FY 2022 Chase Corporation Long Term Incentive Plan
Exhibit 10.11.4
CHASE CORPORATION
Long Term Incentive Plan
Award Design and Grant Process
Fiscal Year Ending August 31, 2022
Key Provisions
| 1. | There are three reward vehicles: 1) Performance-based restricted stock, 2) Time-vested restricted stock and 3) Stock options. At least two will be used each year. For the Chief Executive Officer and Chief Financial Officer, Fiscal Year 2022 performance shares will be 50%, time-vested restricted stock will be 25% and stock options will be 25%. For General Counsel, Fiscal Year 2022 time-vested restricted stock will be 50% and stock options will be 50%. |
| 2. | Time-vested restricted stock is fixed and not subject to performance measures and will vest at the end of the third fiscal year after the grant date (August 31, 2024), subject to grant date, pricing, and termination provisions listed below. |
| 3. | Stock options will be fixed based on a Black-Scholes calculation, and will vest in three equal annual allotments beginning on August 31, 2022 and be exercisable for 10 years. |
| 4. | Performance shares, designed to challenge and, when warranted, award executive leadership’s management of both the balance sheet and income statement, will be in the form of restricted stock subject to performance and other criteria as follows. |
| ● | Performance measure 1: |
| o | Target is earnings per share (EPS) based on Fiscal Year 2022’s budget; by dividing net income by the number of diluted shares outstanding at August 31, 2021 (end of most recent fiscal year). Actual is net income for the measurement period divided by the same number of diluted shares used in the Target. |
| o | Performance measurement period: September 1, 2021 through August 31, 2022 |
| o | Vesting: 2 years after performance measurement period (August 31, 2024) |
| o | Grant date: first day of measurement period |
| o | Stock price for award: closing price for last trading day prior to grant date |
| o | Threshold: the point at which an award is earned (80% of the target). Between threshold and target the award increases on a linear basis. |
| o | Stretch area: performance in excess of target awarded at a higher rate (200% for 120% achievement of target) with a cap of 200%. Between target and cap award increases on a linear basis. |
| o | Weighted value in award opportunity: 80% |
Example:
| ● | Individual opportunity is $50,000 at target; performance share opportunity (50%) is $25,000 at target; 80% of LTIP value relates to performance measure 1 (or $20,000). |
| ● | Stock price (8/31/2021) is $100.00 |
| ● | Threshold is 80% of target |
Performance |
| Payout % of Target |
| Vesting Shares |
| Reward Value | |
Threshold 80% of target | | 50 | % | 100 |
| $ | 10,000 |
Target | | 100 | % | 200 |
| $ | 20,000 |
Stretch at 120% of target | | 200 | % | 400 |
| $ | 40,000 |
Plan metrics: standard performance measures are 80% threshold, 100% target and 120% maximum.
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| ● | Performance measure 2: |
| o | Target is trailing three-year average Return on Invested Capital (“ROIC”) calculated using the budget for fiscal Year 2022 and prior two years’ (Fiscal years 2021 and 2020) actual results. Actual ROIC for the measurement period will be calculated using actual results for the three years ending August 31, 2022. |
| o | Performance measurement period: September 1, 2019 through August 31, 2022 |
| o | Vesting: 2 years after performance measurement period (August 31, 2024) |
| o | Grant date: September 1, 2021, the first day of fiscal year 2022 |
| o | Stock price for award: closing price for last trading day prior to grant date |
| o | Threshold: the point at which an award is earned (80% of the target). Between threshold and target the award increases on a linear basis. |
| o | Stretch area: performance in excess of target awarded at a higher rate (200% for 120% achievement of target) with a cap of 200%. Between target and cap award increases on a linear basis. |
| o | ROIC defined as Earnings before Interest Expense and Income Tax, divided by the sum of equity and debt less cash on hand (ROIC = EBIT / (Equity + Debt - Cash)). |
| o | Weighted value in award opportunity: 20% |
Example:
| ● | Individual opportunity is $50,000 at target; performance share opportunity (50%) is $25,000 at target; 20% of LTIP value relates to performance measure 2 (or $5,000). |
| ● | Stock price (8/31/2021) is $100.00 |
| ● | Threshold is 80% of target |
Performance |
| Payout % of Target |
| Vesting Shares |
| Reward Value |
| |
Threshold 80% of target | | 50 | % | 25 |
| $ | 2,500 | |
Target | | 100 | % | 50 |
| $ | 5,000 | |
Stretch at 120% of target | | 200 | % | 100 |
| $ | 10,000 | |
Plan metrics: standard performance measures are 80% threshold, 100% target and 120% maximum
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5. | Termination provisions: |
Termination Event |
| Year |
| Payment in Shares |
Retirement |
| Pro-rated |
| Paid as scheduled |
Voluntary |
| All shares forfeit |
| No payment |
Without cause |
| Pro-rated |
| Paid as scheduled |
With cause |
| All shares forfeit |
| No payment |
Upon change of control |
| Acceleration at target |
| Paid at change of control |
Death or disability |
| Pro-rated |
| Paid as scheduled |
6. | Eligibility: key executives and others |
Participant | | Target % of Base Salary |
| |
Adam P. Chase | | 100 | % | |
Michael J. Bourque | | 60 | % | |
Jeffery D. Haigh | | 40 | % | |
Award opportunities are set annually, and the plan is subject to the approval of the Compensation and Management Development (“C&MD”) Committee and may be modified from time to time.
FY 2022 SCHEDULE
| ● | Q4 FY21 Board approves continuance of plan and sets grant date |
| ● | Q4 FY21 Goals and awards proposed by management for FY22 |
| ● | Q4 FY21 C&MD Committee reviews and approves FY22 plan |
| ● | Q1 FY22 Management presents FY21 plan achievement |
| ● | Q1 FY22 C&MD Committee approves FY21 results |
| ● | Q1 FY23 Management presents FY22 plan achievement |
| ● | Q1 FY23 C&MD Committee approves FY22 results |
| ● | Q4 FY24 Vested FY22 shares are released to participant |
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