Payout Percentage definition
Payout Percentage means the percentage (between 0% and 200%) determined by the Committee in accordance with the procedures set forth in Paragraph 2, which shall be used to determine the value of each Performance Unit.
Payout Percentage means the percentage of a Participant’s Target Aggregate Bonus that is payable based on the degree of satisfaction of a Performance Target or the Individual Performance Measures.
Payout Percentage means, with respect to each Performance Criteria, the percentage of the Participant’s Target Performance Award that is payable with respect to such Performance Criteria based on the degree of satisfaction of the Performance Target for such Performance Criteria.
Examples of Payout Percentage in a sentence
Peer Group Payout Percentage* Maximum 75th Percentile and above 200% of Target Level Target 50th percentile 100% of Target Level Threshold 25th percentile 50% of Target Level Below 25th percentile 0% * Based on the Target Level for the TSR Based Award set forth on the first page of this Agreement.
Subject to the terms of this Agreement, the number of PSUs that you earn for the Performance Period will be the Target Number multiplied by the Payout Percentage applicable to the Company’s Share Price as determined at the end of the Performance Period and based on the following table.
More Definitions of Payout Percentage
Payout Percentage means the percentage of the Available Balance that may be paid out in cash to the Participant. The Payout Percentage will equal 33%.
Payout Percentage means the average of the TSR Performance Percentage and the TSR Performance Percentage (from 0% to 200%) determined by the Committee in accordance with the procedures set forth in Paragraph 2, which shall be used to determine the Performance Period Payout for the Performance Period.
Payout Percentage means, with respect to each Performance Period for which the Performance Target is satisfied:
Payout Percentage means the average of the TSR Performance Rank Payout Percentage and the TSR Performance Percentile Payout Percentage (from 0% to 200%) determined by the Committee in accordance with the procedures set forth in Paragraph 2, which shall be used to determine the Performance Period Payout for the Performance Period.
Payout Percentage means the “Percentage of Target Award Earned” specified in the table above, or a percentage determined using linear interpolation if actual performance falls between two levels in the table above (and rounded to the nearest whole percentage point and, if equally between two percentage points, rounded up). In no event may the Payout Percentage exceed 200%. In the event that actual performance does not meet the threshold level specified in the table above, the Payout Percentage shall be zero.
Payout Percentage shall be the number expressed in the Performance Measure Factor Grid. The threshold Payout Percentage is 50% and the maximum Payout Percentage is 150%.
Payout Percentage shall be determined as follows, subject to the exception below: · Threshold Performance: If the Company’s Percentile equals 25%, the Payout Percentage shall be 50% of the Target PRSUs. The Payout Percentage shall equal zero if the Company Percentile is less than 25%. · Target Performance: If the Company’s Percentile equals 50%, the Payout Percentage shall be 100% of the Target PRSUs. · Maximum Performance: If the Company’s Percentile equals or exceeds 75%, the Payout Percentage shall be 150% of the Target PRSUs. Straight-line interpolation shall be used to determine the Payout Percentage for any Company Percentile between 25% and 75%, based upon the Payout Percentages set forth above. The following exception exists with respect to the Payout Percentage determination set forth above: If the Company’s absolute TSR (irrespective of its Rank or Percentile) is less than 0%, then the Payout Percentage shall not exceed 100% of the Target PRSUs (subject to adjustment as set forth in Section 2 of the Agreement, if applicable). In addition to the Company, the “TSR Index” shall be comprised of the companies in the S&P 500 Index as in effect on the first day of the Performance Period (subject to adjustment as set forth in the definition of Rank above). The Compensation Committee of the Board of Directors shall be permitted to adjust or modify the calculations set forth above as it deems appropriate, including pursuant to any adjustments under Sections 4(b) and 12(c) of the Plan. This Agreement and Release, dated as of _________, 20__ (this “Agreement”), is entered into by and between ▇▇▇▇ ▇▇▇▇▇▇ (the “Executive”) and SIRIUS XM RADIO INC. (the “Company”). The purpose of this Agreement is to completely and finally settle, resolve, and forever extinguish all obligations, disputes and differences arising out of the Executive’s employment with and separation from the Company.