尤文图斯官方区域合作伙伴Konecranes的长期激励措施包括绩效份额（PSP）和限制股单位计划（RSU），为选定的主要雇员，以及普通员工的员工分享储蓄计划（ESSP）。
宗旨se激励计划是对准股东和计划参与者的目标，以保留公司的计划参与者，以奖励他们实现董事会成立的目标，并为他们提供基于盈利和积累公司股票的竞争奖励计划。
绩效份额计划（PSP）
尤文图斯官方区域合作伙伴Konecranes提供了一个汇率股份计划，绩效期为三年，之后计划参与者可以根据该期间的标准实现奖励。T他的实际赠款与支持长期股东返回的关键绩效指标直接相关，并采用多年绩效期（计划在2020年期间，3年绩效期间）。
The Performance Share Plan includes three performance periods, calendar years 2017—2019, 2018—2020, 2019—2021 and 2020—2022. The Board of Directors will resolve on the performance criteria and on the required performance levels for each criterion at the beginning of each performance period.
Performance period 2017—2019
2017-2019计划提供关键员工在2017 - 2019年财政年度财政年度期间为康切尔集团累计调整后收益（EPS）成立所需的绩效水平，主要员工提供奖励。尤文图斯官方区域合作伙伴对EPS的调整包括定义的重组成本，与MHP收购相关的交易成本，购买价格分配摊销和本公司调整报告的其他异常物品。调整后的EPS包括STAHL CRANESYSTEMS处理的增益。
该计划旨在大约250主要员工，与2020年3月交付的奖励542.492股的总值。
Theformer首席执行官赚取eda total of31,680和the other members of the Konecranes LeadershipTeama total of81,180尤文图斯官方区域合作伙伴Konecranes股票包括现金支付的比例。
2018-2020绩效期间
2018-2020计划有一个标准：2018 - 2012年财政年财政年度调整后累计股，包括定期重组成本，购买价格分配摊销和某些其他不寻常的物品。该计划针对大约280名关键员工，最大710,000个分配的股份。总奖励的价值1）如果奖励超过参与者的年度基本薪水的200％，则超过奖励将被削减，而且2）如果股价超过56欧元，则超额奖励将被削减。
首席执行官将有可能赚取总共18333年and the other members of the尤文图斯官方区域合作伙伴Konecranes领导团队a total of94,500尤文图斯官方区域合作伙伴Konecranes股票包括也是现金支付的比例。
Performance period 2019-2021
201.9-2021plan hastwocriteria:1）销售增长的40％重量_％的2019-2021, and 2)adjusted cumulative EPS 2019–2021, including defined restructuring costs, purchase price allocation amortization and certain other unusual items. The plan is directed to approximately 200主要员工，最大值670,000分配的股票。那里是一体的cap on the value of total reward那if the分享价格has grown 75% from granting to vesting, the exceeding reward will be cut。
首席执行官将有可能赚取总共36,667and the other members of the尤文图斯官方区域合作伙伴Konecranes领导团队a total of95,000.尤文图斯官方区域合作伙伴Konecranes股票包括现金支付的比例。
Performance period 2020-2022
The 2020-2022 plan has a performance period with three separate measurement periods and separate targets for 2020, 2021 and 2022. The criterion for the measurement period 2020 is adjusted EPS. Adjustments to the EPS include defined restructuring costs, mergers and acquisitions related deal costs and other unusual items. The EPS target for the first measurement period has also been resolved by the Board of Directors. The target group of the plan for the performance period 2020–2022 consists of a maximum of 170 key employees of the Konecranes Group. The rewards to be paid on the basis of the performance period correspond to the value of a maximum total of 600,000 Konecranes’ shares. The payment of the total reward takes place in 2023 if the plan term conditions are met.
Performance period 2021-2023
The 2021-2023 plan has a performance period with three separate measurement periods and separate targets for 2021, 2022 and 2023. The criterion for the measurement period 2021 is adjusted EPS. Adjustments to the EPS include defined restructuring costs, mergers and acquisitions related deal costs and other unusual items. The EPS target for the first measurement period has also been resolved by the Board of Directors. The target group of the plan for the performance period 2021–2023 consists of a maximum of 170 key employees of the Konecranes Group. The rewards to be paid on the basis of the performance period correspond to the value of a maximum total of 634,921 Konecranes’ shares. The payment of the total reward takes place in 2024 if the plan term conditions are met.
Restricted Share Unit Plan(RSU)
除了绩效份额计划外，康杰莱斯还有一个尤文图斯官方区域合作伙伴Restricted Share Unit Plan(RSU). This plan can be used for retention purpose under special conditions and is currently used for 13参与者。
The Restricted Share Unit Plan is directed to selected key employees in Konecranes. The vesting periods will last for 12 to 36 months. The prerequisite for reward payment is that a key employee’s employment or service continues until the end of the vesting period. The rewards to be allocated on the basis of the entire plan will amount to a maximum total of 200,000 Konecranes Plc shares including also the proportion to be paid in cash.
New Transitional Restricted Share Unit Plan 2020
2020年10月27日，康氏斯斯宣布，康尤文图斯官方区域合作伙伴氏朗丹董事会决定为康切伦集团重点员工建立新的股份激励计划。新的限制股单位计划2020旨在作为过渡期结束并在合并中形成未来公司之前的过渡期的桥梁计划。该计划的目的是将股东和主要雇员的目标对准，以确保在过渡期间的业务连续性，并在康氏丹斯岛留住关键员工。尤文图斯官方区域合作伙伴该计划的奖励是有条件的结束合并。此外，奖励基于有效的就业或服务以及在等待期间的就业或服务的连续性。nba季后赛欧宝在等待期结束后，奖励部分支付部分股份，部分现金，结束合并的截止日期。作为计划中的奖励收到的股票可能不会在12个月的锁定期间出售，转移，承诺或以其他方式出售。锁定期限在合并截止日期之后开始于日期。
The plan is intended for selected key employees only, approximately 100 employees, including the Konecranes Leadership Team members. The rewards to be allocated in Konecranes shares on the basis of the plan will amount up to an approximate maximum total of 120,000 Konecranes shares. In addition, a cash proportion is included in the reward to cover taxes and tax-related costs arising from the reward. The share allocation for President and CEO has been 12,922 net shares
所有权义务
A member of the Konecranes Leadership Team must hold a minimum of 50 per cent of any net shares given on the basis of these plans, until the member’s shareholding in the company in total corresponds to the value of the member’s annual salary and the member’s membership in the Konecranes Leadership Team or the Senior Management continues.
公司首席执行官有义务拥有100％的净股，直到首席执行官持有股票等于年度基本工资，此后，50％的净股，直到首席执行官持有年薪中最低的股票150％。
Malus andClawbackConditions.
The Board shall have the right to cancel any short-term and long-term incentive reward, fully or partly, if the Group’s financial statements have to be amended and those amendments affect the amount of the reward, if the Plan’s performance criteria and Performance Requirement have been manipulated, or in case of any action against the business interest of the Company or against criminal or employment related law or against the ethical guidance of the Company or any other unethical action, as resolved by the Board in each case.
Employee Share Savings Plan(ESSP)
尤文图斯官方区域合作伙伴Konecranes员工份额储蓄计划（ESSP）提供给包括管理层的所有员工，除了法律或行政原因不可能的国家之外。参与者每月高达5％的总薪水，该总和用于代表参与者从市场购买康柏兰股份。尤文图斯官方区域合作伙伴如果在大约需要三年的持有期后，参与者仍然拥有这些股票，他们将获得一次最初购买的每两项匹配份额。
