v***e
发帖数: 2108 | 1 在offer letter上写了有20% target bonus，
这个所谓target bonus和一般的bonus有什么区别？
是不是只要你meet expectation，公司就有义务给你？
我的理解是一般的bonus就完全是看manager脸色，他不给你也不能argue？
谢谢 | w********g
发帖数: 1529 | 2 Definition and Computation of Target Bonus Award
3.1 “Actual EVA” means the EVA as
calculated for each Participating Group for the year in question.
3.2 “Target EVA” for the year in question
means the level of EVA that is expected in order for the Participating Group
to receive the Target Bonus Award. Target EVA for the year in question is
determined as follows:
4
----------------------------------------------------------------------------
----
“Target EVA” = Last Year’s Actual EVA+ Expected Improvement in EVA
3.3 “Expected Improvement in EVA” means
the constant EVA improvement that is added to shift the target up each year.
It is determined by the expected growth in EVA per year. The Expected
Improvement factors are determined by the Committee and will be evaluated
and recalibrated by the Committee, as appropriate, no less than every three
years. Expected Improvement may be different for each Participating Group.
3.4 “Base Pay” for any particular year,
means (a) for all Participants other than Covered Officers, the base pay
actually received for the calendar year; and (b) for Covered Officers, the
base pay actually received prior to the February Committee meeting and the
rate of base pay in effect immediately after the February Committee meeting
in the given calendar year, such that salary increases for a Covered Officer
after the February Committee meeting are not considered for such year.
Notwithstanding the foregoing, for a Covered Officer whose employment
terminates prior to December 31 of a calendar year, Base Pay is reduced to a
pro-rata amount based on the period of time actually employed during the
year.
3.5 “Target Bonus Award” for the year
means the “Target Bonus Percentage” multiplied by a Participant’s Base
Pay.
3.6 “Target Bonus Percentage” is
determined by a Participant’s classification as shown on Exhibit B.
3.7 “Actual Bonus Award” for the year in
question means the bonus earned by a Participant and is computed as the
Actual Bonus Percentage multiplied by a Participant’s Base Pay for the year
in question.
3.8 “Actual Bonus Percentage” is
determined by multiplying the Target Bonus Percentage by the Bonus
Performance Value.
3.9 “Bonus Performance Value” is an amount
determined as follows:
(a) Base Formula. “Bonus Performance
Value” means the Actual EVA minus the Target EVA, divided by the Leverage
Factor, plus 1.0 [((Actual EVA — Target EVA)/Leverage Factor) + 1.0];
subject, however, to the following subparagraph (b).
(b) Floor/Ceiling. If the calculation of
the Bonus Performance Value is less than zero (0), the Bonus Performance
Value shall be deemed to be zero (0) , and if the calculation of the Bonus
Performance Value exceeds 2.5, the Bonus Performance Value shall be deemed
to be 2.5.
3.10 “Leverage Factor” is the negative (positive
) deviation from Target EVA necessary before a zero (two times Target) bonus
is earned. The Leverage Factors are determined by the Committee and will
be evaluated and recalibrated, as appropriate, no less than every three
years. The Leverage Factor may be different for each Participating Group.
5
----------------------------------------------------------------------------
----
3.11 “Adjustment Guidelines” are guidelines the
Compensation Committee of the Board of Directors (Committee) will consider
in determining the potential treatment of any material, non-recurring or
unusual items (see Exhibit C).
3.12 A Participant’s classification is determined
by the Board of Direcotors upon recommendation by the Committee for
officers of The Manitowoc Company, Inc., and by the Senior VP of HR &
Administration for all new participants below the level of corporate officer.
Definition and Computation of
Target Bonus Award
3.1 “Actual EVA” means
the EVA as calculated for each Participating Group for the year in question.
3.2 “Target EVA” for the
year in question means the level of EVA that is expected in order for the
Participating Group to receive the Target Bonus Award. Target EVA for the
year in question is
determined as follows:
4
----------------------------------------------------------------------------
----
“Target EVA” = Last Year’s
Actual EVA+ Expected Improvement in EVA
3.3 “Expected Improvement in
EVA” means the constant EVA improvement that is added to shift the target
up each year. It is determined by the
expected growth in EVA per year. The
Expected Improvement factors are determined by the Committee and will be
evaluated and recalibrated by the Committee, as appropriate, no less than
every
three years. Expected Improvement may be
different for each Participating Group.
3.4 “Base Pay” for any
particular year, means (a) for all Participants other than Covered
Officers, the base pay actually received for the calendar year; and (b) for
Covered Officers, the base pay actually received prior to the February
Committee
meeting and the rate of base pay in effect immediately after the February
Committee
meeting in the given calendar year, such that salary increases for a Covered
Officer after the February Committee meeting are not considered for such
year. Notwithstanding the foregoing, for
a Covered Officer whose employment terminates prior to December 31 of a
calendar year, Base Pay is reduced to a pro-rata amount based on the period
of
time actually employed during the year.
3.5 “Target Bonus Award”
for the year means the “Target Bonus Percentage” multiplied by a
Participant’s
Base Pay.
3.6 “Target Bonus Percentage”
is determined by a Participant’s classification as shown on Exhibit B.
3.7 “Actual Bonus Award”
for the year in question means the bonus earned by a Participant and is
computed as the Actual Bonus Percentage multiplied by a Participant’s Base
Pay
for the year in question.
3.8 “Actual Bonus Percentage”
is determined by multiplying the Target Bonus Percentage by the Bonus
Performance Value.
3.9 “Bonus Performance Value”
is an amount determined as follows:
(a) Base Formula. “Bonus Performance
Value” means the Actual
EVA minus the Target EVA, divided by the Leverage Factor, plus 1.0 [((Actual
EVA — Target EVA)/Leverage Factor) + 1.0]; subject, however, to the
following
subparagraph (b).
(b) Floor/Ceiling. If the calculation of
the Bonus Performance
Value is less than zero (0), the Bonus Performance Value shall be deemed to
be
zero (0) , and if the calculation of the Bonus Performance Value exceeds 2.5,
the Bonus Performance Value shall be deemed to be 2.5.
3.10 “Leverage Factor” is
the negative (positive) deviation from Target EVA necessary before a zero (
two
times Target) bonus is earned. The
Leverage Factors are determined by the Committee and will be evaluated and
recalibrated, as appropriate, no less than every three years. The Leverage
Factor may be different for each
Participating Group.
5
----------------------------------------------------------------------------
----
3.11 “Adjustment Guidelines”
are guidelines the Compensation Committee of the Board of Directors (
Committee)
will consider in determining the potential treatment of any material,
non-recurring or unusual items (see Exhibit C).
3.12 A Participant’s
classification is determined by the Board of Direcotors upon recommendation
by
the Committee for officers of The Manitowoc Company, Inc., and by the
Senior VP of HR & Administration for all new participants below the
level of corporate officer.
This excerpt taken from the MTW 10-K filed Mar 1, 2007.
Definition and Computation of Target Bonus Award
3.1 “Actual EVA” means the EVA as
calculated for each Participating Group for the year in question.
3.2 “Target EVA” for the year in question
means the level of EVA that is expected in order for the Participating Group
to receive the Target Bonus Award. The Target EVA may be different among
the Participating Groups. See Exhibit C for which of the following Target
EVA formulas is used for each Participating Group.
Formula A
“Target EVA” = Last Year’s Actual EVA+ Expected Improvement in EVA
Formula B
“Target EVA” = Last Year’s EVA paid (not to exceed the EVA necessary to
achieve a Bonus Performance Value of 2.5) + 50% of the difference between
Last Year’s Actual EVA and Last Year’s EVA paid + Expected Improvement in
EVA
“Maximum EVA Target” = Last Year’s Actual EVA+ Expected Improvement in
EVA
4
----------------------------------------------------------------------------
----
3.3 “Expected Improvement in EVA” means
the constant EVA improvement that is added to shift the target up each year.
This is determined by the expected growth in EVA per year. The Expected
Improvement factors will be evaluated and recalibrated by the Committee, as
appropriate, no less than every three years. See Exhibit C for the Expected
Improvement for each Participating Group.
3.4 “Target Bonus Award” for the year
means the “Target Bonus Percentage” times a Participant’s base pay. For
all purposes of the Plan, “base pay” generally means the base pay actually
received for the calendar year, but with respect to Covered Officers is
further limited to the rate of base pay in effect immediately after the
February Committee meeting in the given calendar year, such that salary
increases after the February Committee meeting are not considered for such
year.
3.5 “Target Bonus Percentage” is
determined by a Participant’s classification as shown on Exhibit B.
3.6 “Actual Bonus Award” for the year in
question means the bonus earned by a Participant and is computed as the
Actual Bonus Percentage times a Participant’s base pay for the year in
question.
3.7 “Actual Bonus Percentage” is
determined by multiplying the Target Bonus Percentage by the Bonus
Performance Value.
3.8 “Bonus Performance Value” is an amount
determined as follows:
(a) Base Formula. “Bonus Performance Value” means the Actual EVA minus
the Target EVA, divided by the Leverage Factor, plus 1.0 [((Actual EVA –
Target EVA)/Leverage Factor) + 1.0]; subject, however, to the following
subparagraphs (b) and (c).
(b) Floor/Ceiling. (i) if the calculation of the Bonus Performance Value is
less than 0.20, the Bonus Performance Value shall be deemed to be zero (0),
and (ii) if the calculation of the Bonus Performance Value exceeds 2.5, the
Bonus Performance Value shall be deemed to be 2.5.
This excerpt taken from the MTW 10-K filed Feb 28, 2006.
Definition and Computation of Target Bonus Award
3.1 “Actual EVA” means the EVA as calculated for each
Participating Group for the year in question.
3.2 “Target EVA” for the year in question means the level of EVA
that is expected in order for the Participating Group to receive the Target
Bonus Award.
Target EVA = Last Year’s Actual EVA+ Expected Improvement in EVA
3.3 “Expected Improvement in EVA” means the constant EVA
improvement that is added to shift the target up each year. This is
determined by the expected growth in EVA per year. The Expected Improvement
factors will be evaluated and recalibrated by the Committee, as appropriate,
no less than every three years. See Exhibit C for the Expected Improvement
for each Participating Group.
3.4 “Target Bonus Award” for the year in question means the “
Target Bonus Percentage” times a Participant’s base pay.
3.5 “Target Bonus Percentage” is determined by a Participant’s
classification as shown on Exhibit B.
3.6 “Actual Bonus Award” for the year in question means the
bonus earned by a Participant and is computed as the Actual Bonus Percentage
times a Participant’s base pay for the year in question.
3.7 “Actual Bonus Percentage” is determined by multiplying the
Target Bonus Percentage by the Bonus Performance Value.
3.8 “Bonus Performance Value” means the Actual EVA minus the
Target EVA, divided by the Leverage Factor, plus 1.0 [((Actual EVA – Target
EVA)/Leverage factor) + 1.0]; provided, however, that (a) if the
calculation of the Bonus Performance Value is less than 0.20, the Bonus
Performance Value shall be deemed to be zero (0), and (b) if the calculation
of the Bonus Performance Value exceeds 2.5, the Bonus Performance Value
shall be deemed to be 2.5.
3.9 “Leverage Factor” is the negative (positive) deviation from
Target EVA necessary before a zero (two times Target) bonus is earned. The
Leverage factors will be evaluated and recalibrated, as appropriate, no less
than every three years. See Exhibit C for the Leverage Factor of each
Participating Group.
3.10 “Adjustment Guidelines” are guidelines the Compensation
Committee of the Board of Directors (Committee) will consider in determining
the potential treatment of any material, non-recurring or unusual items (
see Exhibit D).
3.11 A Participant’s classification is determined by the Committee
for officers of The Manitowoc Company, Inc., and by the Senior VP of HR &
Administration for all new participants below the level of corporate officer.
【在 v***e 的大作中提到】
: 在offer letter上写了有20% target bonus，
: 这个所谓target bonus和一般的bonus有什么区别？
: 是不是只要你meet expectation，公司就有义务给你？
: 我的理解是一般的bonus就完全是看manager脸色，他不给你也不能argue？
: 谢谢
| I********e
发帖数: 6130 | 3 Wow, that's such an easy to read answer.
question
Group
is
【在 w********g 的大作中提到】
: Definition and Computation of Target Bonus Award
: 3.1 “Actual EVA” means the EVA as
: calculated for each Participating Group for the year in question.
: 3.2 “Target EVA” for the year in question
: means the level of EVA that is expected in order for the Participating Group
: to receive the Target Bonus Award. Target EVA for the year in question is
: determined as follows:
: 4
: ----------------------------------------------------------------------------
: ----
|
|
