Motorola Solutions, Inc. 2015-2017 Long Range Incentive Plan Terms

Summary

This agreement outlines the terms of Motorola Solutions, Inc.'s 2015-2017 Long Range Incentive Plan (LRIP) for Corporate Vice Presidents and above. The plan covers a three-year period and bases payouts on the company's relative total shareholder return (TSR) compared to S&P 500 companies. If Motorola's TSR is negative, the Compensation and Leadership Committee may reduce payouts by up to 25%. Only companies in the S&P 500 at the start of the period and still publicly traded by July 1, 2016, are included in the comparison group.

EX-10.6 3 msiex106q12015.htm EXHIBIT 10.6 MSI EX 10.6 (Q1 2015)

Motorola Solutions, Inc.

2015-2017 Long Range Incentive Plan (LRIP) Terms

As Approved by the Compensation and Leadership Committee

On February 11, 2015



Design Feature	2015-2017 LRIP
Performance Cycle	Three years from 2015-2017
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	S&P 500 defined as companies in the S&P 500 at the beginning of the performance period; must be publicly traded on or after July 1, 2016 to be included in the TSR percentile calculation at the end of the performance cycle.
Payout Scale