Answers pulled directly from the Variable Compensation Plan Policy and Transition Agreement. For questions not covered here, talk with your manager or HR.
Why does my role have the target % it does?
Your Target % is set by role family in the approved 2026 weighting table — based on the scope of decisions the role makes and on market data for similar roles in our industry. For Lead Tech, Tech, and Admin ICs, the target % moves up with tenure (0 → 5 → 10 → 15 years). Higher target % means more compensation is variable, with proportionally more upside at stretch and more downside at floor.
What happens if I leave the company before the March 2027 payout?
You must be actively employed and in good standing at the time of payout to receive the award. If you resign or are terminated for any reason before the scheduled payout date, you forfeit the award and will not receive payment. §3.5
What if I'm on a Performance Improvement Plan at payout time?
Per §3.5, participants on a formal PIP at the time of payout are not eligible for the award. Eligibility resumes when you're back in good standing. §3.5
When do my individual goals need to be set?
Individual Performance Goals must be documented in the HRIS no later than the end of Q1 of the measurement period. Goals not finalized by then are considered non-valid. If you transfer roles or are hired mid-year (before Aug 1), goals must be established within 30 days of your start date. §4.5
What if I transfer to a different role mid-year?
Awards are still paid in accordance with the incentive pool measurement period. Ownership and the Compensation Committee will review and agree on either a pro-rata award or a good-faith negotiated amount based on the known or knowable information at the time of transfer. You'll receive credit for demonstrated performance during the period you were in the role. §3.5
What if I miss my goals, or the company misses its targets?
The floor is $0. If results fall below threshold, the corresponding payout for that component is zero. Below-floor = 0%, at floor = 50%, at target = 100%, at ceiling = 200%. Awards can also be reduced to $0 for the measurement period as a whole. §4.1
How are Company, Department, and Branch results actually measured?
Company-level and segment-level performance is measured against Net Revenue, adjusted for intercompany sales between related companies and net of bad debt/uncollectible write-offs. The Finance department has final authority over calculation of company and department results versus target; Ownership and the Compensation Committee sign off on all final awards. §4.3
What if extraordinary events impact our results — can I appeal?
Yes — participants may submit a written Exception Request to the Compensation Committee with documentation supporting the exception. The committee assesses validity and impact, decides based on fairness and consistency, and communicates the decision with rationale. The timeline is typically distributed in January following the measurement period. §4.4
What about taxes — is this number what I'll actually take home?
No — the projected award is pre-tax. Awards are treated as supplemental wages, reported on your W-2 for the calendar year paid, and subject to federal, state, and local income tax withholding plus payroll taxes (Social Security and Medicare). The company doesn't provide tax advice; talk to your personal tax advisor. §6.1–6.3
I'm an hourly (non-exempt) employee. Does this calculator show my full payout?
Almost — for non-exempt participants, the company will also pay a retroactive overtime premium, calculated based on the allocated bonus and the overtime hours you worked during the measurement period, paid concurrently with the incentive. This calculator shows the base bonus only; your actual cash payment will be slightly higher if you worked OT in 2026. §6.5
What happened to my old commission or bonus plan?
Per the Transition Agreement, the performance period ending June 30, 2025 (Q2 2025) was the last under all prior bonus, commission, and incentive plans — those payouts followed the old terms. From Q3 2025 forward, this Plan supersedes and replaces all prior arrangements (written or verbal). Transition Agreement
When and how will I be paid?
The payout is included in the final supplemental pay period no later than March 31 of the following year — so 2026 awards are paid on or before March 31, 2027. Payment happens after internal sign-off by the Comp Committee and after externally-reviewed or audited financial statements are issued. If a delay is anticipated, the company will notify participants. §3.4
