Performance Measures for Award Sample Clauses

The 'Performance Measures for Award' clause defines the specific criteria or standards that must be met for a party to qualify for a particular award, such as a bonus, incentive, or contract extension. Typically, this clause outlines measurable objectives—like achieving certain sales targets, completing milestones within set deadlines, or maintaining quality benchmarks—that are used to assess performance. By clearly establishing what constitutes satisfactory performance, the clause ensures transparency and fairness in the award process, reducing disputes and aligning expectations between the parties involved.
Performance Measures for Award. The pre-established three- (3-) year Performance Period’s Performance Measures (as defined in Section 2(c)(i) below) applicable to the Award, the Participant’s targeted percentage of the Participant’s average base salary during the Performance Period (“Participant’s Target %”), Levels of Achievement, and the potential projected cash payout to the Participant, based upon the Level of Achievement, are as follows: (i) Performance Measures:
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Performance Measures for Award. The pre-established three- (3-) year Performance Period’s Performance Measure shall be applicable to the Award, and the Participant’s targeted percentage (“Target %”) and potential projected cash payout to the Participant, based upon the Level of Achievement, are as follows: (i) Performance Measure: cash basis return on shareholders’ equity (“▇▇▇”). (ii) For purposes of the Award, there shall be levels of achievement (“Levels of Achievement”), including, threshold (“Threshold”), target (“Target”), and maximum (“Maximum”) (the Threshold Level of Achievement shall be a ▇▇▇ of 16.26% for the Performance Period; the Target Level of Achievement shall be a ▇▇▇ 19.10% for the Performance Period; and the Maximum Level of Achievement shall be a ▇▇▇ of 25.12% for the Performance Period). The Levels of Achievement range from the Threshold Level of Achievement to the Maximum Level of Achievement as illustrated in the Level of Achievement Chart attached hereto as Exhibit A and made a part hereof. Levels of Achievement between a ▇▇▇ of 16.26% and a ▇▇▇ of 25.12% that are not listed on the Level of Achievement Chart, are interpolated by the Administrator in .01% increments. (iii) For avoidance of doubt in the interpretation of the Level of Achievement Chart, there will not be an Award payout if the Threshold Level of Achievement is not attained for the Performance Period. If the Threshold Level of Achievement is attained for the Performance Period, the Award payout to the Participant will be one-fourth (i.e., 25 percent) of the amount of the Award payout that would have been made to the Participant if the Target Level of Achievement had been attained. If the Maximum Level of Achievement is attained for the Performance Period, the Award payout to the Participant will be two (2) times (i.e., 200 percent) the amount of the Award payout that would have been made to the Participant if only the Target Level of Achievement had been attained. (iv) The projected Award payout to the Participant, if either the Target Level of Achievement or if the Maximum Level of Achievement is attained for the Performance Period, is summarized in the following chart (with certain assumptions concerning the Participant’s base salary for 2008, 2009, and 2010): 2008 Base Salary1 2009 Base Salary1 2010 Base Salary1 Target % Target Payout (if Target Level of Achievement Attained)2 Maximum Payout (if Maximum Level of Achievement is Attained)2 Performance Units3 $________ $ ________ $ ________ _______ %...
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Performance Measures for Award. The pre-established three- (3-) year Performance Period’s Performance Measures (as defined in Section 2(c)(i) below) applicable to the Award and Levels of Achievement are as follows: (i) Performance Measures and Relative TSR/TSR Modifier:
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Performance Measures for Award. The pre-established Performance Measures and Levels of Achievement (each as defined in Exhibit A) applicable to the Award are set forth in Exhibit A.
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Performance Measures for Award. The pre-established three- (3-) year Performance Period’s Performance Measures (as defined in Section 2(c)(i) below) applicable to the Award, the Participant’s targeted percentage of the Participant’s average base salary during the Performance Period (“Participant’s Target %”), Levels of Achievement, and the potential projected cash payout to the Participant, based upon the Level of Achievement, are as follows: (i) The Performance Measures and Levels of Achievement for the Award, including a Relative TSR Modifier, are set forth in Exhibit A attached hereto and made a part hereof. (ii) The projected Award payout to the Participant, if either the Target Level of Achievement for both the Absolute Performance Goal and the Relative Performance Goal, or if the Maximum Level of Achievement for both the Absolute Performance Goal and Relative Performance Goal is attained for the Performance Period, is summarized in the following chart (with certain assumptions concerning the Participant’s base salary for 2024, 2025 and 2026): 2024 Base Salary1 2025 Base Salary1 2026 Base Salary1 Participant’s Target % Target Payout (if Target Level of Achievement Attained)2 Maximum Payout (if Maximum Level of Achievement Attained)2 $ $ $ % $3 $3 (iii) For purposes hereof, the term “Peer Group” means Bank of America Corporation; Citizens Financial Group, Inc.; Fifth-Third Bancorp; JPMorgan Chase and Company; KeyCorp; M&T Bank Corporation; PNC Financial Services Group, Inc.; Regions Financial Corporation; U.S. Bancorp; ▇▇▇▇▇ Fargo & Company.
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Related to Performance Measures for Award

  • Performance Measures The System Agency will monitor the Grantee’s performance of the requirements in Attachment A and compliance with the Contract’s terms and conditions.

  • Performance Measure Grantee will adhere to the performance measures requirements documented in

  • Performance Measurement The Uniform Guidance requires completion of OMB-approved standard information collection forms (the PPR). The form focuses on outcomes, as related to the Federal Award Performance Goals that awarding Federal agencies are required to detail in the Awards.

  • Performance Goals A. The Trust and State Street have developed mutually acceptable performance goals dated March 1, 2011 , and as may be amended from time to time, regarding the manner in which they expect to deliver and receive the services under this Agreement (hereinafter referred to as “Service Level Agreement”). The parties agree that such Service Level Agreement reflects performance goals and any failure to perform in accordance with the provisions thereof shall not be considered a breach of contract that gives rise to contractual or other remedies. It is the intention of the parties that the sole remedy for failure to perform in accordance with the provisions of the Service Level Agreement, or any dispute relating to performance goals set forth in the Service Level Agreement, will be a meeting of the parties to resolve the failure pursuant to the consultation procedure described in Sections V. B. and V.C. below. Notwithstanding the foregoing, the parties hereby acknowledge that any party’s failure (or lack thereof) to meet the provisions of the Service Level Agreement, while not in and of itself a breach of contract giving rise to contractual or other remedies, may factor into the Trust’s reasonably determined belief regarding the standard of care exercised by State Street hereunder.

  • PERFORMANCE OBJECTIVES 4.1 The Performance Plan (Annexure A) sets out- 4.1.1 the performance objectives and targets that must be met by the Employee; and 4.1.2 the time frames within which those performance objectives and targets must be met. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include key objectives; key performance indicators; target dates and weightings. 4.2.1 The key objectives describe the main tasks that need to be done. 4.2.2 The key performance indicators provide the details of the evidence that must be provided to show that a key objective has been achieved. 4.2.3 The target dates describe the timeframe in which the work must be achieved. 4.2.4 The weightings show the relative importance of the key objectives to each other. 4.3 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.