Incentive Target definition

Incentive Target means, for each Eligible Employee, a pre-determined percentage of Eligible Earnings.
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Incentive Target means the incentive potential of a participant in accordance with this Plan.
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Incentive Target means an incentive target that may be established by TI and TELUS relating to exceeding a particular Service Level, and set out in the applicable SOW.
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Examples of Incentive Target in a sentence

  • In terms of these re-scaled variables, it was shown that the specific heat for Eq. (10) can be written asing the dominant role.

  • Incentive Target – Percent of contract cost (or of price if FPI) at time of award of contract/order.

  • By virtue of Mr. He being an Incentive Target, he has a material interest in the Initial Grant Proposal.

  • Group 1 Countries: the sum of the product of a Participant’s month-end Eligible Earnings, multiplied by the Incentive Target Percentage for the Participant’s salary grade in the respective month, for each month the Participant is eligible to participate in the Plan.

  • For Participants in the ELTI Program: the product of the local base salary midpoint for the portion of each month during the Performance Period in which he or she is eligible to participate in the Plan (adjusted for changes in grades, Incentive Target Percentages or eligibility, as applicable), multiplied by the Incentive Target Percentage for the Participant’s salary grade in the respective month.

  • If the unit is located in an Affordable Housing Incentive Target Area, the developer may be eligible for a larger reimbursement in impact fees; - Eligibility for additional incentives that may be approved by the Affordable Housing Review Committee, including reduced road widths, and modifications in curbing, parking, or other site improvement features.

  • Each Individual Target is given a percentage weighting such that achievement of all Individual Targets corresponds to 100% achievement of the Incentive Target.

  • Annual and Long-Term Incentive Target OpportunitiesEach year, the Compensation and Human Capital Committee reviews the short- and long-term target incentive opportunities to ensure alignment with our compensation philosophy.

  • The following multiples of base salary are provided for in the employment agreements for each of the Named Executive Officers: Annual Incentive Target Percentage The annual incentive for the President and Chief Executive Officer, Chief Financial Officer and Chief Operating Officer was approved by the Board and is dependent upon corporate and personal performance, measured against the annual business plan approved by the Board.

  • Other circumstances with the Remuneration Committee of the Board or the Board determines such person is not eligible to be an Incentive Target.


More Definitions of Incentive Target

Incentive Target means the designated percentage of the Participant’s base salary or base wages (but excluding commissions, bonuses, relocation payments or other forms of compensation not considered part of the Participants’ base pay) earned during the Plan Year, as determined by the Committee or, for non-executive officer employees, the CEO. For individuals becoming Participants after the beginning of the applicable Plan Year, the Incentive Target shall be based on the amount of base salary or base wages earned while a Participant and excludes any earnings prior to becoming a Participant.
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Incentive Target means the percent of eligible income subject to this Plan for a particular participant.
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Incentive Target means one or more performance targets established by the Committee that are based upon measures of Corporation-wide and/or operating unit performance in any of the following areas: earnings per share, revenues, operating cash flow, operating earnings, working capital to sales ratio or return on capital.
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Incentive Target shall have the meaning set forth in Section 5.2;
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Incentive Target. You will be eligible to participate in the KSI Incentive Compensation Plan. Your annual incentive target is 100% of your annual base salary, with a payout range of 0% to 200% of target based on performance. Performance targets will be determined by the Management Development and Compensation Committee of the Board of Directors of KSI (the “MDCC”). The determination of your incentive payout will be based on corporate results. Incentives are awarded and paid annually with payment no later than 3 months-- following the end of the performance year. The terms of the Incentive Compensation Plan may be revised by the MDCC at any time. Please refer to KSI’s proxy dated January 4, 2016 for more information on the KSI Incentive Compensation Plan.
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Incentive Target means the PPM for Wire Harnesses determined as described below for the calendar year: FISCAL YEAR ENDING INCENTIVE TARGET ------------------ ---------------- 1995 Current PPM Rate x [*] 1996 Current PPM Rate x [*] 1997 Current PPM Rate x [*] 1998 Current PPM Rate x [*] 1999 Current PPM Rate x [*] 2000 Current PPM Rate x [*] 2001 Current PPM Rate x [*] 2002 Current PPM Rate x [*] provided, however, that in no event shall the Incentive Target be less than a PPM for Wire Harnesses of [*] for any calendar year.
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Related to Incentive Target

  • Performance Target means the level of performance expected of the HSP in respect of a Performance Indicator or a Service Volume; “person or entity” includes any individual and any corporation, partnership, firm, joint venture or other single or collective form of organization under which business may be conducted;

  • Bonus Target means the annual bonus that the Executive would have received in a fiscal year under the AIP Plan and/or the EIC Plan, if the target goals had been achieved.

  • Performance Targets means the specific objective goal or goals (which may be cumulative and/or alternative) that are timely set in writing by the Committee for each Executive for the Performance Period in respect of any one or more of the Business Criteria.

  • Annual Incentive Award means an Award made subject to attainment of performance goals (as described in Section 14) over a performance period of up to one year (the Company’s fiscal year, unless otherwise specified by the Committee).

  • Performance Year means the calendar year prior to the year in which an Annual Award is made by the Committee.

  • EBITDA Target means the Company's projected earnings before interest, taxes, one-time transition expenses, non-cash compensation expense charges, depreciation and amortization, as contained in the Company's budget for the Applicable Period and which is approved by the Board (without reference to any adjustments or revision, upwards or downwards, to such projected earnings which are subsequently approved by the Board as part of any subsequent revision to such budget), and (ii) the term "Financial Results" shall mean the Company's EBITDA calculated by reference to the Company's financial statements for the Applicable Period as filed with the Securities and Exchange Commission (the "SEC").

  • Annual Award means the cash payment paid or payable to the Executive with respect to a fiscal year under the Corporation's Incentive Compensation Performance Plan.

  • Target Award means the target award, at 100% of target level performance achievement, payable under the Plan to a Participant for the Performance Period, as determined by the Committee in accordance with Section 3(b).

  • Annual Bonus shall have the meaning set forth in Section 4(b) hereof.

  • Annual Incentive Plan means the Cinergy Corp. Annual Incentive Plan or any similar plan or successor to the Annual Incentive Plan.

  • Target Bonus Amount means Executive’s target annual bonus amount in effect at the time of Executive’s Qualifying Termination (disregarding any decrease in such target annual bonus amount that constitutes a Good Reason event).

  • Performance Milestone means an act or event specified in section 5.1 and described in section 9 of the EPLA.

  • Target Bonus means Executive’s annual (or annualized, as applicable) target bonus in effect immediately prior to Executive’s Qualifying Termination or, if Executive’s Qualifying Termination occurs during the Change in Control Period and the amount is greater, Executive’s annual (or annualized, if applicable) target bonus in effect immediately prior to the Change in Control.

  • Performance Metrics means criteria established by the Administrator relating to any of the following, as it may apply to an individual, one or more business units, divisions, or Affiliates, or on a company-wide basis, and in absolute terms, relative to a base period, or relative to the performance of one or more comparable companies, peer groups, or an index covering multiple companies:

  • Performance Period means the one or more periods of time, which may be of varying and overlapping durations, as the Committee may select, over which the attainment of one or more Performance Goals will be measured for the purpose of determining a Participant’s right to, and the payment of, a Performance-Based Award.

  • Performance Cycle means one or more periods of time, which may be of varying and overlapping durations, as the Administrator may select, over which the attainment of one or more Performance Criteria will be measured for the purpose of determining a grantee’s right to and the payment of a Restricted Stock Award, Restricted Stock Units, Performance Share Award or Cash-Based Award, the vesting and/or payment of which is subject to the attainment of one or more Performance Goals. Each such period shall not be less than 12 months.

  • Relative Total Shareholder Return or “Relative TSR” means the Company’s TSR compared to the Peer Companies TSR on a relative basis. The Company and the Peer Companies from highest to lowest according to their respective TSRs will determine Relative TSR. After this ranking, the percentile performance of the Company relative to the Peer Companies will be determined using the Percentrank formula in Microsoft Excel.

  • Incentive Pay means an annual amount equal to the aggregate annual bonus, in addition to Base Pay, made or to be made in regard to services rendered in any calendar year or performance period pursuant to any bonus plan of the Company.

  • Performance Measure means one or more of the following selected by the Committee to measure Company, Affiliate, and/or business unit performance for a Performance Period, whether in absolute or relative terms (including, without limitation, terms relative to a peer group or index): basic, diluted, or adjusted earnings per share; sales or revenue; earnings before interest, taxes, and other adjustments (in total or on a per share basis); basic or adjusted net income; returns on equity, assets, capital, revenue or similar measure; economic value added; working capital; total shareholder return; and product development, product market share, research, licensing, litigation, human resources, information services, mergers, acquisitions, sales of assets of Affiliates or business units. Each such measure shall be, to the extent applicable, determined in accordance with generally accepted accounting principles as consistently applied by the Company (or such other standard applied by the Committee) and, if so determined by the Committee, and in the case of a Performance Compensation Award, to the extent permitted under Code Section 162(m), adjusted to omit the effects of extraordinary items, gain or loss on the disposal of a business segment, unusual or infrequently occurring events and transactions and cumulative effects of changes in accounting principles. Performance Measures may vary from Performance Period to Performance Period and from Participant to Participant, and may be established on a stand-alone basis, in tandem or in the alternative.

  • Incentive Bonus means a bonus opportunity awarded under Section 9 pursuant to which a Participant may become entitled to receive an amount based on satisfaction of such performance criteria as are specified in the Award Agreement.

  • Average Incentive Compensation means the average of the annual incentive compensation under Subparagraph 3(a) received by Executive for the three (3) immediately preceding fiscal years or such fewer number of complete fiscal years as Executive may have been employed by the Company. In no event shall “Average Incentive Compensation” include any sign-on bonus, retention bonus or any other special bonus. Notwithstanding the foregoing, if the Executive breaches any of the provisions contained in Paragraphs 4 and 5 of this Agreement, all payments of the Severance Amount shall immediately cease. Notwithstanding the foregoing, in the event Executive terminates his employment for Good Reason as provided in Subparagraph 6(e), he shall be entitled to the Severance Amount only if he provides the Notice of Termination provided for in Subparagraph 6(f) within thirty (30) days after the occurrence of the event or events which constitute such Good Reason as specified in clauses (A), (B), (C), (D), (E) and (F) of Subparagraph 6(e);

  • Target Annual Bonus has the meaning set forth in Subsection 3b.

  • Target means Trans-European Automated Real-time Gross Settlement Express Transfer payment system.

  • Long-Term Incentive Award means an Award described in Section 6(g) hereof that is based upon a period in excess of one year.

  • Performance Measurement Period has the meaning set forth in Section 3.1(e)(ii).

  • Payout Period means the time frame during which certain benefits payable hereunder shall be distributed. Payments shall be made in monthly installments commencing on the first day of the month following the occurrence of the event which triggers distribution and continuing for a period of one hundred eighty (180) months. Should the Executive make a Timely Election to receive a lump sum benefit payment, the Executive's Payout Period shall be deemed to be one (1) month.