Award Determination. At the end of the Performance Period, the Peer Companies and the Company shall be ranked together based on their TSR for the Performance Period with the highest TSR being number 1 and the lowest TSR being the number of Peer Companies, including the Company, remaining in the group at the end of the Performance Period, with any and all Failed Companies and Delisted Companies being ranked in last place on the list. Based on the Company's relative TSR rank among the Peer Companies for the Performance Period, Executive will have earned Performance Shares as determined by the Company's rank as follows: • If the Company is ranked at or above the 90th percentile of the Peer Companies, 200% of the Target Award • If the Company is ranked at the 50th percentile or median of the Peer Companies, including the Company, 100% of the Target Award • If the Company is ranked at the 25th percentile of the Peer Companies, including the Company, 50% of the Target Award • If the Company is ranked below the 25th percentile of the Peer Companies, including the Company, no award will be paid EXHIBIT VERSION If the Company is ranked between any of these payout levels, the percentage multiple of the Target Award will be interpolated based on the actual percentile ranking of the Company (rounded to the nearest whole percentile) in relation to the payout levels. Notwithstanding the preceding, if the Company's overall TSR is negative, no more than one hundred percent (100%) of the Target Award will be paid to the Executive. Any partial shares will be rounded up to the next whole number.
Award Determination. An award is calculated and paid in whole or part at the end of the 2015 plan term (during the first quarter of 2018). Awards earned are based on the level at which the 3-year performance goals have been achieved. Final awards may be prorated for participants promoted or hired into an eligible position during the performance period, and for participants who take a leave of absence during the performance period. Note that the percentages of award opportunity provided below are not the award percentages of base salary. See below for award opportunities and ranges. Adjusted Return on Capital Spread Goal (3-Year Average) 1 Risk Management Goal (3-Year Average) 2 30% goal weight % of Award Opportunity 70% goal weight % of Award Opportunity Threshold (75%) 2.59% 22.5% Threshold (75%) Average of 3- Year Achievement 52.5% Meets (100%) 2.84% 30.0% Meets (100%) 70.0% Exceeds (125%) 3.09% 37.5% Exceeds (125%) 87.5% Far Exceeds (150%) 3.34% 45.0% Far Exceeds (150%) 105.0% 1 Meets excludes OTTI impact, while measured performance includes OTTI impact. 2 Measured by 3-year achievement levels of Risk Management goal under the respective STIPs. Performance below the Threshold achievement level for either measure normally will not result in an incentive award. The Board of Directors has full discretion to modify any and all goals, achievement levels, and incentive payments to account for matters not specifically addressed in the plan, subject to review by the Federal Housing Finance Agency, as required. Incentive compensation reductions may be made, but are not limited to the following circumstances: (i) if errors or omissions result in material revisions to the Bank’s financial results, information submitted to a regulatory or a reporting agency, or information used to determine incentive compensation payouts; (ii) if information submitted to a regulatory or a reporting agency is untimely; or, (iii) if the Bank does not make appropriate progress in the timely remediation of examination, monitoring, or other supervisory findings and matters requiring attention.
Award Determination. As soon as practicable upon the Performance & Service Period End Date or within the 90-day period thereafter, the Committee will determine the applicable number of Performance Units that will vest based on the Company’s CAGR as measured versus the CAGR of the Index as described in Section 2 of this Attachment I, and such determinations will be final and binding on the Participant. The date of the Committee’s determination is the “Determination Date.” In all instances, if a Change in Control Transaction occurs on or following the Performance & Service Period End Date, the Determination Date must occur prior to such Change in Control Transaction. Any Performance Units that are not determined to vest on the Determination Date will immediately terminate and be forfeited on the Determination Date.
Award Determination. The Grant Officer will recommend award of Grants to the Applicants determined to be acceptable to the State, considering the evaluation criteria and proposed budget.
Award Determination. The final EIX Performance Unit award level will be determined during the first quarter of the year following the end of the Performance Period. With input from the Board, the Committee will review the performance of EC over the Performance Period, guided by the level of achievement of the corporate goals and objectives established from time-to-time by the Board. With input from the Board, the Committee will also consider TRM's individual performance as CEO, President or in other executive capacities at EC during the Performance Period. The Committee and the Board may take into consideration any factors they deem relevant to their evaluation of the performance of EC and TRM. The Adjusted Target Award will then be multiplied by a performance factor to be determined in the discretion of the Committee (as described above) ranging from 0 to 2. The resulting number of EIX Performance Units (the "Final Performance Award Units") will be the basis of TRM's final award payment.
Award Determination. As soon as practicable (but not later than 60 days) following the end of the Performance Period (as defined above) and the completion of all other conditions to payment set forth in this Agreement and the Plan, the Committee shall calculate Total Shareholder Return (as defined below) for the Company and Total Shareholder Return for each member of the TSR Peer Group (as defined below) and determine the extent to which the Target Number of Performance Shares (as defined above) awarded under this Agreement have been earned. Except as otherwise provided herein or in the Plan, if the Grantee is employed by the Company as of the last day of the Performance Period, the Grantee shall earn as Performance Shares that percentage of his or her Target Number of Performance Shares determined by comparing the Company’s Total Shareholder Return to each member of the TSR Peer Group’s Total Shareholder Return on a percentile basis: Xxxxxx TSR Peer Group Ranking Percentage of Target Number ofPerformance Shares Earned < 30th Percentile 0% 30th Percentile but < 50th Percentile 50% 50th Percentile but < 100th Percentile 100% 100th Percentile 200% The Company's TSR Peer Group Ranking shall be determined by the Committee following the end of the Performance Period and no Performance Shares shall be considered earned prior to the Committee certifying such results. If the Company’s TSR Peer Group Ranking for the Performance Period is between the 30th percentile and 50th percentile per the above table, the number of Performance Shares earned shall be determined by interpolation between the corresponding percentiles as the sum of:
Award Determination. The Grant Officer will recommend award of Grants to the Applicants determined to be acceptable to the State, considering the evaluation criteria and proposed budget. RFA ATTACHMENTS EXHIBIT B – Budget Forms (MDH 432A-H) This must be completed and submitted with the Project Narrative in a separate envelope. EXHIBIT C—Budget Narrative This form must be completed and submitted with the Budget Form in a separate envelope from the Project Narrative.
Award Determination. Upon completion of the Technical Proposal evaluations and rankings, each Offeror will receive an overall ranking. Contract award opportunities will be rotated among the qualified firms approved for participation in this agreement. Under the agreement terms, the consultant would submit to DGS a proposal based on a scope of work provided by DGS. The proposal would include a cost breakdown based on established hourly rates. The DGS will review the proposal and either accept it or negotiate a revised proposal. Upon agreement of a "Not to exceed" cost and the scope of services required, the parties will execute a contract reflecting all terms agreed upon. The DGS will contract with the consultant under the terms of the agreement which will specify the scope of work on which the project effort is to be based. The State reserves the right, under this proposal, to enter into an agreement with one or more A/E firms for the services as outlined. Qualifications and price data submitted by selected firms will be made available to political subdivisions of the State upon request. Selected firms agree to contract with political subdivisions of the State to provide services under the terms and prices agreed to under this solicitation. All purchases under this contract by any political subdivisions (which are not units or agencies of the State of Maryland) (1) shall constitute a purchase or contract between the Contractor and that entity only, (2) shall not constitute a procurement or contract of the State of Maryland, (3) shall not be binding or enforceable against the State of Maryland or any of its units or agencies, and (4) may be subject to other terms and conditions agreed to by the firm and the political subdivision.
Award Determination. The number of Units that will be earned at the end of the Measurement Period is a function of the amount of the calculated “Shareholder Value Delivered” (as defined below) at the end of the Measurement Period as a percentage of the Shareholder Value Expected at the end of the Measurement Period. Except as otherwise provided below in the Terms and Conditions, at the end of the Measurement Period, the Units earned will be the number of whole Units (rounded down) equal to the product of (a) the number of Units comprising the Target Performance Based Unit Award, and (b) a multiplier, as provided in the following table, based on the ratio, expressed as a percentage, of the calculated Shareholder Value Delivered at the end of the Measurement Period (as determined below) to the Shareholder Value Expected at the end of the Measurement Period: Calculated Shareholder Value Delivered as Percentage of Shareholder Value Expected Multiplier Less than 70% zero (no Units earned) At least 70% but less than 130% .25 plus an additional .025 for each full percentage point delivered above minimum for range At least 130% 1.75 (maximum Units earned) (the “Maximum Performance Based Unit Award”)
Award Determination. The City will award the contract to the responsible Offeror submitting the low responsive bid. If the City receives a Bid from an offeror who has Local Business Presence and whose bid is within three percent of the lowest bid price received from an offeror who does not have Local Business Presence, the City may enter into a contract with the local vendor. Local Business Presence is determined per the form in the Offer and Certifications Section of the Solicitation.
