Motorola Solutions, Inc. 2014-2016 Long-Term Relative Incentive Plan (LRIP) Terms

Summary

This agreement outlines the terms for Motorola Solutions, Inc.'s 2014-2016 Long-Term Relative Incentive Plan (LRIP) for senior executives (CVPs and above). The plan covers a three-year performance period and bases payouts on Motorola's total shareholder return (TSR) compared to a group of peer companies. Payouts vary depending on Motorola's TSR ranking, with possible reductions if TSR is negative. The agreement also details how changes in the peer group affect payout calculations. The plan is designed to reward executives for strong relative stock performance over the specified period.

EX-10.55 5 msiex10552013.htm EXHIBIT MSI EX 10.55 (2013)

Motorola Solutions, Inc.

2014-2016 LRIP Terms



Design Feature	2014-2016 LRIP
Performance Cycle	Three years from 2014-2016
Eligible Population	CVPs 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 negative discretion to reduce the final payout up to a 25% reduction of the calculated payout.
Comparator Group	Agilent Technologies Inc.		NCR Corp.
	Danaher Corp.		Parker-Hannifin Corp.
	Dover Corp.		Raytheon Co.
	Eaton Corp.		Rockwell Automation
	Harris Corp.		Rockwell Collins, Inc.
	Ingersoll-Rand PLC		TE Connectivity Ltd.
			Tyco International Ltd.
Payout Scale
		TSR Rank	Payout Factor
		1	200%
		2	180%
		3	160%
		4	140%
		5	120%
		6	110%
		7	100%
		8	75%
		9	50%
		10	25%
		11	0%
		12	0%
		13	0%
		14	0%



	A comparator company must be publically traded on or after July 1, 2015, to be included in the TSR rank among other companies at the end of the performance cycle.
In the event a comparator company stops being publically traded before July 1, 2015, the company will be excluded from the TSR rank at the end of the performance cycle and the payout scale will be adjusted as follows:
	Payout Scale With 12 Comparator Companies:		Payout Scale With 11 Comparator Companies:
	TSR Rank	Payout Factor	TSR Rank	Payout Factor
	1	200%	1	200%
	2	180%	2	180%
	3	160%	3	160%
	4	140%	4	140%
	5	120%	5	120%
	6	110%	6	100%
	7	100%	7	65%
	8	65%	8	25%
	9	25%	9	0%
	10	0%	10	0%
	11	0%	11	0%
	12	0%	12	0%
	13	0%

		Payout Scale With 10 Comparator Companies:
		TSR Rank	Payout Factor
		1	200%
		2	180%
		3	160%
		4	140%
		5	120%
		6	100%
		7	65%
		8	25%
		9	0%
		10	0%
		11	0%