This excerpt taken from the AKS DEF 14A filed Apr 17, 2006.
Long Term Incentive Awards in 2005 in the Form of Performance Shares
In addition to stock options and restricted stock awards, performance-based equity awards (performance shares) may be awarded to key employees, including executive officers, under the Companys SIP. Each grant is expressed as a target number of shares of the Companys common stock. The number of performance shares, if any, actually earned by and issued to the recipient under an award will be based upon the performance of the Company over a three-year performance period (the Performance Period). Depending upon the Companys performance with reference to the performance categories described below, a recipient ultimately may earn from zero to one hundred fifty percent of the target number of shares granted. The performance categories used to determine how many performance shares ultimately will be earned and issued are: (1) the Companys total stockholder return (TSR), defined as price appreciation plus reinvested dividends, if any, during the Performance Period relative to the TSR during that same period of the companies in the Standard & Poors 400 Midcap Index, and (2) the compounded annual growth rate (CAGR) of the price of the Companys common stock over the Performance Period, using as the base the average closing price of the Companys common stock for the last twenty trading days during the month of December. One half of the total target number of shares awarded may be earned based on the relative TSR performance and the other half may be earned based on the CAGR performance. For each performance category, levels have been established to provide threshold, target and maximum payouts as follows:
If the threshold performance level is not achieved in a performance category as of the end of the Performance Period, then none of the target shares related to that category will be earned or issued. If at least the threshold is achieved in a performance category, then shares will be earned and issued in an amount equal to the number of the awards target shares related to that category, multiplied by a percentage determined by a straight-line interpolation between the actual level of the Companys performance and the above-stated payout percentages.
The following table sets forth information with respect to performance share grants to the Named Executives in 2005: