Executive Incentive Plan. The Executive shall be eligible to participate in an Executive Incentive Plan, to be defined and adopted by the Board on or before the first anniversary of the Effective Date of this Amended Agreement, through which the Executive may be eligible to receive an Annual Executive Incentive Bonus, consisting of cash, stock and/or any other compensation deemed appropriate by the Compensation Committee, subject to meeting prerequisite criteria as established by the Board.
Executive Incentive Plan. Upon entering into this Agreement, Employee shall invest not more than $50,000 in cash in exchange for shares of the Company’s parent’s common stock, which investment will be matched by the Company on a 4 to 1 basis by a grant of restricted shares, subject to and in accordance with the terms and conditions of the Company’s Executive Incentive Plan (“EIP”). Such investment shall be made by the Company applying not more than $50,000 from the Sign-on-Bonus (as specified in Section 4(b) below). In connection with the foregoing and as a condition to the purchase of such shares, Employee agrees to execute such documents and take such other action as may reasonably be required by Company or the Company’s parent, including, but not limited to, executing a subscription agreement in a form satisfactory to the Company’s parent and executing a counterpart to the Investor Stockholders Agreement, dated as of June 16, 2005, by and between the Company’s parent and the stockholders of the Company’s parent.
Executive Incentive Plan. The Executive shall be entitled to participate each year in the Corporation's Executive Incentive Share Purchase Plan or any successor plan thereto (all such plans referred to in the aggregate as the "EISPP") to the extent that the Executive's performance exceeds 100% of the annual performance objectives established for him. Any award earned for 2006 shall be prorated to reflect employment in 2006 following the Hire Date. The EISPP is governed by its terms and is subject to amendment to comply with the requirements of Section 409A of the Internal Revenue Code of 1986, as amended (the "Code").
Executive Incentive Plan. You will be eligible for the 2013 Executive Incentive Plan (“EIP”). Your EIP bonus opportunity will be prorated from your effective hire date and your target incentive amount will be equal to 70% of your annualized base salary. The EIP plan can payout anywhere between zero and 150% of target if the company’s performance exceeds the performance goals. The actual amount of any such bonus will be determined in accordance with the terms of the EIP. You must be employed on the last day of the bonus year to be eligible for any bonus payout, where applicable. Additional information regarding the 2013 program will be made available to you in March. For the 2013 EIP, you will receive the greater of 50% of your target incentive amount ($175,000) or the actual amount earned in accordance with the actual plan results for the year. This payout would occur in the same time frame as other incentive payments.
Executive Incentive Plan. (a) Promptly after the date hereof, the Company shall communicate and explain the terms of the 2006 Executive Incentive Plan to all employees covered by such Plan and shall use reasonable best efforts to cause all such employees to be bound by the terms thereof.
Executive Incentive Plan. I will be eligible to receive an Executive Incentive Plan (EIP) payment for Fiscal Year 2004. Such payment will be based solely on the actual corporate performance as established in the beginning of such fiscal year, with no discretionary adjustment made to it. This amount will be paid in a single lump sum payment in cash (or deferred if previously elected) at the time all other EIP participants receive payment.
Executive Incentive Plan. All executive officers are eligible to participate in the Executive Incentive Plan, which provides annual incentive compensation opportunities based on various performance measures related to the financial performance of the Company and the achievement of individual goals and objectives for the fiscal year. The Compensation Committee oversees the operation of the Executive Incentive Plan by evaluating and approving the targets and the objectives to be met by the Company and the executive officers and the amount of bonus payable at specified levels of attainment of those targets and objectives. At the end of each fiscal year, the Compensation Committee determines the extent to which the targets and objectives have been met and awards bonuses accordingly. Bonuses for corporate officers are based on the Company's earnings per share (80%) as well as on individual goals (20%). Bonuses for officers in the Company's business groups are based on the Company's earnings per share (30%), the adjusted contribution margins of their particular business group (50%) and individual goals (20%). 1996 STOCK OPTION PLAN Using the Black-Scholes method, the Compensation Committee targets executive officers at the 75th percentile of expected value for long-term incentive programs to executives of Comparison Group companies. Annual stock option grants are thus targeted at the 50th percentile. The 1996 Stock Option Plan enables the Compensation Committee to grant both incentive stock options and non-qualified stock options, although no incentive stock options have been granted to date. All options granted have a three-year cliff vesting provision. The Compensation Committee has on occasion adjusted annual grants based on corporate or individual performance. Because of a change in the timing when the Compensation Committee considers the grant of options under the 1996 Stock Option Plan, no options were granted in the 2000 fiscal year. However, the Compensation Committee granted options in October 2000 to its executive officers after considering the factors described herein. Those option grants will be shown in the proxy statement for the 2002 Annual Meeting of Shareholders. The Compensation Committee currently intends to consider annual option grants for its executive officers in the first quarter of each fiscal year. SCOTTS MILLENNIUM GROWTH PLAN All executive officers are eligible to participate in the Scotts Millennium Growth Plan, which provides long-term incentive compensation...
Executive Incentive Plan. You will be eligible to receive an Executive Incentive Plan (EIP) payment for Fiscal Year 2002. Such payment will be based on the performance criteria already agreed upon between you and ATK prior to the beginning of such Fiscal Year and actual corporate performance. This amount will be paid in a single lump sum payment in cash (or deferral) at the same time as all other EIP participants receive payment. This amount will be considered "Earnings" or Recognized Compensation" for purposes of ATK's qualified or non-qualified employee benefit plans. You will not be a participant in the ATK Executive Incentive Plan for the fiscal year beginning April 1, 2002 or thereafter.
Executive Incentive Plan. In addition to the Base Salary, Employee shall be eligible for incentive compensation according to the terms of the Comsys Executive Incentive Plan, as the same may be amended from time to time, commencing with the fiscal year ending December 31, 2004. As with all compensation, COMSYS reserves the right to amend incentive plans according to the needs of the business.
Executive Incentive Plan. The Company shall promptly establish and maintain a new incentive compensation plan (the "Executive Incentive Plan") in which the Executive and other senior executives of the Company not directly involved in sales activity shall participate. The Executive Incentive Plan shall be reviewed and, if found appropriate, approved by the Board.
