Award Calculation definition

Award Calculation. The determination of the amount of the payout, if any, under the Award will be calculated by multiplying the Award Holder's Award Percentage by the Award Holder's Base Salary. The calculation formulas are illustrated below. Target Multiplier * Award Holder’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 and a Target Bonus Percentage of 50%. Table 2 Illustrative Example Example of Individual Target Bonus Percentage from Table 1 Example of Target Multiplier interpolated from Performance Grids Example of Total Award Percentage (AxB) Example of Base Salary Example of Estimated final Cash Award payable under the Plan (CxD) A B C D E 50.0% 120% 60% $100,000 $60,000 Interpretations and Decisions Related to Award Calculations and Determinations:
Sample 1
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
Sample 1Sample 2
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 Exhibit 10.20 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) A B C D E F G 10.0% 94.4% 9.4% 10% 19.4% $100,000 $19,440
Sample 1

Examples of Award Calculation in a sentence

  • The Individual Performance assessment will impact the Participant’s calculated award as set forth under the Incentive Award Calculation Formula, however, the assessment of Individual Performance does not preclude the Committee from exercising downward discretion and/or determining that no award should be paid to a Participant for a Performance Period.

  • The Payout Scale applied to all performance goals based on the actual performance achieved will determine the payout percent applied in the Incentive Award Calculation Formula under section 6, subject to negative adjustment by the Committee and the Individual Maximum Award for the Performance Period.

  • Various terms used in the plan are defined as follows: o Award Calculation: Award expressed as a percent of a participant's salary at the beginning of the plan year.

  • Incentive Award Calculation: The incentive award for each Participant other than the CEO shall be determined by multiplying the Participant’s base salary by the Participant’s performance bonus target percentage, then multiplying by the Participant’s weighted performance factor, and then pro-rated (if applicable) pursuant to paragraph (g) above.

  • The Committee will use negative discretion pursuant to Section 5.05 of the Plan to reduce the amount of the Individual Maximum Award payable based on the achievement of one or more Incentive Award Goals, which will be used in the Incentive Award Calculation Formula.

  • Exhibit B Illustration of Hypothetical 2014-17 Performance Period Performance Unit Award Calculation The illustrations below assume that 500 Performance Units are awarded to Grantee in February 2014.

  • You should not take inappropriate advantage of your position or engage in any fraudulent or manipulative practice (such as front-running or manipulative market timing) with respect to our clients' accounts.

  • The individual STAR Award Calculation is: (STAR Target) x (Business Unit Performance Factor) x (Corporate Adjustment Factor) x (Gillette Factor) • The STAR Target for each participant is calculated as: (Base Salary) x (STAR Target percent) Base Salary as of the end of June is used to calculate the STAR award.

  • No Performance Units are earned if ONEOK’s TSR ranking at the end of the performance period is below the 25th percentile Exhibit B Illustration of Hypothetical 2010-2013 Performance Period Performance Unit Award Calculation Illustration assumes 1,000 Performance Units Granted in February 2010 Total Stockholder Return (TSR) vs.

  • The Company’s financial performance factors for the current year can be found in Exhibit A.V. Award Calculation and DistributionAwards under the Plan are calculated according to determination of the established performance factors at year end.


More Definitions of Award Calculation

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) A B C D E 50% 143.3% 71.7% 100,000 71,700
Sample 1
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
Sample 1
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 2. Illustrative Example: Based on Profit Plan 2010-I, at -6.44% Growth Rate & 7.35% Profit Xxxxxx 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) A B C D E 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:
Sample 1

Related to Award Calculation

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

  • Award Value means the value, in dollars, of an award made to a Participant and as stated in the applicable Award Agreement, which is provided under the Plan in the form of PSUs or RSUs, as the case may be.

  • 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.

  • Award Year means a fiscal year beginning January 1 and ending December 31 with respect to which an Award may be granted.

  • Performance audit means an objective and systematic assessment of a state agency or agencies or any of their programs, functions, or activities by the state auditor or designee in order to help improve agency efficiency, effectiveness, and accountability. Performance audits include economy and efficiency audits and program audits.

  • Performance Measure means one or more of the following selected by the Committee to measure Company, Affiliate, and/or business unit performance for a Performance Period, whether in absolute or relative terms (including, without limitation, terms relative to a peer group or index): basic, diluted, or adjusted earnings per share; sales or revenue; earnings before interest, taxes, and other adjustments (in total or on a per share basis); basic or adjusted net income; returns on equity, assets, capital, revenue or similar measure; economic value added; working capital; total shareholder return; and product development, product market share, research, licensing, litigation, human resources, information services, mergers, acquisitions, sales of assets of Affiliates or business units. Each such measure shall be, to the extent applicable, determined in accordance with generally accepted accounting principles as consistently applied by the Company (or such other standard applied by the Committee) and, if so determined by the Committee, and in the case of a Performance Compensation Award, to the extent permitted under Code Section 162(m), adjusted to omit the effects of extraordinary items, gain or loss on the disposal of a business segment, unusual or infrequently occurring events and transactions and cumulative effects of changes in accounting principles. Performance Measures may vary from Performance Period to Performance Period and from Participant to Participant, and may be established on a stand-alone basis, in tandem or in the alternative.

  • Performance Measurement Period has the meaning set forth in Section 3.1(e)(ii).

  • Award Period means the period beginning on an Award Date and ending on the expiration date of such Award.

  • Performance Grant means an Award subject, in part, to the terms, conditions and restrictions described in Section 9, pursuant to which the recipient may become entitled to receive cash, Class A Shares, Other Real Goods Securities or property, or other forms of payment, or any combination thereof, as determined by the Committee.

  • Performance Goal means a performance goal established by the Committee pursuant to Section 10.3.

  • Award Certificate means a written or electronic document setting forth the terms and provisions applicable to an Award granted under the Plan. Each Award Certificate is subject to the terms and conditions of the Plan.

  • Performance Cash Award means an award of cash granted pursuant to the terms and conditions of Section 6(c)(ii).

  • Performance Level means a reference to one of Performance Level I, Performance Level II, Performance Level III, Performance Level IV or Performance Level V.

  • Award Letter means a letter from a governmental or quasi-governmental agency (i.e. the Federal Home Loan Bank) stating that funds in a specific amount are awarded or are to be awarded to the Project in a specific time frame.

  • RSU Award Agreement means a written agreement between the Company and a holder of a RSU Award evidencing the terms and conditions of a RSU Award grant. The RSU Award Agreement includes the Grant Notice for the RSU Award and the agreement containing the written summary of the general terms and conditions applicable to the RSU Award and which is provided to a Participant along with the Grant Notice. Each RSU Award Agreement will be subject to the terms and conditions of the Plan.

  • Other Award Agreement means a written agreement between the Company and a holder of an Other Award evidencing the terms and conditions of an Other Award grant. Each Other Award Agreement will be subject to the terms and conditions of the Plan.

  • Payout Formula means as to any Performance Period, the formula or payout matrix established by the Committee pursuant to Section 3.4 in order to determine the Actual Awards (if any) to be paid to Participants. The formula or matrix may differ from Participant to Participant.

  • Incentive Bonus means a bonus opportunity awarded under Section 9 pursuant to which a Participant may become entitled to receive an amount based on satisfaction of such performance criteria as are specified in the Award Agreement.

  • Incentive Award means the right to receive a cash payment to the extent Performance Goals are achieved, and shall include “Annual Incentive Awards” as described in Section 10 and “Long-Term Incentive Awards” as described in Section 11.

  • Performance Measures means measures as described in Article 12 on which the performance goals are based and which are approved by the Company’s shareholders pursuant to this Plan in order to qualify Awards as Performance-Based Compensation.

  • Performance Metrics means criteria established by the Administrator relating to any of the following, as it may apply to an individual, one or more business units, divisions, or Affiliates, or on a company-wide basis, and in absolute terms, relative to a base period, or relative to the performance of one or more comparable companies, peer groups, or an index covering multiple companies: