Annual Long-Term Incentive Plan Clause Samples
Annual Long-Term Incentive Plan. Executive will participate in the Annual Long-Term Incentive Plan (“ALTIP”) adopted by the Board of Directors for executives, and all applicable terms which may apply. The annual grant for the Executive shall be at the discretion of the Board of Directors and may be in a mix of RSUs and PSUs. The final target amount, vesting schedule and other terms and criteria for the ALTIP are to be determined at the sole discretion of the Board of Directors and may be subject to shareholder approval.
Annual Long-Term Incentive Plan. Executive will participate in the Annual Long-Term Incentive Plan (“ALTIP”) adopted by the Board of Directors for executives, and all applicable terms which may apply. The annual grant for the Executive shall be at the discretion of the Board of Directors and may be in a mix of restricted stock units (“RSUs”) and Performance Stock Units (“PSUs”). The final target amount, vesting schedule and other terms and criteria for the ALTIP are to be determined at the sole discretion of the Board of Directors and may be subject to shareholder approval. Subject to Executive’s continued provision of services to the Company, the value of Executive’s annual grant for 2023 will be at least $3,000,000.
Annual Long-Term Incentive Plan. The Board is committed to maintaining an equity-based long term incentive ("LTI") program under the PAR Technology Corporation 2005 Equity Incentive Plan. The LTI is designed to provide to senior management equity-based incentives tied to long term financial performance goals. You will be eligible for an LTI grant in 2013 that will be comprised of 12,000 performance shares and 6,000 stock options pursuant to the terms and conditions of the plan when the long term goals and other plan details are finalized. Full information on this plan will be provided to you under separate cover. On your Start Date, you will be granted participation in a long term cash award program with a starting value of $100,000, pursuant to the terms and conditions of the PAR LTI when the long term goals and other plan details are finalized, This award will be converted to phantom performance shares of PAR stock at the fair market value of the stock as of the market close on the date of grant and ▇▇▇▇ ▇▇▇▇▇ vest upon attainment of PAR Long Term Incentive program financial goals at the end of the three year performance period. When vested, the phantom shares will be valued at the fair market value of the stock as of the market close and the total amount will be paid to you in cash. Full information on this plan will be provided to you under separate cover.
Annual Long-Term Incentive Plan. As of January 4, 2018 Executive will participate in the Annual Long-Term Incentive Plan (“ALTIP”) currently under development by the Board of Directors for executives, subject to adoption of the ALTIP by the Board of Directors and all applicable terms which may apply. The annual grant for the Executive is anticipated to be between $2.0M—$2.7M in a mix of RSUs and PSUs. The final target amount, vesting schedule and other terms and criteria for the ALTIP are expected to be determined by the Board of Directors in late December 2017 and may be subject to shareholder approval.
Annual Long-Term Incentive Plan. Executive will participate in the Annual Long-Term Incentive Plan (“ALTIP”) adopted by the Board of Directors for executives, and all applicable terms which may apply. The annual grant for the Executive shall be at the discretion of the Board of Directors and may be in a mix of RSUs and PSUs. The final target amount, vesting schedule and other terms and criteria for the ALTIP are to be determined at the sole discretion of the Board of Directors and may be subject to shareholder approval. Notwithstanding the above, subject to your continued provision of services to the Company, your annual grant value for 2021 will be at least $2,000,000 divided equally between RSUs and PSUs. Details of the design, metrics and final value is expected to be decided by the Compensation Committee of the Board in early January 2021.
Annual Long-Term Incentive Plan. (“LTIP”)
Annual Long-Term Incentive Plan. You will be eligible to participate in Medtronic’s Long-Term Incentive Plan (LTIP) beginning with Fiscal Year 2014. The total target value of your FY14 LTIP is $1,425,000 and is comprised of the following components: • Annual Long-Term Performance Plan (“LTPP”) Beginning with the FY2014-FY2016 three year performance cycle, you will be eligible to participate in the Long-Term Performance Plan (“LTPP”). Your target annualized award will be $475,000 (subject to the terms and conditions of the LTPP). Your participation will begin on your Start Date, however, your LTPP award will be based on your target annualized award for the FY2014 – FY2016 LTPP period, and will not be prorated based on your Start Date. The payout is based on company performance against pre-determined performance measures. The LTPP award agreement will be provided to you following your Start Date. Subject to approval by the appropriate committee, you will also be eligible to participate in subsequent 3-year phases that commence in succeeding fiscal years, to the extent such plans are implemented and subject to the terms and conditions of the LTPP plan document • Annual Nonqualified Stock Option Grant You will be eligible for annual stock option awards beginning with Fiscal Year 2014. The anticipated grant date will be October 28, 2013 for FY2014 awards. As of the date of this letter, the current grant amount (aggregate exercise price) is approximately $1,900,000 (with a targeted value of $475,000), which will vest 25% per year beginning one year after the date of grant. All terms and conditions of any stock option awards will be described in the stock option agreement that is delivered to you following the grant date. Your nonqualified stock option awards are subject to approval by the Compensation Committee of the Board of Directors. • Performance-Based Restricted Stock Unit Grant Beginning in fiscal year 2014, you will be eligible for annual grants of performance-based restricted stock units currently granted on the first business day of the second quarter of each fiscal year. The FY2014 grant date will be October 28, 2013. The current grant target is $475,000 and vests 100% on the third anniversary of the date of grant, provided that the minimum company performance threshold, currently set at a 3% Cumulative Compound Annual Growth Rate for Diluted Earnings Per Share measured for FY2014 – FY2016, is met. All terms and conditions of any restricted stock unit awards will be described in the ...
Annual Long-Term Incentive Plan. You will participate in the Xylem Long-Term Incentive Plan (“LTIP”) and will have an annual target award of $750,000. Your first annual LTIP award will be made effective on March 1, 2024 and be determined on the same basis and have no less favorable terms as for other Xylem senior executives (currently 50% Performance Share Units (“PSUs”), 25% Restricted Stock Units (“RSUs”) and 25% Stock Options). RSUs and Stock Options time-vest, one-third after each year, and the PSUs ▇▇▇▇▇ ▇▇▇▇ 100% after three years and are payable based on the Company’s performance against financial targets set by the LDCC. The awards will be subject to the applicable Xylem equity incentive plan (the “Equity Plan”) and relevant award agreements between Xylem and you.
Annual Long-Term Incentive Plan. The Board is committed to establishing an equity-based long term incentive (“LTI”) plan designed to provide to senior management equity-based incentives tied to long-term financial performance goals. You will collaborate with the Board and Compensation Committee of the Board in the development and implementation of a LTI plan, setting forth the terms under which you and other members of senior management will be eligible for participation in the LTI plan beginning in 2012.