Attached files
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EXCEL - IDEA: XBRL DOCUMENT - Cigna Holding Co | Financial_Report.xls |
EX-12 - EXHIBIT 12 - Cigna Holding Co | c00088exv12.htm |
EX-10.2 - EXHIBIT 10.2 - Cigna Holding Co | c00088exv10w2.htm |
EX-31.1 - EXHIBIT 31.1 - Cigna Holding Co | c00088exv31w1.htm |
EX-10.3 - EXHIBIT 10.3 - Cigna Holding Co | c00088exv10w3.htm |
EX-32.2 - EXHIBIT 32.2 - Cigna Holding Co | c00088exv32w2.htm |
EX-32.1 - EXHIBIT 32.1 - Cigna Holding Co | c00088exv32w1.htm |
EX-31.2 - EXHIBIT 31.2 - Cigna Holding Co | c00088exv31w2.htm |
10-Q - FORM 10-Q - Cigna Holding Co | c00088e10vq.htm |
Exhibit 10.1
Description of CIGNA Corporation
Strategic Performance Share Program
Strategic Performance Share Program
The Strategic Performance Share Program (Program) is designed to:
| pay at the median for competitive performance results against stretch targets; | |
| incent and reward superior results achieved through sustained long-term financial discipline and strategic accomplishments that will benefit CIGNA over the long-term, but may not be reflected in annual results; and | |
| provide competitive pay opportunities that allow the company to attract, motivate and retain executives who will drive competitively superior performance. |
Strategic Performance Shares (SPSs) have a three-year performance period and are awarded based
upon an individual executives long-term incentive target multiplied by an individual performance
factor (ranging from 0-200%). The award is converted to a number of SPSs based on the stock price
at the time of the award. At the end of the three-year performance period, the People Resources
Committee of CIGNAs Board of Directors (PRC) assesses CIGNAs results against the goals set at
the beginning of the period to determine the number of SPSs earned and paid out. The SPSs earned
and actually issued to eligible executives will range from 0-200% of the SPSs awarded at the
beginning of the performance period, and the actual number will depend on the degree to which CIGNA
achieves the goals set at the time of grant.
No executive can be awarded more than 300,000 performance shares in any year. Upon termination of
employment due to retirement, death or disability, or after a change to an ineligible status, the
disposition of any outstanding awards will be solely at the discretion of the PRC or its designee
in accordance with the provisions of the CIGNA Long-Term Incentive Plan.