Individual Performance. On an annual basis, an employee’s immediate supervisor, in conjunction with an employee and in consideration of the Corporation’s approved annual corporate objectives, will set individual objectives for each employee under their supervision and allocate a percentage of the employee’s individual Bonus to each objective set. For example, an individual’s objectives could include five components, each allocated a percentage of the overall measure of corporate performance:
Individual Performance. The evaluation of the individual performance is the responsibility of the CEO’s Board using the Company’s performance evaluation system. The payout of the bonus related to individual performance will be based on the employee’s individual appraisal rating given pursuant to the performance evaluation, as follows: Appraisal Rating Percentage Payout of Bonus Related to Individual Performance
Individual Performance. Notwithstanding anything in this Agreement to the contrary, no Stockholder shall be responsible or liable for the failure of any other Stockholder to comply with its obligations hereunder. Nothing in this Agreement shall be interpreted as creating a “group” (as such term is defined in the rules promulgated under the Securities Exchange Act of 1934, as amended) among the Stockholders.
Individual Performance. If Citadel believes that the performance or conduct of any comScore employee or independent contractor is, for any lawful reason, unsatisfactory to Citadel or is not in compliance with the provisions of this Agreement, Citadel may so notify comScore and upon any such notice comScore shall promptly remedy the performance or conduct of such person, or, if the conduct or performance has not been corrected within fourteen (14) days after Citadel provides comScore notice of the problem, then, at Citadel’s request, comScore shall replace such person with another person.
Individual Performance. The annual remuneration review allows managers an opportunity to compare the performance of each of their employees against individual targets and competencies. The manager uses the results from the previous performance year as a platform for assessing the relative value of an individual’s contribution.
Individual Performance. Notwithstanding Sections 4.2.1 and 4.2.2, [*****]. Customer Care and Billing Services Agreement Confidential
Individual Performance. In addition to BHB’s performance, participants may have individual goals that will focus on either department/team performance (e.g. loan growth, deposit growth, asset quality measures) and/or individual performance. The mix of these goals will vary by role. Whenever possible, performance targets and ranges for each measure will be set at the beginning of the calendar year. A minimum achievement of threshold level performance is required for the program to pay for each component. Plan Trigger In order for the Annual Incentive Program to ‘activate’ or turn on, Bar Harbor must achieve at least TBD million in Net Income. If BHB does not meet this level, the program will not pay out any awards for the year, regardless of performance on other goals.
Individual Performance. Notwithstanding Section 4.2.1 (Amdocs’ Key Personnel), if Sprint believes that the performance or conduct of any person or Subcontractor employed or retained by Amdocs to perform the Services is, for any reason, unsatisfactory to Sprint or is not in compliance with the provisions of this Agreement, Sprint may so notify Amdocs and upon any such notice Amdocs will promptly remedy the performance or conduct of such person, or, at Sprint’s reasonable request, replace such person with another person reasonably acceptable to Sprint.
Individual Performance. A portion of each participant's bonus award will be determined by personal accomplishment against objectives established for the particular functional area of responsibility. Performance objectives are to be established and agreed upon by the participant and the COO or CEO. The individual performance bonus payment will be based on the manager's evaluation of performance results as related to objectives completed during the year. Bonus Opportunity Weighting Position Bonus as % of Base Salary Corporate Results Individual Performance Officer reporting directly to COO or CEO 50% 50% 50% Bonus Calculation 50% of the bonus opportunity is based on Corporate results (EPS), paid quarterly, based on actual results achieved as a % of target EPS. 50% of the bonus opportunity is based on individual performance results, with one-third, representing fully satisfactory performance, paid quarterly. When Corporate results and individual performance are fully appraised at year end, any bonus difference generated by this appraisal will be paid to the participant. There is no guarantee that any portion of the bonus plan will be paid to the participant. All payments will be made solely on the basis of actual performance results. Calculation Example: Opportunity of 50% of Base Salary Award Components Opportunity Actual Result Award as % of Base Salary Corporate results 25% 100% 25.0% Individual results 25% 90% 22.5% Total bonus as % of base salary 50% 47.5% Administration The Plan is administered by the Senior Vice President, Human Resources.
Individual Performance. The Supervisory Board is entitled to adjust, using equitable discretion, any Managing Director’s total STB-target achievement rate by applying a multiplier ranging from 0.8 to 1.2 to reflect that Managing Director’s individual performance. In exercising its equitable discretion, the Supervisory Board particularly takes into account whether the Managing Director has temporarily assumed additional responsibilities.
