Achievement Levels. BASIC COMPETENT ADVANCED SUPERIOR Demonstrate an understanding for communication levers and tools appropriate for the audience, but requires guidance in utilising such tools. Express ideas to individuals and groups in formal and informal settings in a manner that is interesting and motivating. Effectively communicate high-risk and sensitive matters to relevant stakeholders. Regarded as a specialist in negotiations and representing the institution. Express ideas in a clear and focused manner, but does not always take the audience into consideration. Able to understand, tolerate and appreciate diverse perspectives, attitudes and beliefs. Develop a well-defined communication strategy. Able to inspire and motivate others through positive communication that is impactful and relevant. Disseminate and convey information and knowledge adequately. Adapt communication content and style to suit the audience and facilitate optimal information transfer. Balance political perspectives with institutional needs when communicating viewpoints on complex issues. Creates an environment conducive to transparent and productive communication and critical appreciate conversations. Deliver content in a manner that gains support, commitment and agreement from relevant stakeholders. Able to effectively direct negotiations around complex. Able to coordinate negotiations at different levels within local government and externally. Compile clear, focused, concise and well-structured written documents. Market and promote the institution to external stakeholders and seek to enhance a positive image of the institution. Able to communicate with the media with high levels of moral competence and discipline. CLUSTER : CORE COMPETENCIES COMPETENCY NAME : Results and Quality Focus COMPETENCY DEFINITION : Able to maintain high quality standards, focus on achieving results and objectives while consistently striving to exceed expectations and encourage others to meet quality standards. Further, to actively monitor and measure results and quality against identified objectives.
Achievement Levels. The Personnel Committee of the Board (the “Committee”) shall determine the achievement level attained by the Company for the Performance Period (the “Achievement Level”) based (i) eighty percent (80%) on TSR Achievement Level (as defined below); and (ii) twenty percent (20%) on Adjusted FFO/Debt Ratio Achievement Level (as defined below). The weighted average of the two performance measures will determine the Achievement Level and overall payout for the Performance Period. For these purposes, and subject to the terms of the Plan, the Achievement Level shall be determined as follows:
Achievement Levels. The Personnel Committee of the Board of Directors (the “Committee”) shall determine the Achievement Level attained by Entergy Corporation (the “Company”) for the Performance Period (the “Achievement Level”). The Achievement Level shall be determined by comparing the Company’s “total shareholder return” for the Performance Period (“Company TSR”) to that of the peer group companies comprising the Philadelphia Electric Utilities Index (the “Peer Group”). For this purpose, subject to the terms of the Plan, “total shareholder return” shall be determined by the following: • the difference between the closing price of a share of the Company’s Common Stock (a) on the last trading day immediately prior to the first day of the Performance Period and (b) on the last day of the Performance Period; and • the dividends received during the Performance Period. The possible “Achievement Levels” for the Performance Period shall be as follows: • For bottom quartile performance (where Company TSR is in the bottom quartile of Peer Group TSR), no payout is earned. • For third quartile performance (where Company TSR is in the third quartile of Peer Group TSR), payout is determined by interpolating between index median (100% Achievement Level) and the performance of the Peer Group company at the top of the fourth quartile, starting at 25% Achievement Level. • For second quartile performance (where Company TSR is in the second quartile of Peer Group TSR), payout is determined by interpolating between the performance of the Peer Group Company at the bottom of the top quartile (200% Achievement Level) and index median (100% Achievement Level). • For top quartile performance (where Company TSR is in the top quartile of Peer Group TSR), a maximum payout of 200% is earned.
Achievement Levels. The Personnel Committee of the Board of Directors (the “Committee”) shall determine the achievement level attained by the Company for the Performance Period (the “Achievement Level”). The Achievement Level shall be determined by comparing the Company’s “total shareholder return” for the Performance Period to that of the peer group companies comprising the Philadelphia Electric Utilities Index. For this purpose, “total shareholder return” includes the following: · the difference between the market price of the Company’s Common Stock at the beginning and the end of the Performance Period, · the dividends received during the Performance Period, and · the investment return on dividends received during the Performance Period, as if those dividends were reinvested in the Company’s Common Stock. Should the Company’s planned divestiture and merger of its Electric Transmission Business with a subsidiary of ITC Holdings Corp. (“ITC”) be completed during the Performance Period, then the Company’s “total shareholder return” for purposes of determining its Achievement Level will be adjusted to reflect the share value of ITC Holdings delivered to Company shareholders as a result of the transaction. This adjustment to the Company’s “total shareholder return” will be effected by: (i) multiplying the market price of ITC common stock at the end of the Performance Period by a ratio equal to the number of shares of ITC common stock issued to Company shareholders for each share of Company Common Stock as a result of the merger and adding such product to the market price of the Company’s Common Stock at the end of the Performance Period; and (ii) adding to the dividends received by Company shareholders any dividends paid during the Performance Period on the total number of shares of ITC common stock issued to Company shareholders as a result of the merger. The possible Achievement Levels for the Performance Period shall be as follows: · “No Payment” – less than the total return for the bottom of the 3rd quartile of the peer group; · “Minimum” – equal to the total return for the bottom of the 3rd quartile of the peer group; · “Target” – equal to the median of the peer group; and · “Maximum” – equal to the total return for the bottom of the top quartile of the peer group. Achievement levels between Minimum and Target and between Target and Maximum will be interpolated.
Achievement Levels. Charter School's educational program shall result in students attaining the following specific levels of achievement (attach additional sheets if necessary):
Achievement Levels. The Personnel Committee of the Board of Directors (the “Committee”) shall determine the achievement level attained by the Company for the Performance Period (the “Achievement Level”). The Achievement Level shall be determined by comparing the Company’s “total shareholder return” for the Performance Period to that of the peer group companies comprising the Philadelphia Electric Utilities Index. For this purpose, “total shareholder return” includes the following: • the difference between the market price of the Company’s Common Stock at the beginning and the end of the Performance Period, • the dividends received during the Performance Period, and • the investment return on dividends received during the Performance Period, as if those dividends were reinvested in the Company’s Common Stock. The possible Achievement Levels for the Performance Period shall be as follows:
Achievement Levels. Incentive Pay Level Above Wage Step I 5.00 % II 10.00 % Requirements Outline To qualify Possession of a current Intermediate DPSST Certification. To qualify: Possession of a current Advanced DPSST Certification
Achievement Levels. Incentive Pay Level Above Wage Step Requirements Outline To qualify I 4.00 % II 7.00 % 1) Five (5) years of service with Multnomah County Division of Corrections in corrections field; and 2) Possession of a current Intermediate DPSST Certification. To qualify: 1) Seven (7) years of service with Multnomah County Division of Corrections in Corrections field; and 2) Possession of a current Advanced DPSST Certification
Achievement Levels. The Personnel Committee of the Board of Directors (the “Committee”) shall determine the Achievement Level attained by Entergy Corporation (the “Company”) for the Performance Period (the “Achievement Level”) based (a) 50% on total shareholder return ranking over the Performance Period (“TSR Achievement Level”); and (b) 50% on [insert Committee approved 2nd metric] (“[2nd metric insert]”), and with the payout result for each of the two performance measures averaged to arrive at the overall payout for the Performance Period. For these purposes, and subject to the terms of the Plan, the metrics shall be determined as follows:
