The Board of Directors of
PSP 2024-2026
The next individual plan within the PSP structure, PSP 2024-2024, commences as of the beginning of 2024 and the rewards potentially earned thereunder will be paid in listed shares of
The performance measures based on which the potential share rewards under PSP 2024-2026 will be paid are Total revenue (with 30% weight), Group's FFO (weight 30%), Long-Term Investment Grade Rating (weight 30%) and Apartment-specific reduction in CO2 emissions for the years 2024-2026 (weight 10%), where the reduction minimum, target, and maximum levels are 96.0, 141.0, and 186.0 kg.
PSP 2024-2026 is targeted to the members of
If all the performance targets set for PSP 2024-2026 are fully achieved, the aggregate maximum number of shares to be paid based on this plan is 214,200 shares (referring to gross reward, from which the applicable payroll tax is withheld before share delivery).
RSP 2024-2026
The next individual plan within the RSP structure, RSP 2024-2026, commences as of the beginning of 2024 and the share rewards potentially granted thereunder will be paid in listed shares of
The aggregate maximum number of shares payable as a reward based on RSP 2024-2026 is 65,000 shares (referring to gross reward, from which the applicable payroll tax is withheld before share delivery).
The company selects the participants of each commitment period separately. Besides the precondition that the participant is continuing his/her employment or service relationship with the company throughout the programme, the programme may include participant specific or company or business unit specific criterion.
Ownership obligation and conditions for reward payment
The group's CEO must hold 50 per cent of the net number of shares paid to him based on the whole incentive plan, until his/her total shareholding in the company corresponds to the value of his/her annual gross salary.
Other participants must hold 50 per cent of the net number of shares paid to them based on the whole incentive plan, until their total shareholding in the company corresponds to the value of 50 per cent of their annual gross salary. Such amount of shares must be held as long as the participant's employment or service continues in a company belonging to the
In case a key employee's service in the company is terminated prior to the payment of the reward, usually no reward will be paid.
The value of the rewards payable based on the above-described plans is limited by a maximum cap linked to the value of the company's share.
The aim of the incentive plan
The incentive plan aims to align the interests of
For more information, please contact:
Distribution:
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