee of the Company’s Board of Directors under the Company’s Executive Compensation Plan (the “ECP”).
Executive Compensation Plan. In the event that the Superintendent, or his designee, determines on or before January 1 in each of the school years covered by this Agreement that the performance of professional duties of any unit member is less than satisfactory, the Superintendent shall inform the unit member, in writing, that it shall be recommended to the Board of Education that a salary and/or step increase for the subsequent school year be denied, unless performance of that unit member becomes satisfactory by May 1 of that school year. Such notices shall include a statement defining areas of performance weakness and recommendations to strengthen his/her performance. Upon receipt of said notice, the unit member affected may request the Association to appoint an advisory committee to investigate the case. The Superintendent, or his designee, will endeavor to assist the unit member in improving satisfactorily in the intervening period between January 1 and May 1, by supervising and evaluating that unit member no less than once in each of the months from January through April. The Superintendent will inform the unit member so affected, in writing by May 1, as to whether a recommendation shall be made to the Board of Education that a salary and/or step increase for the subsequent school year be denied. The unit member, unless he/she waives the right to do so, shall be entitled to receive a hearing before the Board of Education concerning denial of a salary and/or step increase for the subsequent school year. The Board of Education shall make the final determination in such a matter, but before doing so it shall receive the recommendations of the advisory committee appointed by the Association. The unit member will be notified by June 1, in writing, of the final determination of his/her case. Any year in which one or more unit members have been notified as to a possible withholding of a salary and/or step increase, the President of the Association shall be simultaneously informed. Should a member’s salary and/or step increase be withheld as per the above provisions, the Superintendent may move the member up one (1) additional step (for a total of two (2) steps) in another subsequent year pro- vided the member has demonstrated exemplary improvement in his/her work performance. In the event that the Superintendent or his designee determines on or before June 30 in each of the school years covered by this Agreement that the performance of the professional duties of any unit member has been ...
Executive Compensation Plan. The company agrees to put in place an Executive Compensation Plan that will include bonus and stock options for the senior mgmt team by February 5, 2005. The plan will be effective upon the company reaching profitability and it is understood that no bonuses will be paid until this time.
Executive Compensation Plan. Following the Closing Date, and in any case, prior to December 31, 2007, the Company shall use it reasonable best efforts to create, adopt and implement an executive compensation plan, which shall have been approved by the Company’s Board of Directors, including any director then filling the Primary Purchaser Board Seat.
Executive Compensation Plan. In 2014, BP p.l.c. maintained an executive compensation program for all Group Leader level employees, including Executive Leaders of Group US Businesses. Two specific elements of this plan tie reward for Group Leaders to safety performance and operational risk management: the ACB and the Share Value Plan (SVP). The ACB plan for Group Leaders is the same as for other level employees, although the specific targets for Group Leaders may be different than for other level employees. The performance metrics used in determining the ACB scorecard are the same for Group Leaders – safety and long-term value. The SVP program for Group Leaders also utilizes an annual scorecard. Group performance is measured against the SVP group scorecard as determined by the Remuneration Committee of BP’s Board. This scorecard assesses performance against defined safety, operational risk, and environmental sustainability targets in addition to key financial performance targets.
