Topic:"Incentive Structures" in M12835

Performance Share Unit Plan Under the PSU plan, certain executive and senior employees are eligible for long-term incentives payable through the PSU plan. PSUs are granted annually for three-year overlapping performance cycles, resulting i...

AI summary The Performance Share Unit (PSU) plan offers long-term incentives to Emera's executives and senior employees, tied to Emera's stock price and corporate performance. PSUs vest after three-year cycles, with payouts approved by the MRCC, considering service duration and pro-rating in departure scenarios. Post-retirement, grants may vest fully and payout normally.

Pay Benchmarking Comparator Group (Applicable to President & CEO) Utilities Industry Comparators Alberta Electric System Operator FortisBC Inc. ENMAX Corporation Northland Power Inc. EPCOR Utilities Inc. Toronto Hydro Corp. Fortis Alberta...

AI summary The Pay Benchmarking Comparator Group for the President & CEO includes utilities industry comparators such as Alberta Electric System Operator, FortisBC Inc., ENMAX Corporation, and others. The comparator group for the CFO and CHRO is detailed in Emera's Management Information Circular, available on SEDAR+.

The MRCC and NSPI Board continue to regularly review the composition of this comparator group to ensure they continue to reflect the Company's characteristics. In addition to using publicly disclosed compensation data from the companies in...

AI summary The MRCC and NSPI Board review executive compensation data from comparator companies and industry surveys to ensure NSPI and Emera's compensation programs remain competitive and appropriate. This includes data from Mercer's Total Compensation Survey and Benchmark Database Survey, with assistance from Hugessen and Mercer.

Short–Term Incentive Program The compensation awarded under the Short-Term Incentive Program (STIP) links a portion of an executive's compensation to the achievement of predetermined levels of performance in support of corporate and busine...

AI summary The Short-Term Incentive Program (STIP) ties executive compensation to annual performance goals aligned with corporate and business unit objectives. Emera and NSPI use a scorecard approach, with payouts ranging from 0 to 200% of target, benchmarked against industry medians for similar roles.

2025 Short-Term Incentive Results The 2025 NSPI Scorecard set out corporate objectives and related threshold, target and stretch performance levels for 2025. It was used to determine the short-term incentive payout for Mr. Gregg. No portio...

AI summary The 2025 NSPI Scorecard outlines corporate objectives and performance levels (threshold, target, stretch) to determine Mr. Gregg's short-term incentive payout. No executive STIP is included in NSPI rates. The Scorecard is annually developed by NSPI management and approved by the NSPI Board.

Long-Term Incentive Program There are three primary components of long-term incentive compensation for senior management, including the NEOs: the Emera Performance Share Unit Plan (the "PSU Plan"), the Emera Restricted Share Unit Plan (The...

AI summary The Long-Term Incentive Program includes three components: the Emera Performance Share Unit Plan, Restricted Share Unit Plan, and Senior Management Stock Option Plan. The MRCC oversees grants, which are determined based on competitive benchmarking, individual responsibility, and executive compensation targets.

2025 Annual Financial Statements Attachment 4 Page 14 of 24 REDACTED (CONFIDENTIAL INFORMATION REMOVED) Nova Scotia Power Incorporated – Management Information Circular 2026 stock options increase or decrease over the term of a particular...

AI summary Nova Scotia Power Incorporated (NSPI) outlines its 2026 Management Information Circular, detailing executive compensation structures. Stock options, PSUs, and RSUs are tied to Emera's share price, with the MRCC ensuring alignment with market data and company performance. In 2025, PSUs constituted 50% of senior executives' long-term incentives.

Deferred Share Unit Plans: Under the Directors' DSU plan, Directors of the Company may elect to receive all or any portion of their compensation in DSUs in lieu of cash compensation, subject to requirements to receive a minimum portion of...

AI summary The document outlines DSU plans for directors and executives at Emera, detailing DSU conversion from cash compensation, dividend credits, redemption conditions, and valuation methods. Directors receive DSUs quarterly, with redemption upon retirement, while executives defer incentives to DSUs with specific ownership guidelines. DSUs are valued based on Emera's stock price.

ACCOUNT SEGMENT Account Segment Value Account Segment Description 212650 AP UNION DUES RELOCATION ALLOW 212700 AP LONG TERM DISABILITY 212750 AP GOOD NEIGHBOUR ENERGY FUND 212800 AP CIS REFUND CLEARING 212850 AP CONSUMER DEPOSITS 212900 AP...

AI summary The text presents a list of account segments with their corresponding descriptions, including items such as union dues, disability, energy funds, consumer deposits, and various liabilities and accrued expenses. These accounts are related to financial and operational obligations of an organization.

Performance Share Unit Plan Under the PSU plan, certain executive and senior employees are eligible for long-term incentives payable through the PSU plan. PSUs are granted annually for three-year overlapping performance cycles, resulting i...

AI summary The Performance Share Unit (PSU) plan links executive and senior employee incentives to Emera's stock performance and corporate results over three-year cycles. PSUs vest after three years, with payouts determined by the MRCC based on market price and service duration, including pro-rated adjustments for departures or retirement.

The grant value of PSUs and RSUs granted in 2025 was based on the average 50 trading-day closing share price up to December 31, 2024 ($52.88). The 50-day share price average is used for PSU and RSU grants to smooth out any short-term fluct...

AI summary The grant value of PSUs and RSUs in 2025 is based on the average 50 trading-day closing share price up to December 31, 2024. Payouts depend on the achievement of performance objectives over the three-year period from 2025 to 2027, with adjustments based on share price averages at different points in time.

ova Scotia Power Incorporated 11931 4938 RC0001 1 2 3 4 5 6 Row Name of CFA Amounts determined for variable A in the definition of IFE for the affiliate Proportion determined under subsection 18.2(2) Amount G in Part 2K % Denied amount und...

AI summary The text provides a table with various financial and tax-related calculations, including amounts determined for variable A in the definition of IFE, proportions under subsection 18.2(2), denied amounts, and the corporation's share of denied amounts. The table includes references to tax years, percentages, and specific tax-related clauses.

If you incurred qualified carbon capture expenditures to capture carbon directly from ambient air:

AI summary The text discusses qualified carbon capture expenditures related to capturing carbon directly from ambient air, indicating eligibility for a 15% investment tax credit if the current year's qualified expenditures exceed the expenditure limit.