TSR Performance. The target number of Performance Units subject to attainment of TSR goals shall be fifty percent (50%) of the Target Award (the “Target TSR Units”). Percentile Rank of Company’s TSR Performance Among TSR Comparator Group Over Performance Period Percentage of Target TSR Units Earned <33rd Percentile 0% 33rd Percentile 50% 50th Percentile 100% 60th Percentile 125% 70th Percentile 150% ≥80th Percentile 200% The payout shall be interpolated on a linear basis between 50% and 200% of Target TSR Units to the extent the TSR Performance of the Company is greater than the 33rd percentile and less than the 80th percentile among the Company’s TSR Comparator Group. For purposes of this Award:
TSR Performance. Total Shareholder Return (TSR) Performance will determine fifty percent (50%) of the Target Amount (“TSR Percentage”). Relative TSR Performance and Absolute TSR Performance are each defined in Exhibit A. The percentage of the TSR Percentage of Goal-Based Stock shares that will be issued, if any, is based on the following table: Relative TSR Performance Percentile Ranking Percentage Payout of TSR Percentage 85th or above 200 % 50th 100 % 25th 50 % Below 25th 0 % To the extent that the Company’s Relative TSR Performance ranks in a percentile between the 25th and 85th percentile in the table above, then the TSR Percentage payout will be interpolated between the corresponding TSR Percentage payout set forth above. No payment of the TSR Percentage of Goal-Based Stock shares will be made if the Relative TSR Performance is below the 25th percentile, except that a payment of 25% of the TSR Percentage will be made if the Company’s Relative TSR Performance is below the 25th percentile but its Absolute TSR Performance is at least 9%. In addition to the foregoing payments, and regardless of the Company’s Relative TSR Performance, either (but not both) of the following may be earned: (i) an additional payment of 25% of the TSR Percentage will be made if the Company’s Absolute TSR Performance is at least 10% but less than 15%, and/or if the Company’s Price-Earnings Ratio (as defined in Exhibit A) is at or above the 50th percentile and below the top third of the group of companies (inclusive of the Company) used to measure Relative TSR Performance in accordance with Exhibit A hereto, or (ii) an additional payment of 50% of the TSR Percentage will be made if the Company’s Absolute TSR Performance is at least 15%, and/or if the Company’s Price-Earnings Ratio is at or above the top third of the group of companies (inclusive of the Company) used to measure Relative TSR Performance in accordance with Exhibit A hereto (in either case, the “Performance Adder”). The Committee may reduce or eliminate payment of the Performance Adder in its sole discretion. The aggregate payments under this Section 4(a) may not exceed 250% of the TSR Percentage. In addition, the overall percentage payment under the entire Award may not exceed 200% of the Target Amount.
TSR Performance. Subject to and conditioned upon the Participant’s continued Service through the End Date and further subject to Sections 3(b), 3(c), and 5 below, the Participant shall be eligible to Fully Vest on the End Date in a number of RSUs determined by multiplying the Total RSUs granted hereby by a percentage ranging from zero to one hundred percent (100%) based on the level at which TSR Value has been attained during the Performance Period through the End Date, determined as follows: if, as of the End Date, TSR Value represents an increase from the Baseline Price ranging from (and including) a twenty-four percent (24%) increase to a forty-two percent (42%) increase, a number of RSUs shall Fully Vest as of the End Date equal to the product obtained by multiplying (i) the Total RSUs, times (ii) a percentage ranging from fifty percent (50%) to one hundred percent (100%), determined on a straight line pro rata interpolation based on the actual increase over Baseline Price represented by the TSR Value within the specified increase range, it being understood that TSR Value representing an increase over the Baseline Price of more than forty-two percent (42%) shall be counted as TSR Value representing a forty-two percent (42%) increase over the Baseline Price for purposes of this calculation (such that no more than one hundred percent (100%) of Total RSUs can Fully Vest). For the avoidance of doubt, to the extent TSR Value as of the End Date does not represent at least a twenty-four percent (24%) increase over the Baseline Price, no RSUs shall Fully Vest on the End Date pursuant to this Section 3(a).
TSR Performance. One-half (50%) of the Performance Stock Units (the “TSR Units”) will be eligible for vesting only to the extent the relevant TSR (as defined below) targets are met. If the target TSR measurement is achieved, the Participant will be eligible to vest in the TSR Units (the “Target TSR Award”). The number of actual TSR Units that will be eligible to be paid to the Participant, subject to his/her continued employment (the “Actual TSR Payout”), if any, is determined based on the Company’s Total Shareholder Return for the calendar years 2010, 2011 and 2012, in the aggregate (the "TSR Performance Period"). The Actual TSR Payout, if any, will be subject to increases pursuant to the re-investment of dividends described in Section 6(b) below. The Participant’s Actual TSR Payout will be determined as follows: Ø If the Company’s TSR is equal to or greater than the 75th percentile, the Actual TSR Payout will be 150% of the Target TSR Award. Ø If the Company’s TSR is equal to the 50th percentile, the Actual TSR Payout will be 100% of the Target TSR Award. Ø If the Company’s TSR is equal to or less than the 25th percentile, the TSR Unit portion of the Award will be forfeited and terminate. Ø The payment percentage is interpolated for performance between the points indicated in the first three bullet points above on a straight-line basis.
TSR Performance. One-half (50%) of the Performance Stock Units (the “TSR Units”) will be eligible for vesting only to the extent the relevant TSR (as defined below) targets are met. If the target TSR measurement is achieved, the Participant will be eligible to vest in the TSR Units (the “Target TSR Award”). The number of actual TSR Units that will be eligible to be paid to the Participant, subject to his/her continued employment (the “Actual TSR Payout”), if any, is determined based on the Company’s Total Shareholder Return for the calendar years 2014, 2015 and 2016, in the aggregate (the "TSR Performance Period"). The Actual TSR Payout, if any, will be subject to increases pursuant to the re-investment of dividends described in Section 6(b) below. The Participant’s Actual TSR Payout will be determined as follows: If the Company’s TSR is equal to or greater than the 75th percentile, the Actual TSR Payout will be 150% of the Target TSR Award. If the Company’s TSR is equal to the 50th percentile, the Actual TSR Payout will be 100% of the Target TSR Award. If the Company’s TSR is equal to the 25th percentile, the Actual TSR Payout will be 25% of the Target TSR Award. If the Company’s TSR is less than the 25th percentile, the TSR Unit portion of the Award will be forfeited and terminate. The payment percentage is interpolated for performance between the points indicated in the first three bullet points above on a straight-line basis. In the event the Company’s total shareholder return for the TSR Performance Period is less than 0% on an absolute (rather than relative) basis, the Actual TSR Payout shall in no events exceed 100% of the Target TSR Award. This maximum 100% of Target TSR Award payout shall apply even if the Company’s relative TSR performance would otherwise result in a higher payout.
TSR Performance. Percentile Rank Units Vesting 100th Percentile 260% 95th Percentile 240% 80th Percentile 150% 55th Percentile 100% 30th Percentile 50% Below 30th Percentile 0% APPENDIX B
TSR Performance. [INSERT TSR PERFORMANCE TABLE]
TSR Performance. With respect to each Performance Period, the TSR is the percentage change in value of a shareholder’s investment in the applicable entity’s common stock from the beginning to the end of the Performance Period, assuming reinvestment of dividends and any other shareholder payouts during the Performance Period. For purposes of this Agreement, the stock price at the beginning of the Performance Period will be the average closing stock price over the trading days in the month immediately preceding the start of the Performance Period, and the stock price at the end of the Performance Period will be the average closing stock price over the trading days in the last month of the Performance Period. Any company included in the measurement group which (i) ceases to be publicly traded during the Performance Period shall be removed from the measurement group or (ii) subsequently reorganizes under the United States Bankruptcy Code (or any successor or comparable law) shall remain in the measurement group and all such companies (if any) shall be deemed to be ranked below all other companies in the measurement group. 2023 SPU Grant – Annual Grant PACID: 23SPU Appendix A Restrictive Covenants
TSR Performance. Fifty percent (50%) of the Target Award will be determined earned based on the TSR Performance as follows: Performance Objective Minimum Target Maximum TSR Percentile Performance 25th Percentile 50th Percentile 75th Percentile Performance Shares Earned 50% 100% 150%
TSR Performance. The total Performance Shares earned will be a percentage of the Target Award based on the TSR Performance as follows: Performance Objective Minimum Target Maximum TSR Percentile Performance 25th Percentile 50th Percentile 75th Percentile Performance Shares Earned 50% 100% 150% The number of Performance Shares earned (as a percentage of the Target Award) with respect to performance levels above the minimum standard and below the maximum standard shall be determined by interpolation based on the schedules set forth above. No Performance Shares will be earned if the minimum standard is not met. In the event that the maximum performance objective is exceeded, the number of Performance Shares earned shall not exceed the maximum Performance Shares earned as shown in the table above. Any unearned Performance Shares shall be forfeited to the Company, without any further obligations of the Company to the Grantee and all rights of the Grantee with respect to the unearned Performance Shares shall terminate.
