teljesítményoptimalizáláshoz

Teljesítményopció, or performance option, is a type of incentive arrangement used in corporate compensation and finance. It grants rights that vest only if predefined performance criteria are achieved within a specified period. In practice, targets may include metrics such as revenue growth, EBITDA, return on invested capital, or total shareholder return, and can be measured at company, division, or project levels. Performance metrics can be absolute, relative to a benchmark, or relative to a peer group.

Structures vary: awards can be equity-based (stock options or restricted stock units) or cash-settled, with vesting contingent on both performance and sometimes time-based conditions. The performance period typically spans one to five years. Targets may be laddered, with multiple vesting thresholds, to reward different levels of performance.

Advantages include aligning employee incentives with shareholder value, encouraging long-term focus, and supporting retention. Disadvantages include added complexity, vulnerability to metric gaming, potential misalignment with strategic goals, and accounting or tax implications.

Implementation considerations include selecting objective, verifiable metrics; setting clear hurdle rates and payout curves; designing governance and disclosure; including clawback or malus provisions; and planning for changes in company structure, mergers, or acquisitions.

Variants include performance stock options (PSOs), performance units, and cash-based performance awards. Teljesítményopciós plans are used in various jurisdictions, often as part of broader executive compensation or incentive programs, to tie compensation to measurable outcomes over the performance period.