Motorola Solutions, Inc. 2025-2027 Long Range Incentive Plan (LRIP) Terms
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Summary
Motorola Solutions, Inc. has established a Long Range Incentive Plan (LRIP) for 2025-2027, approved by its Compensation and Leadership Committee. The plan covers Corporate Vice Presidents and above, rewarding them based on the company’s relative total shareholder return (TSR) over a three-year period from January 1, 2025, to December 31, 2027. Payouts depend on how Motorola’s TSR compares to S&P 500 companies, with higher rankings leading to higher payouts. If TSR is negative, the committee may reduce payouts at its discretion.
EX-10.1 2 exhibit101-2025x2027lripte.htm EX-10.1 Document
Exhibit 10.1
Motorola Solutions, Inc.
2025-2027 Long Range Incentive Plan (LRIP) Terms
As Approved by the Compensation and Leadership Committee
On February 25, 2025
| Design Feature | 2025-2027 LRIP | |||||||||||||
| Performance Cycle | Three years from January 1, 2025 through December 31, 2027 | |||||||||||||
| 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. | |||||||||||||
| 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, 2026 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% | |||||||||||||
