Performance Vesting Requirements. The performance goals described in the attached Schedule, which must be achieved for Units to vest and the corresponding Shares to be delivered under this Award.
Performance Vesting Requirements. The percentage of the Target Performance-Vest RSUs (if any) that will be eligible to vest on the applicable Vesting Date(s) shall be determined based on the Company’s performance for the applicable performance periods as set forth in this Appendix B. Such determination shall be made by the Committee during January or February of the year following the end of the applicable performance periods (or such earlier time as provided in this Agreement in the case of the Participant’s Qualifying Termination or a 409A Change in Control Event).
Performance Vesting Requirements a. The number of PSUs earned by Participant for the Performance Period will be determined at the end of the LTI Measurement Period based on the level of achievement of the performance goals as described in Exhibit I. All determinations of whether the applicable performance goals have been achieved, the number of PSUs earned by the Participant, and all other matters related to this Section 3 shall be made by the Committee in its sole discretion.
b. Promptly following completion of the LTI Measurement Period, the Committee will review and certify in writing (a) whether, and to what extent, the performance goals for the LTI Measurement Period have been achieved, and (b) the number of PSUs that the Participant shall earn, if any, based on such performance and subject to the service-vesting requirements of Section 4. Such certification shall be final, conclusive and binding on the Participant, and on all other persons, to the maximum extent permitted by law.
Performance Vesting Requirements. The vesting for Tranche 1 will be determined based on the Company’s EPS performance for 2017. Within sixty-five (65) days after the end of the designated Performance Period, the Committee will determine the Company’s EPS for the Performance Period. For purposes of determining Performance Period EPS results, EPS means non-GAAP EPS disclosed in the Company’s annual earnings release for the year ended December 31, 2017. The Company’s EPS performance for the Performance Period determines the vesting percentage for the Units covered by Tranche 1, such that:
Performance Vesting Requirements. The earn out with respect to the PSUs will be determined by reference to the attainment of one or more pre-established performance objectives (as determined prior to the date of grant by the Committee) measured over the first year of the Award Cycle applicable to the grant of PSUs (the “Performance Year”). Depending upon the level of attainment of the relevant performance objective or objectives, Executive shall be eligible to earn 100% of the Target Number for “target-level” performance. No portion of the PSU award shall be earned (and the entire award will be forfeited) if performance is less than target performance. It is intended by the parties that no minimum earn out is guaranteed with respect to such PSU award and that payout at target level will be challenging but attainable. The agreed upon performance objective and required levels of achievement for target payout for the 2018 Performance Year are set forth in attached Schedule A.
Performance Vesting Requirements. The earn out with respect to the PSUs will be determined by reference to the attainment of one or more pre-established performance objectives (as determined prior to the date of grant by the Committee after consultation with Executive) measured over the first year of the Award Cycle applicable to the grant of PSUs (the “Performance Year”). Depending upon the level of attainment of the relevant performance objective or objectives, Executive shall be eligible to earn 100% of the Target Number for “target-level” performance. No portion of a PSU award shall be earned (and the entire award will be forfeited) if performance is less than target performance. It is intended by the parties that no minimum earn out is guaranteed with respect to each PSU award and that payout at target level will be challenging but attainable. The agreed upon performance objective and required levels of achievement for target payout for the 2016 Performance Year are set forth in attached Schedule A. The performance metrics applicable to the 2017 and 2018 Performance Years shall be consistent with the Company’s Business Plan for such years and any other business objectives approved by the Committee after consultation with Executive for each such year and may be different from the objectives set forth in Schedule A.
Performance Vesting Requirements. The performance vesting requirements are described on the attached Exhibit A.
Performance Vesting Requirements. In addition to the vesting requirements set forth in Section 3(a) and 3(b), the number of PSUs that vest (the “Vested PSUs”) will be based on the achievement of the Performance Goal(s) set forth on Schedule A hereto for the “Performance Period” set forth above. The number of Vested PSUs shall be equal to the Target Number of PSUs multiplied by the “Aggregate Performance Payout Factor” determined pursuant to Schedule A hereto, based on the achievement of the Performance Goal(s) for the Performance Period, rounded up to the nearest number of whole PSUs.
Performance Vesting Requirements. In addition to the vesting requirements set forth in Section 2(a) and 2(b), the number Shares that vest will be based on the achievement of the Performance Goal(s) set forth on Schedule A hereto for the “Performance Period” set forth above. The number of Shares that vest shall be equal to the Maximum Number of PSAs multiplied by the “Aggregate Performance Payout Factor” determined pursuant to Schedule A hereto, based on the achievement of the Performance Goal(s) for the Performance Period, rounded up to the nearest number of whole Shares.
Performance Vesting Requirements. The earn out with respect to the PSUs granted in each calendar year will be determined by reference to the attainment of pre-established performance objectives (as determined prior to the date of grant during the first quarter of each calendar year by the Committee) during each year of the Term (the “Performance Year”). Depending upon the level of attainment of the performance objective, as determined by the Committee, Executive shall be eligible to earn up to 100% of the Specified Number. It is intended by the parties that no minimum earn out is guaranteed with respect to each PSU award and that payout will be challenging but attainable. The agreed upon performance objective for the 2020 Performance Year is set forth in the attached Schedule A. The Committee will set the goal applicable to the performance objective for the 2020 Performance Year as soon as reasonably practicable following the Effective Date once it has evaluated the achievement of the performance objectives for the fiscal year ending December 31, 2019.
