Plan Overview. The City has established and will maintain a pay and classification system that places job classifications on a pay scale which establishes a minimum and maximum salary for each pay grade which is based on external market data while maintaining internal hierarchy. The City reserves the right to bargain with the Association to increase pay ranges as it deems appropriate.
Plan Overview. 1.1 This plan overview outlines the tools and resources maintained by Centric Health Resources, Inc. (CHR) to ensure continued program operations during any facility and/or system outage. Outages are defined as Centric facility and/or CPR+ system unavailable.
1.2 The components of the plan have been segmented as follows:
Plan Overview. The MPD Conceptual Master Site Plan depicts the conceptual layout and uses of the Project. All development shall conform to the site Conceptual Master pPlan and this Master Planned Unit Development Agreement. Subsequent location of lot lines, structures, internal landscape buffers, focal points, drainage facilities, the internal street system and similar details shall be depicted on plats, site development plans or condominium documents when portions of the Project are designed for development.
Plan Overview. (1) The PUD MDP depicts the conceptual layout of the project including the general location of the Spine Road. The location of lot lines, structures, drainage facilities and the internal street systems for each tract shall be shown on plats, site development plans or condominium documents as those portions of the project are designed for development. No tract intended for development under this DA may be landlocked and all easements and rights-of-way must be provided for. Any conservation or undeveloped tracts shall have adequate access for proper property maintenance.
(2) Platting of property shall be consistent with the LDC. However, platting of property to a form consistent with the MDP shall be exempt from ODP. Any and all subsequent replats shall be required to apply for ODP unless otherwise agreed to by the parties.
Plan Overview. The [year 1] – [year 3] LTIP is a performance share unit (PSU) plan tied to the measurement of two equally weighted performance metrics: 1) Currency neutral Earnings Per Share (EPS), and 2) Relative Total Shareholder Return (rTSR). Fifty (50) percent of the target award will be tied to EPS achievement over a three-year performance period and the remaining fifty (50) percent of the target award will be tied to rTSR achievement over a 3-year performance period. Each year, a portion of the 50% based on EPS may “bank” based on cumulative achievement. Final vesting will not occur until the end of the three-year performance period. Banked awards cannot be decreased based on performance in subsequent years. The maximum banking is 50% of the three-year EPS target award after year 1 (i.e. 25% of the total target PSU award), and 80% of the three-year EPS target award after year 2 (i.e. 40% of the total target PSU award). As such, EPS based awards at or above 80% of target (i.e. 40% of the total target PSU award) can only be achieved if performance is at or above the three-year target EPS performance goal. There is no banking mechanism related to the rTSR metric. For purposes of clarity, this Agreement covers only the portion of the target award that is tied to EPS achievement. A separate Performance Unit Grant Agreement will cover the terms of the target award tied to rTSR achievement.
Plan Overview. The 2017 LTIP is a performance share unit (PSU) plan tied to measurement of currency neutral adjusted Earnings Per Share (Adjusted EPS) achievement over a one-, two-, and three-year period, with the earlier years weighted more heavily through the mechanics of the plan. A portion of the total award may be “banked” at the end of each year based on cumulative achievement, with final vesting not occurring until the end of the three-year performance period. Banked awards cannot be decreased based on performance in subsequent years. In addition, banked awards during year 1 are capped at 50% of the three-year target award, and cumulative banked awards after year 2 are capped at 80% of the three-year target award level. As such, target or above target awards can only be achieved if performance is at or above the three-year target performance goal. PSUs are a contingent right to receive one share of Common Stock of the Company upon vesting of the award. The target number of PSUs is determined at the time of grant (after converting the target grant value to PSUs), and the PSUs are scheduled to vest on the third anniversary of the Effective Grant Date. The actual number of PSUs that vest at the end of the three years can vary from 0% to 200% of target, based on achievement of Company-wide performance objectives over the three-year period, as detailed below. Achievement will be determined using currency neutral Adjusted EPS over one-, two- and three-year performance periods beginning January 1, 2017, with performance measured at the end of each time period. Adjusted EPS shall mean calculated EPS after taking into account extraordinary items including (a) extraordinary, unusual and/or nonrecurring items of gain or loss, (b) gains or losses on the disposition of a business, (c) changes in tax or accounting regulations or laws, or (d) the effects of a merger, acquisition, or divestiture, (e) asset write-downs, (f) litigation or claim judgments or settlements, (g) any accruals for reorganization and restructuring programs, and (h) any extraordinary non-recurring items as described in Accounting Principles Board Opinion No. 30, all of which must be identified in the audited financial statements, including footnotes, or in the Management’s Discussion and Analysis section of the Company’s annual report. Currency neutral shall mean the Company’s Adjusted EPS for the applicable performance period in local currency translated at the Company’s budgeted foreign currency exchange ...
Plan Overview. The [year 1] – [year 3] LTIP is a performance share unit (PSU) plan tied to the measurement of two equally weighted performance metrics: 1) Currency neutral Earnings Per Share (EPS), and 2) Relative Total Shareholder Return (rTSR). Fifty (50) percent of the target award will be tied to EPS achievement over a three-year performance period and the remaining fifty (50) percent of the target award will be tied to rTSR achievement over a 3-year performance period. There is no banking mechanism related to the rTSR metric. For purposes of clarity, this Agreement covers only the portion of the target award that is tied to rTSR achievement. A separate Performance Unit Grant Agreement will cover the terms of the target award tied to EPS achievement.
Plan Overview. The Conceptual Development Plan attached hereto as Attachment “1” (the “Conceptual Development Plan”) generally depicts Project characteristics and depicts the approximate property boundaries, streets, easements, property lines, and intended uses. The Conceptual Development Plan also illustrates the general location of proposed access points, driveways, landscape buffers, and other pertinent information. Within Parcel A, the Developer shall be entitled to develop a maximum of 3 single family lots and 158 golf villa condominium units with associated recreational amenities.
Plan Overview. 3 (a) The Master Plan depicts the general layout of Town Center, 4 including the location of major roads ("Major Roads") and the approximate location 5 where the internal street system crosses wetlands. The location of lot lines, structures, 6 internal landscape buffers, drainage facilities and the internal street system will be shown 7 on plats, site development plans or condominium documents as portions of Town Center 8 are designed for development. 9 (b) Town Center will be developed in multiple phases. Tracts may be 10 platted and sold as platted lots, tracts or parcels separately or in groups; or any Tract may 11 be sold in its entirety "as is" without platting. Any purchaser of an unplatted Tract will 12 be required to plat and obtain site development plan approval from the City before 13 developing any portion of the Tract or conveying title to any portion of the Tract to third 14 parties.
Plan Overview. The 2019 - 2023 Xxxx Xxxxxxxx Long-Term Performance plan is a performance share unit (PSU) plan tied to measurement of Xxxx Xxxxxxxx adjusted EBITDA achievement over a five-year period. Performance will be measured at the end of 2023 with respective award targets and vesting as detailed below.
