Manage virtually any performance criteria

• Set up an infinite number of Key Performance Indicators (KPI) and classifications
  
  • Corporate stock-based criteria such as TSR and Stock Price
    
  • Financial goals such as profit and revenue
    
  • Non-financial goals such as project completion or customer satisfaction
    
  • Goals can be applied to the entire company, defined groups or individuals

Goals are automatically updated from HR, Finance and Payroll systems

• Data is uploaded from your systems to GEMS and is automatically applied to your performance criteria
  
• Status of goals is automatically updated and reports are generated for every performance-based award
  
• Manual override is available for “soft” goals

Combine multiple performance criteria into complex goals for a single award or group of awards

• Multi-tier, multi-stage and multi-trigger awards are easily set up and tracked
  
• Apply different goals, with different probabilities to each vesting period
  
• Defined Hurdles (thresholds), Targets and Maximums
  

Track the achievement probability of each performance criteria

• Update the probability of meeting a specific performance criteria and all goals using this criteria can be automatically updated
  
• Update all awards in your equity administration and/or accounting system via a single file feed

Communicate status for each performance goal as it relates to individual participants and their grants

• Provide participants with frequent, accurate information regarding their proximity to, and probability of reaching, their goals
  
• Extensive corporate reporting ensures that all parties are updated frequently
  
• Update equity administration software, FAS 123R systems and outsourcing providers
  
• Provide automatic updates as probabilities change and vesting events occur
  
• The system provides a file feed with the pertinent vesting and probability information for each award. Whether you have five performance awards or 5,000 performance awards, the basic administration is the same
  

Meet 409A deferral requirements by providing accurate notification to participants six months prior to the expected goal attainment

• Understanding proximity to goals and probability of reaching them allows you to inform participants of impending RSU vesting/lapse events with enough time for them to make deferral elections
  

Real-time updates to management, participants and systems on Relative Total Shareholder Return (TSR) goals

• Track your Relative TSR against any number of peer groups with little effort
  
• Relative TSR can be updated on a daily basis, based on your peer group and TSR criteria

Learn more:

Components of Communicating and Managing Performance Plans

Common Issues with Pay-for-Performance

The GEMS Solution

Examples of Performance-based Equity Compensation Programs (pdf)

THE PERFORMANCE-BASED EQUITY COMPENSATION MATRIX (pdf)

The Equity Compensation Design and Use Matrix (pdf)

Next Steps