2017-2019 Long Range Incentive Plan (LRIP) Terms As Approved by the Compensation and Leadership Committee On February 16, 2017

EX-10.1 2 msiex101q12017.htm EXHIBIT 10.1 Exhibit

Motorola Solutions, Inc.

2017-2019 Long Range Incentive Plan (LRIP) Terms

As Approved by the Compensation and Leadership Committee On February 16, 2017

Exhibit 10.1



Design Feature	2017-2019 LRIP
Performance Cycle	Three years from January 1, 2017 through December 31, 2019
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 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, 2018 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
		90^th - 100^th Percentile	250%
		80^th - 89.99^th Percentile	200%
		70^th - 79.99^th Percentile	175%
		60^th - 69.99^th Percentile	150%
		55^th - 59.99^th Percentile	110%
		50^th - 54.99^th Percentile	90%
		45^th - 49.99^th Percentile	80%
		35^th - 44.99^th Percentile	50%
		30^th - 34.99^th Percentile	30%
		< 30.99^th Percentile	0%