According to different stages of enterprise development and different industries, incentive schemes are different. At present, the common scheme design method in the market is the five-step coherent equity incentive method founded by Dr. Xue Zhonghang from Bangbang Consulting. The specific method is as follows:
Fixed stock
1, option mode
Stock option model is the most classic and widely used equity incentive model in the world. The main point of its content is that, with the approval of the shareholders' meeting, the company will reserve stock options for the issued and unlisted ordinary shares as part of the "package" reward, and conditionally grant or reward them to the company's senior managers and technical backbones at a predetermined option price. Holders of stock options can make choices such as exercising and cashing within the prescribed time limit.
The design and implementation of stock option model requires that the company must be a public listed company, have a reasonable and legal stock source that can be used to implement stock options, and have a capital market carrier whose stock price can basically reflect the intrinsic value of stocks, with relatively standardized operation and good order.
2. Restricted stock model
Restricted stock refers to a certain number of shares of the company granted by a listed company to the incentive object according to predetermined conditions. Incentive objects can only sell restricted stocks and benefit from them if their working years or performance targets meet the conditions stipulated in the equity incentive plan.
3. stock appreciation rights model.
4. Virtual stock model
Ding ren
First, the three principles of the individual:
1. The potential human resources have not been developed.
2. The degree of information hiding in the process of work
3. Is there any specific human capital accumulation?
Senior management refers to the personnel responsible for the decision-making and operation of the company, including the manager, deputy manager, financial controller (or other personnel who perform the above duties), secretary of the board of directors and other personnel stipulated in the articles of association.
Second, the three-level theory of the state:
1, the core layer: the mainstay (with the fate and development of the enterprise and the spirit of sacrifice)
2, the backbone: safflower (opportunists, they are the focus of equity incentives)
3. Operation layer: green leaves (work is work)
People at different levels should be treated differently, and often the backbone layer is the key object of our equity incentive plan.
opportunity
The validity period of the equity incentive plan is calculated from the date of adoption by the shareholders' meeting, and generally does not exceed 10 year. After the expiration of the equity incentive plan, the listed company shall not grant any equity according to this plan.
1. Within the validity period of the equity incentive plan, set the exercise restriction period and exercise validity period for each stock option granted, and exercise in batches according to the set schedule.
2. During the validity period of the equity incentive plan, the lock-up period of restricted shares granted in each issue shall be no less than 2 years. Upon the expiration of the lock-up period, the number of shares that can be unlocked (transferred or sold) by the incentive object shall be determined according to the completion of the equity incentive plan and performance targets. The unlocking period shall not be less than 3 years, and the unlocking period shall be unified in principle.
Make an offer
According to the principle of fair market price, the grant price (exercise price) of equity is determined.
The grant price of the equity of a listed company shall not be lower than the higher of the following two items:
1. Summary of the draft equity incentive plan announces the closing price of the company's target stock on the previous trading day;
2. The average closing price of the underlying shares of the company in the 30 trading days before the announcement of the draft equity incentive plan.
quantify
First, set a quantity:
1. Article 15 of the Trial Measures: The equity granted by a listed company to any incentive object through all effective equity incentive plans shall not exceed 1% of the company's total share capital, unless approved by a special resolution of the shareholders' meeting.
2. "Trial Measures" During the validity period of the equity incentive plan, the expected income level of individual equity incentives for senior managers should be controlled within 30% of their total salary level (including expected options or equity income). The total salary level of senior managers should be determined by referring to the principles of state-owned assets supervision and administration institutions or departments and the performance appraisal and salary management measures of listed companies.
Second, set the total amount.
1, with reference to the internationally accepted option pricing model or the fair market price of stocks, scientifically and reasonably calculate the stock option forecast.
Period value or expected return of restricted stock.
2. According to the equity incentive income and equity grant price (exercise price) predicted by the above method, determine the number of equity grants for senior managers.
3. The total salary level of each incentive object and the proportion of expected equity incentive income to the total salary level shall be determined according to the job analysis, job evaluation and job responsibilities of listed companies.
Jinggu Com, an "entrepreneur's equity portal" website with equity as its core content, has been deeply involved in the field of equity consultation for many years with the support of the consulting team of Jingbang Consulting, and is committed to providing entrepreneurs with the whole process and one-stop service covering equity incentive consultation, knowledge learning of share reform, equity incentive training and planning consultation.