Form 2019 Executive Performance Agreement - Section 16 Officer Pursuant to the Cerner Corporation 2018 Performance Compensation Plan, effective as of January 1, 2018 (the “2018 CPP”)Executive Performance Agreement • April 26th, 2019 • Cerner Corp /Mo/ • Services-computer integrated systems design
Your Performance Metric Payout will be calculated based on the Attainment % of Performance Metric set forth in the table below.
DYNAMICWEB ENTERPRISES, INC. EXECUTIVE PERFORMANCE AGREEMENT This EXECUTIVE PERFORMANCE AGREEMENT (the "Agreement") made effective as of February 29, 2000 (the "Effective Date") by and between DynamicWeb Enterprises, Inc., a New Jersey corporation...Executive Performance Agreement • March 20th, 2000 • Dynamicweb Enterprises Inc • Services-prepackaged software • New York
Form 2022 Executive Performance Agreement - Section 16 Officer Pursuant to the Cerner Corporation 2018 Performance Compensation Plan, effective as of January 1, 2018 (the "Plan")Executive Performance Agreement • May 3rd, 2022 • CERNER Corp • Services-computer integrated systems design
Your Performance Metric Payout will be calculated based on the Attainment % of Performance Metric and Payout % targets established by the Compensation Committee. The applicable targets for each Performance Metric, and each applicable Attainment % of Performance Metric and Payout % for each Performance Metric, will be communicated to you under separate cover, in a manner substantially similar to the tables set forth below. The Applicable Period Payout % will be interpolated on a straight-line basis for performance between the listed achievement levels and rounded to the nearest whole percentage.
PURSUANT TO CERNER’S 162(M) PERFORMANCE-BASED COMPENSATION PLANExecutive Performance Agreement • April 5th, 2007 • Cerner Corp /Mo/ • Services-computer integrated systems design
Depending on whether the achievement of the target metric is at, below or above the target metric amount, your calculated incentive payment will be increased or decreased in accordance with the table set forth below. This calculated incentive payment amount, whether or not adjusted based on the Attainment % of the Performance Metric, may also be reduced depending on your quarterly and annual Performance Factor (PF).
Form 2020 Executive Performance Agreement - Section 16 Officer Pursuant to the Cerner Corporation 2018 Performance Compensation Plan, effective as of January 1, 2018 (the “Plan”)Executive Performance Agreement • April 29th, 2020 • CERNER Corp • Services-computer integrated systems design
Your Performance Metric Payout will be calculated based on the Attainment % of Performance Metric and Payout % targets established by the Compensation Committee. The applicable targets for each Performance Metric, and each applicable Attainment % of Performance Metric and Payout % for each Performance Metric, will be set within the first 45 days of the period to which such targets relate and communicated to you under separate cover, in a manner substantially similar to the tables set forth below.
Pursuant to the Cerner Corporation 2018 Performance Compensation Plan, effective as of January 1, 2018 (the "2018 CPP")Executive Performance Agreement • March 6th, 2018 • Cerner Corp /Mo/ • Services-computer integrated systems design
Your Performance Metric Payout will be calculated based on the Attainment % of Performance Metric set forth in the table below.
Pursuant to Cerner’s Performance-Based Compensation PlanExecutive Performance Agreement • April 27th, 2012 • Cerner Corp /Mo/ • Services-computer integrated systems design
Depending on whether the achievement of the Performance Metric is at, below or above the target metric amount, your calculated Total Opportunity earned will be increased or decreased in accordance with the table set forth below. This calculated Total Opportunity incentive payment amount, whether or not adjusted based on the Attainment % of the Performance Metric, may also be reduced depending on your quarterly and annual Performance Factor (PF).
Department of the Treasury SES Performance Management System Executive Performance AgreementExecutive Performance Agreement • November 20th, 2020
Executives in the Department of the Treasury are accountable for supporting Departmentwide and Bureau Strategic Plans, missions, and organizational objectives. This Agreement identifies critical job elements and establishes performance requirements for each element. As described below, executives will be appraised on critical elements in three categories: Responsibilities that are Departmentwide competency-based elements shared by all executives; Commitments that are specific to each individual executive and linked to organizational goals and objectives; and Additional Mandated Elements that may be authorized with Departmental approval for specific organizations. Each executive’s performance must be appraised against the performance requirements (set at the beginning of each appraisal period).
SES Performance Management System Executive Performance AgreementExecutive Performance Agreement • July 6th, 2023
