Between Target and Maximum Clause Samples
The "Between Target and Maximum" clause defines the range of performance or achievement that falls between a predetermined target level and a maximum threshold, often in the context of incentive plans or performance-based compensation. In practice, this clause specifies how rewards, bonuses, or other benefits are calculated when results exceed the target but do not reach the maximum, typically using a sliding scale or proportional formula. Its core function is to incentivize incremental improvement beyond the target while capping rewards at a maximum, thereby motivating higher performance while managing financial exposure.
Between Target and Maximum. If, upon the conclusion of the Performance Period (or the date of the Change in Control if Section 1(e)(ii) of this Exhibit A is applicable), RTSR for the Performance Period exceeds the target level, but is less than the maximum level, as set forth in the Performance Matrices, a percentage between 100% and 150% (determined on the basis of straight-line mathematical interpolation) of the PRSUs (rounded down to the nearest whole number of PRSUs) will become earned.
Between Target and Maximum. If, upon the conclusion of the Performance Period, RTSR for the Performance Period exceeds the target level, but is less than the maximum level, as set forth in the Performance Matrix, a percentage between 100% and 200% (determined on the basis of straight-line mathematical interpolation) of the PSUs (rounded down to the nearest whole number of PSUs) shall become nonforfeitable.
Between Target and Maximum. If, upon the conclusion of the Performance Period, ▇▇▇ exceeds the target level, but is less than the maximum level, as set forth in the Performance Matrix contained in the Statement of Performance Goals, the Target Performance Shares shall become earned based on performance during the Performance Period, as determined by mathematical straight-line interpolation between 100% of the Target Performance Shares and 200% of the Target Performance Shares.
Between Target and Maximum. If, upon the conclusion of a Measurement Period, achievement for a particular Performance Goal exceeds the Target, but is less than the maximum level, between 100% and 200% of the Performance Units allocated to such Performance Goal for the Measurement Period shall become notionally earned. (See Exhibit B.)
Between Target and Maximum. If, upon the conclusion of the Performance Period, Gentex's performance exceeds the Target level, but is less than the Maximum level, as set forth in the Performance Objectives, the Performance Shares as set forth in the Officer Award Notification, based on linear interpolation, will become earned.
Between Target and Maximum. If, upon the conclusion of the Performance Period, (i) ROIC for the Performance Period exceeds the target level, but is less than the maximum level, as set forth in the Performance Matrices, a percentage between 100% and 200% (determined on the basis of straight-line mathematical interpolation) of the ROIC PRSUs (rounded down to the nearest whole number of ROIC PRSUs) shall become nonforfeitable, and (ii) RTSR for the Performance Period exceeds the target level, but is less than the maximum level, as set forth in the Performance Matrices, a percentage between 100% and 200% (determined on the basis of straight-line mathematical interpolation) of the RTSR PRSUs (rounded down to the nearest whole number of RTSR PRSUs) shall become nonforfeitable.
Between Target and Maximum. If, upon the conclusion of the Performance Period, Average CFROI-WACC for the Performance Period exceeds the target level, but is less than the maximum level, as set forth in the CFROI-WACC Performance Matrix, a percentage between 100% and 200% (determined on the basis of straight-line mathematical interpolation) of the CFROI-WACC PSUs (rounded down to the nearest whole number of CFROI-WACC PSUs) shall become vested.
Between Target and Maximum. If, upon the conclusion of the Performance Period, Dana’s performance exceeds the target level, but is less than the maximum level, as set forth in the ▇▇▇▇ Performance Goals, the Performance Shares will become earned based on performance during the Performance Period, as previously approved by the Board or a committee thereof.
Between Target and Maximum. If, upon the RTSR Measurement Date, RTSR as of such date exceeds the target level, but is less than the maximum level, as set forth in the Performance Matrix, a percentage of the LTIP Units between the target percentage for the RTSR Measurement Date and the maximum percentage for the RTSR Measurement Date (determined on the basis of straight-line mathematical interpolation) (rounded up to the nearest whole number of LTIP Units), shall become Vested.
Between Target and Maximum. If, upon the conclusion of a Measurement Period, achievement for a particular Performance Goal exceeds the Target, but is less than the maximum level, between 100% and 200% of the Performance Units allocated to such Performance Goal for the Measurement Period shall become notionally earned, based upon the payout methodology (e.g., a straightline payout curve) established for that Measurement Period by the Committee, in its sole discretion.