Motorola Solutions, Inc. 2022-2024 Long Range Incentive Plan (LRIP) Terms
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Summary
This agreement outlines the terms of Motorola Solutions, Inc.'s 2022-2024 Long Range Incentive Plan for Corporate Vice Presidents and above. The plan covers a three-year period and bases payouts on the company's total shareholder return (TSR) compared to S&P 500 companies. Payouts vary depending on Motorola's TSR percentile rank, with higher ranks earning larger rewards. If the company's TSR is negative, the Compensation and Leadership Committee may reduce payouts. The plan is designed to incentivize long-term performance and align executive interests with shareholder value.
EX-10.14 15 msiex1014q12022.htm EX-10.14 Document
Exhibit 10.14
Motorola Solutions, Inc.
2022-2024 Long Range Incentive Plan (LRIP) Terms
As Approved by the Compensation and Leadership Committee
On February 15, 2022
| Design Feature | 2022-2024 LRIP | |||||||||||||
| Performance Cycle | Three years from January 1, 2022 through December 31, 2024 | |||||||||||||
| 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, 2023 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% | |||||||||||||
