Performance Components. The Annual Bonus shall consist of two components: · 75% of the Annual Bonus shall be payable based on MFA’s return on average equity (“ROAE” and such portion of the Annual Bonus, the “ROAE Bonus”). · 25% of the Annual Bonus shall be payable based on the Executive’s individual performance and on MFA performance and risk management (such portion of the Annual Bonus, the “IRM Bonus”).
Performance Components. For each LTI Performance Period, the LTI will consist of two components: • RSUs. For each LTI Performance Period, Executive will be granted, as of the first day in the LTI Performance Period, a number of RSUs having an aggregate value on such first day equal to 50% of the Target LTI. Subject (except as otherwise provided in this Exhibit A or in the Agreement) to Executive remaining employed by the Company through the applicable vesting date (the “Time-Based Vesting Date”) and meeting all applicable requirements set forth in the Agreement and this Exhibit A, the RSUs will vest in three equal installments on each of the first three anniversaries of the date of grant. Unless otherwise provided in the Agreement or this Exhibit A, the vested portion of the RSUs will be paid in common stock of the Company within 60 days after the vesting date, or such other date as may be specified in the documents governing the awards. • PSUs. For each LTI Performance Period, Executive will be granted, as of the first day of the LTI Performance Period a target number of PSUs having an aggregate value on such first day equal to 50% of the Target LTI (the “Target PSUs”). The PSU Performance Periods shall be as follows (each corresponding to the LTI Performance Period beginning on the same date, as applicable): • January 1, 2019 through December 31, 2021 • January 1, 2020 through December 31, 2022 • January 1, 2021 through December 31, 2023 Subject (except as otherwise provided in the Agreement or this Exhibit A) to Executive’s continuing employment through the last day of the applicable PSU Performance Period, between 0% and 200% of the Target PSUs will vest as of the last day of such PSU Performance Period and be paid in common stock of the Company between December 1 of such PSU Performance Period and January 30 of the year following the last day of such PSU Performance Period, based on the Company Economic Return compared to that of the Peer Group (measured as a percentile) or, if the Threshold is determined under clause (x) of its definition, the Company Economic Return compared to the Threshold, as follows: Relative Economic Return* Percentage of Target PSUs Vesting and Payable Less than the Threshold 0% 50th Percentile 100% 75th Percentile 200% * Company Economic Return is used to determine whether clause (x) of the Threshold is met.
Performance Components. The Annual Bonus will consist of three components: 50% of the Annual Bonus will be payable based on the Company’s return on average equity (“ROAE” and such portion of the Annual Bonus, the “ROAE Bonus”).
Performance Components. The LTI to be granted in 2023 will consist of two components:
Performance Components. For each LTI Performance Period, the LTI will consist of two components:
Performance Components. < 4 hours, the subsequent remote mainte- xxxxx response times shall be < 2 hours. If an on-site service deployment is decided, the on-site response time shall be < 2 days, ex- cluding travel time. The on-site service is guaranteed by GFH GmbH. " Gold"
