Item 5.02 Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers
On
2022 Base Salary
Effective with the first payroll of 2022, the base salary of
2022 Management Incentive Plan
The Board approved the 2022 Management Incentive Plan ("2022 MIP") under which
each Executive will be eligible to receive a cash incentive payment for fiscal
year 2022 ("Plan Year") based upon the achievement of three independent
objectives: (1) financial; (2) environmental and social; and (3) individual
performance (each, a "Plan Objective"). The payout available for achievement of
100% of each Plan Objective is a percentage of an Executive's annual base salary
("Target Incentive"). The Target Incentive is 105% of base salary for
Financial: The portion of an Executive's Target Incentive based on financial performance ("Finance Target Incentive") increases with every percentage point over 89% of each of the Company's target (1) adjusted earnings before interest, taxes, depreciation and amortization ("EBITDA Target") and (2) adjusted free cash flow ("FCF Target") (each, a "Base MIP Target") and are weighted at 40% and 20%, respectively, of an Executive's Target Incentive and 67% and 33% respectively of the Finance Target Incentive. Upon achievement of 90% of a Base MIP Target, the Executive will earn 50% of the Finance Target Incentive, multiplied by the corresponding weight; 67% in the case of the EBITDA Target and 33% in case of the FCF Target (each, a "Target Weight"). For every percentage point achievement over 90% of a Base MIP Target, up to and including 100%, an Executive will earn 5% of the Finance Target Incentive, multiplied by the Target Weight. Upon 100% achievement of a Base MIP Target, 100% of the Finance Target Incentive, multiplied by the Target Weight, will be available to an Executive. In the event the Company exceeds 100% of a Base MIP Target, an Executive will be eligible for an additional incentive payment in an amount calculated by multiplying his Target Incentive by 20% for every 1% increase over 100% of a Base MIP Target and multiplied further by the Target Weight. The additional incentive payments are capped at one time an Executive's Target Incentive (achieved at 105% of each Base MIP Target) for a maximum potential incentive payment of two times the Executive's Target Incentive.
Environmental and Social ("E&S"): The portions of an Executive's Target Incentive based on E&S are weighted cumulatively at 20% of an Executive's Target Incentive and consist of performance measured by a health and safety metric and overall environmental compliance. The metric for health and safety (weighted at 10%) is based on the Company's Total Recordable Incident Rate with a target determined by the Compensation Committee. The metric for environmental compliance is determined by the avoidance of Notices of Violation or Enforcement with monetary penalties during the Plan Year and is weighted at 10% of an Executive's Target Incentive. The Target Incentive related to compliance will be earned based on a determination by the Compensation Committee, taking into consideration, among other things, the dollar amount of a monetary penalty paid (or accrued under generally accepted accounting principles) in the Plan Year, severity of the Notices of Violation or Enforcement, regulatory basis for penalty and respective fact patterns.
Individual Performance: Up to 20% of an Executive's Target Incentive will be awarded based on the Executive's performance, including teamwork, leadership, promoting the Company's culture, achievement of established annual priorities, effective use of Company resources and other evaluative factors.
2022 Equity Awards
The Board approved the award of restricted stock and Performance Stock Units
("PSUs") to each Executive with a grant date of
Executive Restricted Performance Total Stock Stock Units Jeffrey R. Feeler$900,000 $900,000 $1,800,000 President and Chief Executive OfficerSimon G. Bell Executive Vice President and Chief$308,000 $308,000 $616,000 Operating Officer Steven D. Welling Executive Vice President of Sales and$297,000 $297,000 $594,000 Marketing Eric L. Gerratt Executive Vice President and Chief$297,000 $297,000 $594,000 Financial Officer Andrew P. Marshall Executive Vice President of Regulatory$179,000 $179,000 $358,000 Compliance and Safety
Each PSU represents a contingent right to receive one share of the Company's
common stock ("Target PSUs"). The number of PSU's to which an Executive will be
entitled will be determined based on a one-year measurement period from
TSR Ranking Percentage Modification of PSU Payout <25th Percentile -25% 25th to 74th Percentile 0% >74th Percentile +25% Item 8.01 Other Events
The Board reviewed the compensation arrangement for non-employee directors and
approved an increase in the annual cash retainer for the Lead Independent
Director from
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