Determining Performance Share Units Earned Clause Samples

The "Determining Performance Share Units Earned" clause defines how the number of performance share units (PSUs) an employee ultimately receives is calculated based on the achievement of specific performance goals. Typically, this involves measuring company or individual performance against pre-established targets over a set period, with the final PSU payout adjusted upward or downward depending on the level of goal attainment. This clause ensures a transparent and objective process for linking employee rewards to performance outcomes, thereby aligning employee incentives with organizational objectives.
Determining Performance Share Units Earned. The number of earned Performance Share Units shall be determined under the following table based on the Company’s percentile rank for the Performance Period. For purposes of this determination, the percentile rank for the Performance Period shall be rounded to three decimal points. If the percentile rank is between two stated percentages above, the Payout Percentage will be prorated accordingly.
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Determining Performance Share Units Earned. The number of earned Performance Share Units shall be calculated by multiplying (a) times (b), and that product times (c), and that product less (d), where (a) is the payout percentage as determined under the following table based on the Company’s Average Percentile Rank for such Measuring Year, (b) is the maximum percentage of the Maximum Performance Share Units that may be earned as determined pursuant to Subparagraph 3(c)(ii) for the Measuring Year in question, (c) is the Number of Target Performance Share Units, and (d) is the number of Performance Share Units earned in prior Measuring Years. The number of Shares distributed will equal the number of Performance Share Units earned under this provision. 25% or less 200 % 30% 175 % 35% 150 % 40% 125 % 45% 110 % 50% 100 % 55% 90 % 60% 75 % 65% 50 % 70% 25 % More than 70% 0 % For purposes of this determination, the Average Percentile Rank for each Measuring Year shall be rounded to three decimal points. If the Average Percentile Rank is between two stated percentages above, the Payout Percentage will be prorated accordingly.
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Determining Performance Share Units Earned. The number of earned Performance Share Units shall be calculated by multiplying (a) times (b), and that product times (c), and that product less (d), where (a) is the payout percentage as determined under the following table based on the Company’s Average Percentile Rank for such Measuring Year, (b) is the maximum percentage of the Maximum Performance Share Units that may be earned as determined pursuant to Subparagraph 3(c)(ii) for the Measuring Year in question, (c) is the Number of Target Performance Share Units, and (d) is the number of Performance Share Units earned in prior Measuring Years. The number of Shares distributed will equal the number of Performance Share Units earned under this provision. For purposes of this determination, the Average Percentile Rank for each Measuring Year shall be rounded to three decimal points. If the Average Percentile Rank is between two stated percentages above, the Payout Percentage will be prorated accordingly.
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Determining Performance Share Units Earned. The number of earned Performance Share Units shall be determined under the following table based on the Company’s percentile rank for the Performance Period. Percentile Rank Payout Percentage of Target PSU 90th 200 % 80th 150 % 70th 100 55th 75 % 40th 50 % 25th or less 0 % For purposes of this determination, the percentile rank for the Performance Period shall be rounded to the nearest whole percentile. Achievement between the stated percentiles will be calculated using interpolation between points on a straight-line basis. The Company shall make its determination as to the earned PSUs by not later than two and half (2 1/2) months following the close of the applicable twelve (12) month, twenty-four (24) month and thirty-six (36) month measurement period within the Performance Period. PSUs shall vest and be settled following each such determination.
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Determining Performance Share Units Earned. Subject to the limitation in Section 3(c)(iv), the number of earned Performance Share Units shall be calculated by multiplying (a) times (b), and that product times (c), and that product less (d), where (a) is the payout percentage as determined under the following table based on the Company’s Average Percentile Rank for such Measuring Year, (b) is the maximum percentage of the Maximum Performance Share Units that may be earned as determined pursuant to Subparagraph 3(c)(ii) for the Measuring Year in question, (c) is the Number of Target Performance Share Units, and (d) is the number of Performance Share Units earned in prior Measuring Years. The number of Shares distributed will equal the number of Performance Share Units earned under this provision. For purposes of this determination, the Average Percentile Rank for each Measuring Year shall be rounded to three decimal points. If the Average Percentile Rank is between two stated percentages above, the Payout Percentage will be prorated accordingly.
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Related to Determining Performance Share Units Earned

  • Performance Share Units The Committee may, in its discretion, grant to Executive performance share units subject to performance vesting conditions (collectively, the “Performance Units”), which shall be subject to restrictions on their sale as set forth in the Plan and an associated Performance Unit Grant Letter.

  • Performance Share Award If your Award includes a Performance Share Award, and you voluntarily terminate your employment prior to the end of the Performance Period, you will forfeit your entire Performance Share Award. 

  • Performance Share Awards On the Performance Share Vesting Date next following the Executive's date of death, the number of Performance Shares that shall become Vested Performance Shares shall be determined by multiplying (a) that number of shares of Company Common Stock subject to the Performance Share Agreement that would have become Vested Performance Shares had no such termination occurred; provided, however, in no case shall the number of Performance Shares that become Vested Performance Shares exceed 100% of the Target Number of Performance Shares set forth in the Performance Share Agreement, by (b) the ratio of the number of full months of the Executive's employment with the Company during the Performance Period (as defined in the Performance Share Agreement) to the number of full months contained in the Performance Period. Vested Common Shares shall be issued in settlement of such Vested Performance Shares on the Settlement Date next following the Executive’s date of death.

  • Performance Shares Each Performance Share is a bookkeeping entry that records the equivalent of one Share. Upon the vesting of the Performance Shares as provided in Section 2, the vested Performance Shares will be settled as provided in Section 3.

  • Performance Units Subject to the limitations set forth in paragraph (c) hereof, the Committee may in its discretion grant Performance Units to any Eligible Person and shall evidence such grant in an Award Agreement that is delivered to the Participant which sets forth the terms and conditions of the Award.