Payout Percentage Sample Clauses

Payout Percentage. Your Award Agreement sets forth your Revenue Growth and EBITDA Margin targets for the Company or applicable profit centers during the Performance Period. Based upon this performance matrix, you can earn up to 250% of your base Award (the “Payout Percentage”). No payout will be earned if either or both of the Revenue Growth or the EBITDA Margin thresholds are not met. Payouts will be interpolated for achievement falling between the target levels shown in the Award Agreement. A. EBITDA Margin for the Company or applicable profit centers is their cumulative Earnings before Interest, Taxes, Depreciation and Amortization (EBITDA) over the Performance Period divided by the total Revenue over the Performance Period. B. Revenue Growth for the Company or applicable profit centers will be the compound annual growth rate (“CAGR”) of the Total Incremental Revenue compared to the Base Year Revenue. “Base Year Revenue” is the total Revenue of the Company or applicable profit centers in the fiscal year immediately preceding the Performance Period. “Total Incremental Revenue” is the cumulative Revenue of the Company or applicable profit centers during the Performance Period, minus two times the Base Year Revenue. For example, assume a profit center has Base Year Revenue of $500 million and a targeted Revenue Growth of 4%. At the targeted 4% CAGR, the $500 million in Base Year Revenue would grow to $520 million in the first year, and the $520 million would grow to $541 million in the second year. Therefore, to achieve the 4% Revenue Growth Target, the profit center must produce Total Incremental Revenue of $61 million [$520 + $541 – (2 X $500)].
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Payout Percentage. For purposes of determining the payout percentage under the [Metric 1] portion of the Performance Goal Table (“[Metric 1] Payout Percentage”), attainment calculations shall be performed according to the following:
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Payout Percentage. Your Award Agreement sets forth your Revenue Growth and EBITDA Margin targets for the Company or applicable profit centers during the Performance Period. Based upon this performance matrix, you can earn up to 250% of your base Award (the “Payout Percentage”). No payout will be earned if either or both of the Revenue Growth or the EBITDA Margin thresholds are not met. Payouts will be interpolated for achievement falling between the target levels shown in the Award Agreement. A. EBITDA Margin for the Company or applicable profit centers is their cumulative Earnings before Interest, Taxes, Depreciation and Amortization (EBITDA) over the Performance Period divided by the total Revenue over the Performance Period. B. Revenue Growth will be the compound annual growth rate (“CAGR”) of the total revenue for the Company or applicable profit centers in the second fiscal year of the Performance Period compared to the Base Year Revenue. “Base Year Revenue” is the total revenue of the Company or applicable profit centers in the fiscal year immediately preceding the Performance Period.
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Payout Percentage. Your Award Agreement sets forth your Revenue Growth and EBITDA Margin targets for the Company or applicable Business Units during the Performance Period. Based upon this performance matrix, you can earn up to 250% of your base Award (the “Payout Percentage”). No payout will be earned if either or both of the Revenue Growth or the EBITDA Margin thresholds are not met. Payouts will be interpolated for achievement falling between the target levels shown in the Award Agreement. A. EBITDA Margin for the Company or applicable Business Units is their cumulative Earnings before Interest, Taxes, Depreciation and Amortization (EBITDA) over the Performance Period divided by the total Revenue over the Performance Period. EBITDA Margin targets are based upon the prior 3-year cumulative EBITDA margin for the Company or applicable Business Units. The EBITDA Margin payout threshold is one step below this 3-year average on the payout matrix, and the threshold is set 1.0% less than the 3-year average. The EBITDA Margin payout increments above the 3-year average are set at 1.0% intervals, up to the maximum 250% payout. B. Revenue Growth will be the compound annual growth rate (“CAGR”) of the total revenue for the Company or applicable Business Units in the second fiscal year of the Performance Period compared to the Base Year Revenue. “Base Year Revenue” is the total revenue of the Company or applicable Business Units in the fiscal year immediately preceding the Performance Period. The threshold Revenue Growth targets are based upon the “Forecast GDP Growth” for the Company or applicable Business Units as determined by the weighted average GDP growth forecast for [2017-2018] calculated from data published in the International Monetary Fund’s January [2017] World Economic Outlook Update and weighted according to the Company’s or applicable Business Units’ revenue originating from the United States, Euro Area, China, Canada and Mexico. The Revenue Growth payout increments above this threshold are set at 1.0% intervals, up to the maximum 250% payout.
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Payout Percentage a. For ▇▇▇▇▇▇▇ Springs, the payout percentages are: Jasper County – 10%; ▇▇▇▇▇▇ County – 15%; ▇▇▇▇▇▇ County – 37.5%; ▇▇▇▇▇▇ County – 37.5%. b. For ▇▇▇▇▇▇▇ Springs North, the payout percentages are: : Jasper County – 9.5%; ▇▇▇▇▇▇ County – 14.25%; ▇▇▇▇▇▇ County – 35.625%; ▇▇▇▇▇▇ County – 35.625%; Social Circle – 5%.
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Related to Payout Percentage

  • Discount Percentage The Discount Percentage shall be based upon the monthly average of the net assets of all of the funds on Master Schedule A to Management Contracts (“Group Assets”), as may be updated from time to time, and the monthly average of the net assets of the Fund (computed in the manner set forth in the Trust’s Declaration of Trust or other organizational document) determined as of the close of business on each business day throughout the month. After determination of the average Group Assets tier bound level in Master Schedule B to Management Contracts, as may be updated from time to time, which is hereby incorporated by reference into this Contract, the Discount Percentage shall be determined on a cumulative basis pursuant to the schedule set forth in Master Schedule B to Management Contracts.

  • Annual Percentage Rate Each Receivable has an APR of not more than 25.00%.

  • Commitment Percentage With respect to each Lender, the percentage set forth on Schedule 1.1 hereto as such Lender’s percentage of the aggregate Commitments of all of the Lenders, as the same may be changed from time to time in accordance with the terms of this Agreement.

  • Applicable Percentage Except as provided otherwise in the next sentence, the term "Applicable Percentage" shall mean: (i) 0% during the one-year period commencing on the Closing Date (ii) 20% during the one-year period commencing on the first anniversary of the Closing Date; (iii) 40% during the one-year period commencing on the second anniversary of the Closing Date; (iv) 60% during the one-year period commencing on the third anniversary of the Closing Date; (v) 80% during the one-year period commencing on the fourth anniversary of the Closing Date; and (vi) 100% on and after the fifth anniversary of the Closing Date. Notwithstanding the foregoing, (A) immediately prior to and after the occurrence of a Sale of the Company, such Applicable Percentage shall mean 100%, and (B) in the case of a termination of employment described in Section 7.2(a)(iii)(B), such Applicable Percentage in clauses (i), (ii) and (iii) shall be 0%, and in clauses (iv) and (v) and (vi) shall be 40%, 75% and 100%, respectively.

  • Annual Performance Bonus During the Employment Term, the Executive shall be entitled to participate in the STIP, with such opportunities as may be determined by the Chief Executive Officer in his sole discretion (“Target Bonuses”), and as may be increased (but not decreased, except for across-the-board reductions generally applicable to the Company’s senior executives) from time to time, and the Executive shall be entitled to receive full payment of any award under the STIP, determined pursuant to the STIP (a “Bonus Award”).