Relative Performance Goal Sample Clauses

Relative Performance Goal. If the Absolute Performance Goal is achieved, the next Performance Measure shall be BB&T GAAP ROCE relative to the average, by company, return on shareholders’ common equity achieved by each company of the Peer Group during the Performance Period (“Peer Group GAAP ROCE”).
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Relative Performance Goal. If the Absolute Performance Goal is achieved, the Award payout for the Performance Period will then be evaluated by the Administrator against the Peer Group based upon BB&T ROCE relative to Peer Group ROCE pursuant to the following: Level of Achievement Percentile Performance(BB&T ROCE Relative to Peer Group ROCE) Payout Percent of Participant’s Target % Threshold 25th 50% 30th 60% 35th 70% 40th 80% 45th 90% Target 50th 100% 55th 110% 60th 120% 65th 130% 70th 140% Maximum 75th or greater 150% Straight line interpolation will be used to calculate payout percentages not specifically listed in the “Payout Percent of Participant’s Target %” column above. For performance that is less than the 25th percentile, the payout percentage is 0%.
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Relative Performance Goal. If the Absolute Performance Goal is achieved, the next Performance Measure shall be the average return on shareholders’ average common equity for TFC during the Performance Period, determined in accordance with United States generally accepted accounting principles, as adjusted by TFC (“TFC ROACE”), relative to the average, by company, return on average shareholders’ common equity, determined in accordance with United States generally accepted accounting principles, achieved by each company, as adjusted by TFC, of the Peer Group during the Performance Period (“Peer Group ROACE”).
Sample 1Sample 2
Relative Performance Goal. If the Absolute Performance Goal is achieved, the Award payout for the Performance Period will then be evaluated by the Administrator against the Peer Group based upon BB&T GAAP ROCE relative to Peer Group GAAP ROCE pursuant to the following: Level of Achievement Percentile Performance (BB&T GAAP ROCE Relative to Peer Group GAAP ROCE) Payout Percent of Participant’s Target % Threshold 25th 50% 30th 60% 35th 70% 40th 80% 45th 90% Target 50th 100% 55th 110% 60th 120% Maximum 62.5 or greater 125% The Administrator has the discretion to decrease Award payouts based on business factors, including but not limited to, industry conditions, performance relative to peers, regulatory developments, and changes in capital requirements. Straight line interpolation will be used to calculate payout percentages not specifically listed in the “Payout Percent” column above. For performance that is less than the 25th percentile, the payout percentage is 0%.
Sample 1
Relative Performance Goal. Relative Adjusted EPS Growth (“RAEPSG”) Rank Percentile Performance (TFC RAEPSG Relative to Peer Group RAEPSG) Weight Payout Percent of Participant’s Target % 1 (Maximum) 150% 25% 37.50% 2 150% 25% 37.50% 3 137.5% 25% 34.38% 4 125% 25% 31.25% 5 112.5% 25% 28.13% 6 (Target = Median) 100% 25% 25.00% 7 83.3% 25% 20.83% 8 66.7% 25% 16.68% A-1 9 (Threshold) 50% 25% 12.50% 10 or 11 0% 25% 0.00% Peer Group results will be adjusted based on the amounts and items disclosed in earnings releases and adjustments are intended to promote comparability of performance between Peers. If Peer Group after-tax numbers are unavailable for an adjustable item, pre-tax numbers will be adjusted by applying a standard marginal tax rate that is confirmed by Truist Corporate Tax annually. If a Peer is no longer an independent going concern prior to the completion of a Plan Year, that Peer will be excluded from the analysis for that specific Plan Year and any subsequent Plan Years, and the Administrator will then reset the relative payout matrix for Relative Adjusted EPS Growth in a proportionate manner.
Sample 1

Related to Relative Performance Goal

  • Performance Measure The specific representation of a process or outcome that is relevant to the assessment of performance; it is quantifiable and can be documented

  • Performance Metrics In the event Grantee fails to timely achieve the following performance metrics (the “Performance Metrics”), then in accordance with Section 8.4 below Grantee shall upon written demand by Triumph repay to Triumph all portions of Grant theretofore funded to and received by Grantee:

  • Performance Goals A. The Trust and State Street have developed mutually acceptable performance goals dated March 1, 2011 , and as may be amended from time to time, regarding the manner in which they expect to deliver and receive the services under this Agreement (hereinafter referred to as “Service Level Agreement”). The parties agree that such Service Level Agreement reflects performance goals and any failure to perform in accordance with the provisions thereof shall not be considered a breach of contract that gives rise to contractual or other remedies. It is the intention of the parties that the sole remedy for failure to perform in accordance with the provisions of the Service Level Agreement, or any dispute relating to performance goals set forth in the Service Level Agreement, will be a meeting of the parties to resolve the failure pursuant to the consultation procedure described in Sections V. B. and V.C. below. Notwithstanding the foregoing, the parties hereby acknowledge that any party’s failure (or lack thereof) to meet the provisions of the Service Level Agreement, while not in and of itself a breach of contract giving rise to contractual or other remedies, may factor into the Trust’s reasonably determined belief regarding the standard of care exercised by State Street hereunder.

  • Performance Measures The System Agency will monitor the Grantee’s performance of the requirements in Attachment A and compliance with the Contract’s terms and conditions.

  • Performance Criteria The Performance Criteria are set forth in Exhibit A to this Agreement.

  • Performance Objectives 4.1 The Performance Plan (Annexure A) sets out-

  • Performance Period This Agreement shall be performed during the period which begins Oct 01 2020 and ends Sep 30 2022. All services under this Agreement must be rendered within this performance period, unless directly specified under a written change or extension provisioned under Article 14, which shall be fully executed by both parties to this Agreement.

  • Annual Performance Bonus In the discretion of the Company's Compensation Committee, the Executive shall be eligible to receive an annual performance bonus payable in cash for each full or partial fiscal year of the Company during the Employment Period in accordance with the Company's performance-based bonus program for Executive Officers.

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