Award Calculation definition

Award Calculation. The determination of the amount of the payout, if any, under the Award will be calculated by multiplying the Participant's Award Percentage by the Participant's Base Salary. Target Multiplier * Participant's applicable Target Bonus Percentage = Award Percentage Award Percentage * Base Salary = Final Cash Award payable under the Plan Illustrative Example: Below is an illustrative example of a calculation for a potential payout under the Award for a sample participant with a Base Salary of $100,000. Table 2Illustrative Example Example of Individual Target Bonus Percentage from Table 1 Example of Target Multiplier interpolated from Performance Matrix Example of Total Award Percentage (AxB) Example of Base Salary Example of Estimated final Cash Award payable under the Plan (CxD)
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Award Calculation. The determination of the amount of the payout, if any, under the Award will be calculated by multiplying the Participant’s Award Percentage by the Participant’s Base Salary. The calculation formulas are illustrated below. Target Multiplier * Participant’s applicable Target Bonus Percentage = Award Percentage Award Percentage * Base Salary = Final Cash Award payable under the Plan
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Award Calculation. The determination of the amount of the payout, if any, under the Award will be calculated by adding the Award Holder's Corporate Award Percentage and Individual Award Percentage (if any), and multiplying the sum by the Award Holder's Base Salary. Corporate Award Percentage = Target Multiplier * Weighted Target Bonus Percentage for Corporate Measures Individual Award Percentage = Individual Multiplier * Weighted Target Bonus Percentage for Individual Measures Total Award Payable = (Corporate Award Percentage + Individual Award Percentage) * Base Salary Annual PIP Award February 2014
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Examples of Award Calculation in a sentence

  • Courses that have a later starting date, or that were not added until after the Award Calculation Date, will not be included in a student’s enrollment level for that payment date.

  • Any amounts remaining in the Settlement Fund after the Gross Settlement Award Calculation shall be subject to a cy pres distribution as set forth in Section 10.

  • Percentile Rank Payout (as a % of Target) 90th percentile and above 200% 75th percentile 150% 50th percentile 100% 25th percentile 50% Below the 25th percentile 0% Exhibit 10.13 Exhibit B Illustration of Hypothetical 2019-2022 Performance Period Performance Unit Award Calculation Illustration assumes 500 Performance Units Granted in February 2019 Total Stockholder Return (TSR) vs.

  • The Award Calculation Expert shall provide counsel for the Parties with an electronic report setting forth the results of these calculations.

  • DB1/ 154857473.4 Form of 2025 PSU Award Agreement under the 2018 EIP B-1 Exhibit B Illustration of Hypothetical Performance Unit Award Calculation Performance Period January 1, 2025 – December 31, 2027 The illustrations below assume that 500 Performance Units are awarded to Grantee in February 2025.

  • Upon request from the Award Calculation Expert, Settlement Administrator, or Class Counsel, Defendant will provide other data as reasonably necessary to complete award calculation or settlement administration duties under this Agreement.

  • The parties agree that the Parent Warrants and the Cash Exercise Warrants shall not expire, but shall survive in full force and effect, until the later of (i) April 10, 2010, (ii) fifteen (15) days following the final determination of the Contingent Award Calculation with respect to the Third Determination Period, or (iii) such time as all Index Warrants have expired, been exercised or have been terminated in accordance with their respective terms.

  • The maximum Individual Award Calculation is computed as follows: One Hundred Fifty Percent (150%) times Executive’s target bonus of Sixty Percent (60%), times Executive’s base salary of Two Hundred Ninety Five Thousand Dollars And No Cents ($295,000.00).

  • A Warrant may be exercised only during the period (“Exercise Period”) commencing on the Effective Time and ending on the later of (i) April 10, 2010, (ii) fifteen (15) days following the final determination of the Contingent Award Calculation with respect to the Third Determination Period, or (iii) such time as all Index Warrants have expired, been exercised or have been terminated in accordance with their respective terms (in any case, the “Expiration Date”).

  • Next, AEI will prorate the result of the Individual Award Calculation through the end of the month of August 2010, 243 days, divided by 365.


More Definitions of Award Calculation

Award Calculation. The determination of the amount of the payout, if any, under the Award will be calculated by adding the Participant's Corporate Award Percentage and Individual Award Percentage (if any), and multiplying the sum by the Participant's Base Salary. Corporate Award Percentage = Target Multiplier * Weighted Target Bonus Percentage for Corporate Measures Individual Award Percentage = Individual Multiplier * Weighted Target Bonus Percentage for Individual Measures Total Award Payable = (Corporate Award Percentage + Individual Award Percentage) * Base Salary Illustrative Example: Below is an illustrative example of a calculation for a potential payout under the Award for a sample Participant with a Base Salary of $100,000 and a Target Bonus Percentage of 10% based on Corporate Performance Measures and of 10% based on Individual Performance Measures. Annual PIP Award February 2013 Table 2Illustrative Example Example of Weighted Target Bonus Percentage based on Corporate Performance Measures Example of Target Multiplier interpolated from Performance Matrix Example of Corporate Award Percentage (AxB) Example of Individual Award Percentage Example of Total Award Percentage (C+D) Sample Base Salary Example of Estimated final Cash Award payable under the Plan (ExF)
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Award Calculation. The determination of the amount of the payout, if any, under the Award will be calculated by multiplying the Participant’s Award Percentage by the Participant’s Base Salary. Target Multiplier * Participant’s applicable Target Bonus Percentage = Award Percentage Award Percentage * Base Salary = Final Cash Award payable under the Plan Illustrative Example: Below is an illustrative example of a calculation for a potential payout under the Award for a sample participant with a Base Salary of $100,000. Example of Individual Target Bonus Percentage from Table 1 Example of Target Multiplier interpolated from Performance Matrix Example of Total Award Percentage (AxB) Example of Base Salary Example of Estimated final Cash Award payable under the Plan (CxD) 50.0 % 155.5 % 77.8 % 100,000 77,800 Adjustments: The Compensation Committee of the Unitrin, Inc. Board of Directors may, in its discretion:
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Related to Award Calculation

  • Award Criteria means the Standard Services Award Criteria and/or the Competed Services Award Criteria as the context requires

  • Award Cycle means a period of consecutive fiscal years or portions thereof designated by the Committee over which Performance Units are to be earned.

  • Direct Award Criteria means the award criteria to be applied for the award of Call-Off Contracts for Standard Services set out in Part 1 of Schedule 6 (Award Criteria) of this Framework Agreement;

  • Performance Award Formula means, for any Performance Award, a formula or table established by the Committee pursuant to Section 10.3 which provides the basis for computing the value of a Performance Award at one or more levels of attainment of the applicable Performance Goal(s) measured as of the end of the applicable Performance Period.

  • Performance Award Agreement means a written agreement between the Company and a Holder with respect to a Performance Award.