Performance Determination. Following the last day of the Performance Period and subject to the Participant’s continued employment through the last day of the Performance Period (except as provided in Section 4(c)(i)(A) or Section 4(d) below), the total number of RSUs earned under this Section 4 shall be calculated by the Committee as follows:
(i) For each Performance Component, the total number of RSUs earned and issuable shall be equal to the product of (x) the Target Award Amount, multiplied by (y) the Relative Weighting for such Performance Component, multiplied by (z) the Achievement Percentage for such Performance Component. The foregoing calculation shall be made promptly following the end of the Performance Period. In the event that the Company’s actual performance does not meet the target level for a Performance Component, no RSUs shall be earned in respect of that Performance Component.
(ii) The levels of achievement with respect to any Performance Component shall be adjusted from time to time by the Committee as it deems equitable and necessary in light of acquisitions, dispositions and other non-routine and opportunistic expenses, transactions or extraordinary or one-time events that impact the Company’s operations or the measurement of any Performance Component.
Performance Determination. The Grantee’s Final Award, if any, shall be equal to the number of shares of Phantom Stock resulting from the Committee’s determination of the achievement of the Performance Goal(s) over the Performance Period(s) specified on Schedule A attached hereto.
Performance Determination. The number of PIUs and the amount of the CIA into which the Participant will be eligible to vest shall be determined based on the attainment of the overall corporate and business unit performance goals, as applicable, (collectively, the “Performance Goals” and each, a “Performance Goal”) set forth on, and in accordance with, Schedule I attached hereto during the period commencing on January 1, 2014 and ending on December 31, 2014 (the “Performance Period”). As soon as practicable following the completion of the Performance Period, the Committee shall determine and certify the actual level of attainment of the Performance Goals. On the basis of that certified level of attainment, (i) the number of PIUs will be multiplied by the applicable percentage determined in accordance with the percentile matrix set forth on Schedule I attached hereto (such product, the “Adjusted PIUs”) and (ii) the amount of the CIA will be multiplied by the applicable percentage determined in accordance with the percentile matrix set forth on Schedule I attached hereto (such product, the “Adjusted CIA”). The number of Adjusted PIUs and the amount of the Adjusted CIA resulting from such calculations shall constitute the maximum number of PIUs and the maximum amount of the CIA into which the Participant may vest in accordance with Section 3(b) below.
Performance Determination. The Chief Executive Officer of MPC shall, in his discretion and within five (5) days following the Closing Date, determine your performance in relation to all duties, tasks and responsibilities assigned to you as an MPC leader in the Speedway business to implement a successful transition of the business from August 2, 2020 to the Closing Date, based on the following performance levels: (i) meets expectations, or (ii) does not meet expectations.
Performance Determination. As set forth in the 2013 Long-Term Incentive Plan.
Performance Determination. Unless otherwise determined by the Committee, in the event of a Change in Control prior to the end of the Performance Period, the Committee shall, in its sole discretion, adjust the performance goals set forth in Schedule A to account for a shortened performance period through the date of the Change in Control and determine the Earned Units based on actual performance against such adjusted goals through the date of the Change in Control (such Units, the “CIC Earned Units”).
Performance Determination. A. Communication of Performance Requirements – Employees shall be informed of the specific performance requirements that constitute an acceptable level of performance within the time frames and means of communication of performance standards established under the performance appraisal system.
B. Acceptable Level of Performance Determinations
1. An acceptable level of performance determination shall be based on the current rating of record. This rating, used as the basis for an acceptable level of performance determination, must have been assigned no earlier than at the end of the most recently completed annual appraisal period. The current performance will be reviewed to ensure that the rating of record reflects current performance unless the employee is entitled to a waiver of an acceptable level of competence determination pursuant to applicable law, rule and regulation.
2. When it is determined that current performance is not at an acceptable level, a Performance Improvement Plan (PIP) must be prepared to document current performance.
Performance Determination. Based on the achievement of the Performance Goals, there may be an Award Payout following each performance period. As soon as administratively practicable following Performance Period 1, the Compensation Committee shall determine the Company's achievement of the Performance Goals in accordance with Schedule I and your individual performance, the date on which such determination occurs shall be referred to herein as the “First Determination Date”. If the Threshold Goal (as set forth on Schedule I) for Performance Period 1 is satisfied, the resulting Award Payout for Performance Period 1 will be made following the First Determination Date in accordance with Section 4. In no event shall the Award Payout for Performance Period 1 exceed 25% of the Target Award Payment. As soon as administratively practicable following Performance Period 2, the Compensation Committee shall determine the Company's achievement of the Performance Goals in accordance with Schedule I and your individual performance, the date on which such determination occurs shall be referred to herein as the “Second Determination Date”. If the Threshold Goal for Performance Period 2 is satisfied, the resulting Award Payout for Performance Period 2 will be made following the Second Determination Date in accordance with Section 4. If the Total Performance Goal (as defined in Schedule I) is not achieved for Performance Period 2, you will be eligible to earn an Award Payout during the Extended Performance Period. As soon as administratively practicable following the Extended Performance Period, the Compensation Committee shall determine the Company's achievement of the Performance Goals in accordance with Schedule I and your individual performance, the date on which such determination occurs shall be referred to herein as the “Extended Performance Period Determination Date”. If the Threshold Goal for the Extended Performance Period is satisfied, the resulting Award Payout for the Extended Performance Period will be made following the Extended Performance Period Determination Date in accordance with Section 4. In no event shall the Award Payout for Performance Period 2 and the Extended Performance Period exceed 150% of the Target Award Payment. The Company shall notify you of any Award Payout as soon as practicable following the applicable determination date. Each Award Payout shall be settled in accordance with Section 4 and any portion of the Target Award Payment amount not earned as of the Extended P...
Performance Determination. At the end of the Performance Period, for each of P-RSU Tranche 1, P-RSU Tranche 2 and P-RSU Tranche 3, the Compensation Committee will determine the number of shares earned based on the extent to which performance goals have been achieved, which achievement levels will then be used to determine whether performance thresholds have been met and if so, to calculate a P-RSU modifier of between fifty percent (50%) and one hundred fifty percent (150%). If threshold performance has not been achieved, the P-RSU modifier will be deemed to be zero percent (0%). If threshold performance has been achieved, then the P-RSU modifier will be based on the extent to which the Company has attained certain performance goals, with the P-RSU modifier being one hundred percent (100%) if performance achievement is at the established “target.” Upon determination of the performance achievement, the number of P-RSUs will automatically be adjusted to a number equal to the total number of P-RSUs granted multiplied by the modifier.
Performance Determination. The Governing Documents specify how performance is quantified, including measurement equipment and location, measurement units and frequency, and calculations or estimating methods. This is usually done with revenue grade meters that measure energy in intervals synchronized to the delivery schedule for service. In addition, periodic power measurements can be used to estimate energy over the performance period.
