Payout Matrix Sample Clauses

A Payout Matrix clause defines the specific amounts or percentages to be paid out under various scenarios or outcomes in an agreement. Typically, this clause outlines how payments are calculated based on performance metrics, milestones, or other triggering events, and may include tables or schedules to illustrate the different payout levels. Its core practical function is to provide clear, predetermined rules for compensation, thereby reducing ambiguity and potential disputes over payment obligations.
Payout Matrix. The Payout Matrix attached as Appendix A hereto sets forth the possible multipliers, which range from zero percent (0%) to two hundred percent (200%), which may be applied to the number of vested Performance Units to determine the actual number of Shares to be issued upon payment of the vested Performance Units after the completion of the Performance Period. The final multiplier (the “Final Multiplier”) shall be determined by the Committee after the completion of the Performance Period based on the two variables that comprise the Performance Criteria, related to (i) the Company's TSR and CAGR for the Performance Period, and (ii) the Peer Companies' TSR and CAGR for the Performance Period as reflected in the Custom Index. Subject to Section 1.2(e), the number of Shares, if any, that shall be issued to the Participant upon payment of the Performance Units shall be calculated as an amount equal to (A) the number of Performance Units that have vested in accordance with Section 1.3 or Section 1.6 hereof, multiplied by (B) the Final Multiplier, as determined by the Committee in accordance with the Payout Matrix (such number of Shares, the “Payout Shares”).There shall be no rounding of variables or extrapolation of variables between data points within the Payout Matrix, and the data point for which the associated variables equal or exceed the target variables for such data point, but do not result in qualification for another higher data point, shall be utilized with respect to the Final Multiplier. Any fractional Shares which would otherwise result from application of the Final Multiplier shall be rounded up to the nearest whole Share of Common Stock.
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Payout Matrix. The Participant shall earn the percentage of the Target Award Opportunity that corresponds to the achieved performance goal for the Performance Period as set forth below: (a) 15% of the Participant’s Target Award Opportunity shall be determined based on annual FCF performance for each of the 2024, 2025 and 2026 calendar years (for a total of 45% of the Participant’s Target Award Opportunity), as set forth in the chart below: % Earned 0% 100% 200% (capped) (b) 55% of the Participant’s Target Award Opportunity shall be determined based on the three-year cumulative FCF performance as set forth in the chart below: % Earned 0% 100% 200% (capped) Linear interpolation shall be used to determine the percent of the Target Award Opportunity earned above the Threshold or below the Maximum, in the event that the Company’s FCF for any annual period or the three-year cumulative period falls between the percentages listed in the charts above.
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Payout Matrix. The Participant shall earn the percentage of the Target Award Opportunity that corresponds to the achieved performance goal for the Performance Period as set forth below: No Payout Less than $[*] 0% Threshold $[*] [*]% Target $[*] 100% Maximum $[*] or higher [*]% (capped) Linear interpolation shall be used to determine the percent of Target Award Opportunity earned above the Threshold or below the Maximum, in the event that the Company’s three-year cumulative FCF falls between the percentages listed in the chart above.
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Payout Matrix. (a) Subject to paragraph 5(b) below, the Participant shall earn the percentage of the Target Award Opportunity that corresponds to the achieved performance goal for the Performance Period as set forth below: No Payout < [ ]th Percentile 0% Threshold [ ]th Percentile [ ]% Target [ ]th Percentile [ ]% Maximum ≤ [ ]th Percentile [ ]% (capped) The Company’s Percentile Rank shall be calculated as follows: Percentile Rank = Company Rank Total number of Competitor Companies including the Company Linear interpolation shall be used to determine the percent of Target Award Opportunity earned above the Threshold or below the Maximum, in the event that the Company’s Percentile Rank does not fall directly on one of the ranks listed in the chart above. (b) In the event the Company’s TSR for the Performance Period is less than zero, the percentage of the Target Award Opportunity earned shall be equal to the lesser of (i) the amount determined under paragraph 5(a) above or (ii) 50 percent.
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Payout Matrix. The Payout Matrix attached as Appendix A hereto sets forth the possible multipliers, which range from zero percent (0%) to two hundred percent (200%), which may be applied to the number of vested Performance Units to determine the actual number of Shares to be issued upon payment of the vested Performance Units after the completion of the Performance Period. The final multiplier (the “Final Multiplier”) shall be determined by the Committee after the completion of the Performance Period based on the two variables that comprise the Performance Criteria, related to (i) the Company’s TSR for the Performance Period relative to the Peer Companies’ TSR for the Performance Period, and (ii) the Company’s CRTCI for the Performance Period relative to the Peer Companies’ CRTCI for the Performance Period. Subject to Section 1.2(e), the number of Shares, if any, that shall be issued to the Participant upon payment of the Performance Units shall be calculated as an amount equal to (A) the number of Performance Units that have vested in accordance with Section 1.3 or Section 1.6 hereof, multiplied by (B) the Final Multiplier, as determined by the Committee in accordance with the Payout Matrix (such number of Shares, the “Payout Shares”). Any fractional Shares which would otherwise result from application of the Final Multiplier shall be rounded up to the nearest whole Share of Common Stock.
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Payout Matrix. (a) Subject to paragraph 5(b) below, the Participant shall earn the percentage of the Target Award Opportunity that corresponds to the achieved performance goal for the Performance Period as set forth below: Achieved Performance Goal 3-Year Relative TSR Percentile Rank % of Target Award Opportunity Earned No Payout < [ ] Percentile 0% Threshold [ ]Percentile [ ]% Target [ ] Percentile 100% Maximum ≤ [ ] Percentile [ ]% (capped) (b) In the event the Company’s TSR for the Performance Period is less than zero, the percentage of the Target Award Opportunity earned shall be equal to the lesser of (i) the amount determined under paragraph 5(a) above or (ii) 50 percent.
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Payout Matrix. The Participant shall earn the percentage of the Target Award Opportunity that corresponds to the achieved performance goal for the Performance Period as set forth below: Linear interpolation shall be used to determine the percent of Target Award Opportunity earned above the Threshold or below the Maximum, in the event that the Company’s three-year cumulative EBITDA falls between the percentages listed in the chart above.
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Payout Matrix. (a) Subject to paragraph 5(b) below, the Participant shall earn the percentage of the Target Award Opportunity that corresponds to the achieved performance goal for the Performance Period as set forth below: The Company’s Percentile Rank shall be calculated as follows: Percentile Rank = Company Rank Total number of Competitor Companies including the Company Linear interpolation shall be used to determine the percent of Target Award Opportunity earned above the Threshold or below the Maximum, in the event that the Company’s Percentile Rank does not fall directly on one of the ranks listed in the chart above. (b) In the event the Company’s TSR for the Performance Period is less than zero, the percentage of the Target Award Opportunity earned shall be equal to the lesser of (i) the amount determined under paragraph 5(a) above or (ii) 50 percent.
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