Incentive Compensation Calculation Sample Clauses

Incentive Compensation Calculation. The formula for determining incentive compensation is as follows: Incentive Compensation equals the product of TGI revenues for the applicable fiscal year multiplied by the income growth sharing ratio expressed as a percentage ("IGSR") for the fiscal year, the result multiplied by the Entitled Percent. The ISGR is determined with reference to the following table: INCOME GROWTH SHARING RATIO Income Before Tax and Incentive Compensation Less as a % of Revenues than 5%* 5%-9.99%* 10%-14.99%* 15%-24.99%* Over 25%* ------------------ -------- --------- ----------- ----------- --------- 0 - 8.99% 0 0 0 .2% .3% 9.00% - 14.99% .3% .4% .5% .6% .7% 15.00% - 19.25% .5% .6% .8% 1.0% 1.2% Over 19.25% .8% 1.0% 1.3% 1.6% 1.8% *IBTIC Growth Rate ISGR is determined by first determining the IBTIC as a percent of revenue for the current fiscal year and then entering the table along that line until the appropriate IBTIC Growth Rate is reached; the ISGR is shown at that intersection in the table. IBTIC[Current Fiscal Year] -------------------------- minus 1 x 100 IBTIC[Prior Fiscal Year] In the event that either the IBTIC Growth Rate or the IBTIC, as computed above, is zero or negative for a particular fiscal year, it shall be treated as zero for purposes of the foregoing computation for such year.
Sample 1See All (4)
AutoNDA by SimpleDocs
Incentive Compensation Calculation. The formula for determining incentive compensation is as follows: Incentive Compensation equals the product of Thomxx Xxxup revenues for the applicable fiscal year multiplied by the income growth sharing ratio expressed as a percentage ("IGSR") for the fiscal year, the result multiplied by the Entitled Percent. The ISGR is determined with reference to the following table:
Sample 1
Incentive Compensation Calculation. In consideration of the Employee's execution, delivery and performance of this Agreement, on the Incentive Compensation Payment Date (a) if the Incentive Compensation Calculation Date occurs on a date referred to in clause (i), (iv) (v), (vi) or (vii) of Section 3.1(e), the Company shall pay to the Employee an amount in cash equal to (i) the Annualized Fee Revenues multiplied by 2.75, less (ii) the Asset Acquisition Consideration (as defined in the Asset Acquisition Agreement) valued as of the Measurement Date (as defined in the Asset Acquisition Agreement; such amount being hereinafter referred to as the "Full Term Incentive Compensation"); and (b) if the Incentive Compensation Calculation Date occurs on a date referred to in clause (ii) or (iii) of Section 3.1(e), the Company shall pay to the Employee or the Employee's estate, as
Sample 1
Incentive Compensation Calculation. The formula for determining incentive compensation is as follows: Incentive Compensation equals the product of Thomxx Xxxup revenues for the applicable fiscal year multiplied by the income growth sharing INCOME GROWTH SHARING RATIO Income Before Tax and Incentive Compensation Less as a % of Revenues than 5%* 5%-9.99%* 10%-14.99%* 15%-24.99%* Over 25%* ------------------ -------- --------- ----------- ----------- --------- 0 - 8.99% 0 0 0 .2% .3% 9.00% - 14.99% .3% .4% .5% .6% .7% 15.00% - 19.25% .5% .6% .8% 1.0% 1.2% Over 19.25% .8% 1.0% 1.3% 1.6% 1.8% *IBTIC Growth Rate ISGR is determined by first determining the IBTIC as a percent of revenue for the current fiscal year and then entering the table along that line until the appropriate IBTIC Growth Rate is reached; the ISGR is shown at that intersection in the table. For purposes of this table, IBTIC Growth Rate for each applicable fiscal year is derived from the following formula: IBTIC [Current Fiscal Year] --------------------------- minus 1 x 100 IBTIC [Prior Fiscal year] In the event that either the IBTIC Growth Rate or the IBTIC, as computed above, is zero or negative for a particular fiscal year, it shall be treated as zero for purposes of the foregoing computation for such year.
Sample 1
Incentive Compensation Calculation. Executive's Incentive Compensation shall be calculated as the sum of the following three (3) calculations within this paragraph 3(c)(iii): (1) The President, at his sole discretion, in recognition of Executive's achieving pre-established MBOs for the applicable Year, will calculate the MBO Component of Incentive Compensation, In this regard, Executive's Incentive Compensation will equal the product of (A) Base Salary multiplied by (B) zero percent (0%) up to ten percent (10%), as determined by the President; plus (2) If the Company's actual EBITDA for the applicable Year equals or exceeds ninety percent (90%) of Target EBITDA for the applicable Year, Executive's Incentive Compensation in this regard will equal the product of (A) Base Salary multiplied by (B) twenty percent (20%); plus (3) If the Company's actual EBITDA for the applicable Year exceeds ninety percent (90%) of Target EBITDA for the applicable Year, Executive's Incentive Compensation in this regard will equal the product of (A) Base Salary multiplied by (B) two percent (2%) multiplied by (C) the number of percentage points by which the Company's actual EBITDA for the applicable Year exceeds ninety percent (90%) of Target EBITDA for such Year up to a maximum of one hundred five percent (105%) of Target EBITDA.
Sample 1

Related to Incentive Compensation Calculation

  • Annual Bonus Compensation Executive shall be eligible to receive a bonus each Contract Year (“Annual Bonus”) as the Compensation Committee of the Board of Directors shall determine. Executive’s Annual Bonus shall be determined in accordance with the Company’s executive compensation policies as in effect from time to time during the Term and shall be based, in part, on his achieving his individual performance goals for the year and, in part, on the Company’s achieving its performance goals for the year.

  • Bonus Compensation During the term hereof, the Executive shall participate in the Company’s Senior Executive Annual Incentive Plan, as it may be amended from time to time pursuant to the terms thereof (the “Plan,” a current copy of which is attached hereto as Exhibit A) and shall be eligible for a bonus award thereunder (the “Bonus”). For purposes of the Plan, the Executive shall be eligible for a Bonus, and the Executive’s specified percentage (the “Specified Percentage”) for such Bonus shall initially be fifty percent (50%) of Base Salary and shall thereafter be established annually by the Board of Directors (the “Board”) or, if the Board delegates the Specified Percentage determination process to a Committee of the Board, by such Committee. In the event the Board or Committee does not approve the Executive’s Specified Percentage within 90 days of the beginning of a fiscal year, such Specified Percentage shall be the same as the immediately preceding year. Whenever any Bonus payable to the Executive is stated in this Agreement to be prorated for any period of service less than a full year, such Bonus shall be prorated by multiplying (x) the amount of the Bonus otherwise earned and payable for the applicable fiscal year in accordance with this Sub-Section 4.2 by (y) a fraction, the denominator of which shall be 365 and the numerator of which shall be the number of days during the applicable fiscal year for which the Executive was employed by the Company. Executive agrees and understands that any prorated Bonus payments will be made only after determination of the achievement of the applicable Performance Measures (as defined in the Plan) in accordance with the terms of the Plan. Any compensation paid to the Executive as Bonus shall be in addition to the Base Salary.

  • Annual Incentive Compensation Executive shall be eligible to receive an annual bonus (“Annual Bonus”) with respect to each fiscal year ending during the Employment Period. The Annual Bonus shall be determined under the 2006 Omnibus Incentive Plan (the “Omnibus Plan”) or such other annual incentive plan maintained by the Company for similarly situated employees that the Company designates, in its sole discretion (any such plan, the “Bonus Plan”), in accordance with the terms of such plan as in effect from time to time. For each such fiscal year, Executive shall be eligible to earn a target Annual Bonus equal to seventy percent (70%) of Executive’s Base Salary for such fiscal year, if the Company achieves the target performance goals established by the Board for such fiscal year in accordance with the terms of the Bonus Plan. If the Company does not achieve the threshold performance goals established by the Board for a fiscal year, Executive shall not be entitled to receive an Annual Bonus for such fiscal year. If the Company exceeds the target performance goals established by the Board for a fiscal year, Executive may be entitled to earn an additional Annual Bonus for such year in accordance with the terms of the applicable Bonus Plan. The Annual Bonus for each year shall be payable at the same time as bonuses are paid to other senior executives of the Company in accordance with the terms of the applicable Bonus Plan, but in no event later than two and a half (21/2) months following the end of the applicable fiscal year in which such Annual Bonus was earned. Executive shall be entitled to receive any Annual Bonus that becomes payable in a lump-sum cash payment, or, at his election, (A) up to fifty percent (50%) of the Annual Bonus in the form of a grant of restricted stock units of Common Stock (as defined below) or (B) in any form that the Board generally makes available to the Company’s executive management team, provided that any such election is made by Executive in compliance with Section 409A of the Code and the regulations promulgated thereunder.

  • Cash and Incentive Compensation (a) All payments referenced in this Agreement are subject to applicable tax withholdings and authorized or required deductions.

  • Bonus and Incentive Compensation Executive shall be entitled to equitable participation in incentive compensation and bonuses in any plan or arrangement of the Bank or the Company in which Executive is eligible to participate. Nothing paid to Executive under any such plan or arrangement will be deemed to be in lieu of other compensation to which Executive is entitled under this Agreement.

  • Final Compensation Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment. Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

  • Incentive Compensation Plan In addition to receipt of Basic Compensation under the Employment Agreement, you shall participate in the Incentive Compensation Plan for Executive Officers of the Company (the “Compensation Plan”) and shall be eligible to receive incentive compensation under the Compensation Plan as may be awarded in accordance with its terms.

  • Recovery of Bonus and Incentive Compensation Any bonus and incentive compensation paid to you during a CPP Covered Period is subject to recovery or “clawback” by the Company if the payments were based on materially inaccurate financial statements or any other materially inaccurate performance metric criteria.

  • Basic Compensation (a) SALARY. Executive will be paid an annual base salary of $115,000.00, subject to adjustment as provided below (the "Salary"), which will be payable in equal periodic installments according to Employer's customary payroll practices, but no less frequently than monthly. The Salary will be reviewed by the Board of Directors not less frequently than annually, and shall be increased on each anniversary of the Effective Date during the term hereof by an amount equal to not less than ten percent (10%) of the prior year's base salary.

  • Equity Incentive Compensation Upon the Closing, each incentive award in respect of the common stock of Seller Parent (a “Seller Parent Equity Award”) held by a Transferred Employee shall become vested or eligible to vest (subject to the satisfaction of any applicable performance goals) in a prorated amount, determined based on the number of days in the applicable vesting period elapsed as of the Closing Date. Effective as of the Closing, Purchaser or its Affiliates shall grant to each Transferred Employee an equity- or cash-based incentive award (a “Make-Whole Award”) with a grant date fair value that is no less favorable than the value of the portion of the Seller Parent Equity Awards forfeited by the Transferred Employee in connection with the Closing (which forfeited amount shall be disclosed to Purchaser Parent no later than five (5) Business Days prior to the Closing), which Make-Whole Award shall have terms and conditions that are no less favorable than the terms and conditions (including vesting schedule and accelerated vesting terms) that were applicable to the corresponding Seller Parent Equity Award. In the event that the post-Closing transfer of a Delayed Transfer Employee results in a larger portion of the Seller Parent Equity Awards held by such Delayed Transfer Employee becoming vested upon such Delayed Transfer Employee’s transfer of employment than if the employment of such Delayed Transfer Employee had transferred upon the Closing, then the incremental cost of such additional vesting (which cost shall be measured based on the taxable income the Delayed Transfer Employee either realized or would have realized had such awards been settled or exercised upon such Delayed Transfer Employee’s transfer of employment to Purchaser or its Subsidiaries) shall be considered Purchaser Assumed Employee Liabilities.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!