Short Term Incentive Plan. Executive may be eligible to be receive an annual Short Term Incentive Plan bonus subject to the terms of the STIP as determined by the Board of Directors or compensation committee thereof in its sole discretion. The components, target and maximum amounts of any STIP bonus shall be a percentage of Executive's Base Annual Salary as determined by the Board of Directors or compensation committee thereof in its sole discretion. Subject to the foregoing, a portion of the annual STIP bonus may be based upon Employer's financial performance and a portion of the STIP may be based upon achievement of individual performance objectives, all as may be determined by the Board of Directors or compensation committee thereof in its sole discretion. STIP bonuses for each calendar year shall be payable in the following calendar year as determined by the Board or compensation committee thereof, provided that payment, if any, shall be no later than March 15th of the following year. The Company's adoption of a STIP bonus for a year does not require the Company to adopt a STIP bonus for any other year. If the Company adopts a STIP bonus for Company employees for a particular year, Executive shall be eligible to participate in such year subject to the foregoing.
Short Term Incentive Plan. During the Period of Employment, the Executive shall be eligible to participate in the Company’s Short-Term Incentive Plan (as amended from time to time, the “Incentive Plan”), on terms and conditions no less favorable than those provided generally to the other similarly situated officers of the Company, for so long as the same may be in effect. For the 2013 fiscal year, the Executive shall have a target bonus level of 50% of the Base Salary (the “Target Bonus”) under the Incentive Plan. Any bonus earned pursuant to the Incentive Plan shall be subject to the terms and conditions of the Incentive Plan. The Company reserves the right to change or eliminate the Incentive Plan at any time, without prior notice to or the consent of the Executive.
Short Term Incentive Plan. Beginning as of January 1, 2009, the Employee shall be entitled to participate in short-term incentive plans or programs applicable generally to similarly situated management employees of the Company, subject to the terms of the plan or program and the conditions established by the Compensation Committee or the Board of Directors of Theragenics Corporation, and subject to the Company’s or Theragenics Corporation’s right to amend or terminate the plan or program at any time.
Short Term Incentive Plan. Executive shall be eligible to participate in the Glacier Bancorp, Inc. 2015 Short Term Incentive Plan (“STIP”). Executive shall be eligible for cash incentives pursuant to the STIP based on the Company meeting certain financial goals (i.e. Threshold, Target and Max) set by the Company’s board of directors at the following levels: All STIP cash incentives shall be awarded and paid in accordance with and subject to the Company’s STIP plan documents, as adopted and amended from time to time by the Company’s board of directors. Executive acknowledges having been provided a copy of the Company’s STIP plan documents prior to entering into this Agreement.
Short Term Incentive Plan. As additional compensation for the services to be rendered by Executive pursuant to this Agreement, Executive will be eligible to participate in such executive level bonus/incentive programs and plans as may be in effect from time to time as approved by the Board of Directors of D&E. Executive shall be eligible for a targeted Short-term Incentive Plan bonus at the end of calendar year 2007 at twenty-five percent (25%) of his Salary as defined in D&E’s Short Term Incentive Plan. The target is neither a minimum nor a cap on any bonus. D&E, through its compensation committee, will annually consider the implementation of an annual incentive award program, for which the Executive will be eligible.
Short Term Incentive Plan. You will not participate in the Company’s short term incentive plans adopted by the Company from time to time, including the 2022 Short Term Incentive Plan.
Short Term Incentive Plan. The Executive shall participate in a Short Term Incentive Plan (“STIP”) established by the Compensation Committee, as the STIP may be modified from time to time. For 2013, his STIP target will be $175,000. Payment under the STIP will be contingent on achieving quantitative and qualitative goals as determined by the Compensation Committee. Payment will be made on a yearly basis after the publication of the audited financial reports.
Short Term Incentive Plan. The Executive will be eligible for short-term incentive payment at target of 50% of his gross base salary. For calendar year 2004, STIP will be pro-rated based on the period between August 9 and December 31, 2004 and:
(i) 75% of the STIP payment will be awarded based on the Company’s achievement of its corporate financial goals; and
(ii) 25% will be awarded based on the Executive’s achievement of personal objectives. Moreover,
(a) no bonus will be paid unless 80% of the financial results are attained;
(b) at 80% attainment, 50% of the financial results component of the target will be paid;
(c) at 100% attainment, 100% of the financial results component of the target will be paid;
(d) at 120% attainment or greater, 150% of the financial results component of the target will be paid; and
(e) pro-rating will apply between levels of attainment. Thereafter, the Board of Directors will decide on the applicable structure, threshold and opportunities for future years.
2.1 In calendar year 2004, for the corporate financial component, 100% payment of the 75% is based on the Company’s 100% attainment of financial goals, as set out on an annual basis by the Board. The 100% is currently weighted as follows: revenue (25%), EBITDA (50%) and Net Income (25%). The personal objectives component will be based on the achievement of personal objectives as approved by the Board. The Board will determine the level of attainment and the pay-out.
2.2 The financial results and the personal objectives components for each fiscal year are to be submitted by the Executive to the appropriate committees of the Board for review and final determination or approval by the Board by January 31 of each year. In the event that either or both of the components are not submitted and/or approved by mid-February, the determination of these components must be set by the Board. The Board’s decision with respect to the financial results components and the personal objectives components in any calendar year is final. The financial results component will be adjusted for overlays for acquisitions, divestitures, financings and other significant unusual transactions as approved by the Board at the time of the transaction.
Short Term Incentive Plan. Executive will be eligible to participate in the Company's Short Term Incentive Plan ("STIP"). Executive will be eligible for cash incentives pursuant to the Company's STIP based on the Company meeting certain financial goals (i.e., acceptable, target, and max) set by the Company's board of directors at the following levels for 2018: The Company's board of directors may adjust the incentive opportunities set forth above on an annual basis in its sole discretion. All STIP cash awards will be made in accordance with and shall be subject to all terms and conditions of the Company's STIP documents, as adopted and amended from time to time by the Company's board of directors. Executive acknowledges having been provided a copy of the Company's STIP documents prior to entering into this Agreement.
Short Term Incentive Plan. The Employee will be eligible on an annual basis to receive a short term incentive award. The Employee’s short-term bonus target for 2023 is 75% of Base Salary ("Target Bonus"). The Employee’s Target Bonus will be reviewed by the Compensation Committee of the Board on an annual basis. The actual short term bonus awarded to the Employee (the “Short Term Bonus”), if any, may be less than or greater than the Target Bonus (and may be zero), and will be determined based upon performance criteria and targets established by the Board and the Compensation Committee on an annual basis, and the achievement and/or satisfaction of such criteria and targets, as reasonably evaluated in the discretion of the Company. The payment of a Short Term Bonus and quantum of such bonus is not guaranteed in any year or part year of employment, and the payment and quantum of any Short Term Bonus in one year does not obligate the Company to provide a similar or any Short Term Bonus in any other year of employment. Any Short Term Bonus payment made to the Employee is inclusive of statutory requirements, including vacation pay.
