2023-2025 Performance Measures under the Motorola Solutions, Inc. Long Range Incentive Plan (LRIP), as approved on February 24, 2023
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EX-10.02 2 exhibit102-2023x2025lripte.htm EX-10.02 Document
Exhibit 10.2
Motorola Solutions, Inc.
2023-2025 Long Range Incentive Plan (LRIP) Terms
As Approved by the Compensation and Leadership Committee
On February 24, 2023
| Design Feature | 2023-2025 LRIP | ||||
| Performance Cycle | Three years from January 1, 2023 through December 31, 2025 | ||||
| Eligible Population | Corporate Vice Presidents and above | ||||
| Performance Criteria | Relative Total Shareholder Return (TSR) TSR Defined as: Ending stock price (Daily average during the final three months of the Performance Cycle) + Value of reinvested dividends = Total ending value – Beginning stock price (Daily average during the three months preceding the Performance Cycle) = Total value created ÷ Beginning share price (Daily average during the three months preceding the Performance Cycle) = Total shareholder return | ||||
| Negative TSR Component | If the resulting TSR performance for Motorola Solutions is negative, the Committee will have full discretion to reduce the final calculated payout. | ||||
Exhibit 10.2
Motorola Solutions, Inc.
2023-2025 Long Range Incentive Plan (LRIP) Terms
As Approved by the Compensation and Leadership Committee
On February 24, 2023
| Comparator Group | S&P 500 defined as companies in the S&P 500 at the beginning of the performance period; must be publically traded on or after July 1, 2024 to be included in the TSR percentile calculation at the end of the performance cycle. | ||||
Payout Scale | Relative TSR Payout Scale MSI 3-Year TSR Percentile Rank Payout Factor 90th – 100th Percentile 250% 80th – 89.99th Percentile 200% 70th – 79.99th Percentile 175% 60th – 69.99th Percentile 150% 55th – 59.99th Percentile 110% 50th – 54.99th Percentile 90% 45th – 49.99th Percentile 80% 35th – 44.99th Percentile 50% 30th – 34.99th Percentile 30% < 30.00th Percentile 0% | ||||
