Document:

Officer Short Term Cash Incentive Plan

 Exhibit 10.4 
 PNM RESOURCES, INC. 
 2011 OFFICER SHORT TERM CASH INCENTIVE PLAN

 Introduction 
 PNM Resources, Inc. (the “Company”) has adopted this 2011 Officer Short Term Cash Incentive Plan (the “Plan”) for the purpose of providing annual cash-based incentive awards (each an
“Award”) to eligible Officers (as defined below). The Awards payable to Officers under the Plan are intended to qualify as Performance Cash Awards granted pursuant to Section 9.4 of the PNM Resources, Inc. Second Amended and Restated
Omnibus Performance Equity Plan (the “PEP”). In the case of Officers who are Covered Employees as defined in the PEP, the Awards also are intended to qualify as Performance-Based Awards granted pursuant to Section 12 of the PEP.

 Capitalized terms used in the PEP and not otherwise defined in this Plan document have the meanings given to them in the PEP.

 Eligibility 
 All Officers of the Company and its Affiliates are eligible to participate in the Plan with the exception of the First Choice Power, L.P. (“FCP”) or Optim Energy, LLC (“Optim”)
officers, who may be eligible to participate in other incentive plans. For purposes of the Plan, the term “Officer” means any employee who has the title of Chief Executive Officer, President, Executive Vice President, Senior Vice President
or Vice President and who is in salary grade H18 or higher. 
 Award Determinations in General 

Awards are based on the Incentive Earnings Per Share (“EPS”) levels for the Performance Period as set forth in Table 1 of
Attachment A, the weighting between Corporate and Business Area goals as described in Table 2 of Attachment A and Award levels achieved during the Performance Period as described in Table 3 of Attachment A. The Performance Period
began on January 1, 2011 and will end on December 31, 2011. 
 An Officer’s Award will equal the Officer’s
share of the Incentive EPS Award Pool described below. If the Officer’s share of the appropriate Performance Award Pool described below is less than the Officer’s share of the Incentive EPS Award Pool, however, the Officer will receive the
smaller amount. 
 An Officer’s share of an Award Pool will be based upon the amount potentially payable to the Officer for
the attained level of performance (Threshold, Target or Maximum), as determined in accordance with Table 3 of Attachment A, as compared to the aggregate amounts potentially payable for the attained level of performance to all of the
Officer’s who are entitled to share in that Award Pool. In determining the amount potentially payable to an Officer, the base salaries will be determined as of January 1, 2011. In no event will the amount payable to an Officer exceed the
indicated percentage of the Officer’s base salary for the attained performance level as set forth in Table 3 of Attachment A. In addition, in no event will the amount payable to one Officer be increased due to a decrease in the amount
payable to any other Officer. 
 Incentive EPS Award Pool 
 In order for any Awards to be payable to eligible Officers, the Company must achieve the Threshold EPS level set forth in Table 1 of Attachment A. If the Company does not achieve the Threshold
EPS level, no Awards are payable under the Plan to any Officer. 

 If the Threshold, Target or Maximum EPS levels, as listed in Table 1, are achieved, the
aggregate potential Awards payable to the Officers at that level of performance (e.g., the aggregate level of Awards payable at Threshold, Target or Maximum as shown in Table 3 of Attachment A) will make up the “Incentive EPS Award
Pool.” If the actual EPS exceeds the minimum level for a performance level by at least $0.01, but is less than the maximum level for that performance level (e.g., if the actual EPS exceeds $0.89 but is less than $0.98), the EPS Award Pool will
be increased by using straight-line interpolation between the size of the EPS Award Pool based on the attained level (e.g., Threshold) and the size of the Incentive EPS Award Pool at the next higher level (e.g., Target). The Compensation and Human
Resources Committee (the “Committee”) of the Company’s Board of Directors (the “Board”) has the discretion to increase the Incentive EPS Award Pool by an amount less than the amount determined by using straight-line
interpolation. The EPS Award Pool is capped by the aggregate Maximum Awards shown in Table 3 for all eligible Officers. 

Performance Award Pools 
 A Corporate Goals Scorecard and Business Area Scorecards listing each performance measure established by the Committee will be maintained by the PNM Resources, Inc. Management Systems Group. As set forth
in Table 2 of Attachment A, the performance of the Chief Executive Officer and the Senior Officers (the Executive Vice President and the Senior Vice Presidents) are measured 100% on the Corporate Goals Scorecard. Vice Presidents are
measured 60% on the Corporate Goals Scorecard and 40% on the Business Area Goals Scorecard. 
 The “Performance Award
Pool” for each Business Area is the amount that could be paid in the aggregate to the Vice Presidents assigned to that Business Area based on performance alone, determined by using the following multi-step process: 

 

	 	a)	 Select the Scorecard results from the appropriate Corporate Goal and Business Area Scorecards; 

 

	 	b)	 Then multiply each result by the appropriate weighting for the Scorecard as set forth in Table 2 of Attachment A; 

 

	 	c)	 Then multiply the total Vice President salaries for that Business Area by the Target Award Level as set forth in Table 3 of Attachment A;

  

	 	d)	 Then multiply the result of each Scorecard (Step b), expressed as a percentage of Target, by the aggregate base salaries of the Vice Presidents
included in that Business Area (Step c); and 

  

	 	e)	 Sum the results for the Vice President participants. 

 The Performance Award Pool for the CEO and the Senior Officers will be constructed by using the same process but will be based solely upon the Corporate Goals Scorecard. 

Award Approval and Payout Timing 
 In January 2012, the Committee will determine and certify the level of Awards, if any, payable for the Performance Period in the manner described above. The final Awards calculation and recommendation to
the Committee by management will be reviewed and certified by the VP, Human Resources, Director, Audit Services, Director, Management Systems group, and Corporate Controller, respectively. The Board then will approve the CEO’s Award and the
Committee will approve the Awards for all other Officers. To the extent Awards are payable under the Plan, the Company will make the payment on or before March 15, 2012 in a single lump sum cash payment subject to applicable withholding.

  
 2 

 Provisions for a Change in Control 

If a Change in Control occurs during the Performance Period and the Officer remains employed by the Company or an Affiliate (for purposes
of this section, Optim and FCP are not included as Affiliates) at the end of the Performance Period, the Officer may be entitled to receive an Award for the Performance Period. If the Plan is modified after the occurrence of a Change in Control
in a manner that has the effect of reducing the amounts otherwise payable under the Plan, the Officer will receive, at a minimum, an Award equal to 50% of the Maximum Award available under this Plan for the Performance Period. 

Pro-rata Awards for Partial Service Periods 
 In certain circumstances (as set forth below) Officers may or may not be eligible for a Pro-rata Award under the Plan. 
 The following Officers may be eligible for a Pro-rata Award: 
  

	 	•	 	 Officers who are newly hired during the Performance Period and are employed by the Company or an Affiliate (including FCP or Optim) on the day on
which Awards are distributed for the Performance Period. 

  

	 	•	 	 Employees or Officers who are promoted, transferred or demoted during the Performance Period and are employed by the Company or an Affiliate
(including FCP or Optim) on the day on which Awards are distributed for the Performance Period. 

  

	 	•	 	 Officers who are on leave of absence for any full months during the Performance Period and are employed by the Company or an Affiliate (including
FCP or Optim) on the day on which Awards are distributed for the Performance Period. 

  

	 	•	 	 Officers who terminate employment with the Company or an Affiliate during the Performance Period due to Impaction (as defined in the PNM Resources,
Inc. Non-Union Severance Pay Plan), Retirement on or after the Officer’s Normal Retirement Date, Change in Control (as defined in the PNM Resources, Inc. Officer Retention Plan) or Disability (as defined in the PNM Resources Executive Savings
Plan II). 

  

	 	•	 	 Officers who die during the Performance Period, in which case the Award will be paid to the spouse of a married Officer, including a same sex
spouse, or the estate of an unmarried Officer. 

 The following Officers are not eligible for any
Award, including a Pro-rata Award: 
  

	 	•	 	 Officers who terminate employment with the Company or an Affiliate on or before the date on which Awards are distributed for the Performance Period
for any reason other than death, Impaction, Retirement, Change in Control or Disability; 

  

	 	•	 	 Officers who elect voluntary separation or Retirement in lieu of termination for performance or misconduct. 

If an Officer is eligible for a Pro-rata Award, it will be calculated based on the number of full months that the Officer was actively
employed at each eligibility level during the Performance Period compared to the number of full months included in the Performance Period. (Note: Any month in which an Officer is actively on the payroll for at least one day will count as a full
month.) Any Pro-rata Awards to which an Officer becomes eligible pursuant to this paragraph will be paid to the Officer in a single lump sum cash payment subject to applicable withholding on or before March 15, 2012. 

  
 3 

 Ethics 
 The purpose of the Plan is to fairly reward performance achievement. Any Officer who manipulates or attempts to manipulate the Plan for personal gain at the expense of customers, other employees, or the
Company or its Affiliates will be subject to disciplinary action, up to and including termination of employment, and will forfeit and be ineligible to receive any Award under the Plan. 
 Continuation of Employment 
 This Plan does not confer upon any
Officer any right to continue in the employment of the Company or any Affiliate and does not limit the right of the Company or any Affiliate, in its sole discretion, to terminate the employment of any Officer at any time, or in accordance with any
written employment agreement the Company and Officer may have. 
 Amendments 

The Committee, in its sole discretion, reserves the right to adjust, amend or suspend the Plan during the Performance Period. 

 

	
	 Approved by:

	
	 /s/ Alice A. Cobb

	 Alice A. Cobb, SVP and Chief Administrative Officer

	
	 April 29, 2011

	 Date

  
 4 

 ATTACHMENT A 
 Incentive EPS Table 
 (Table 1) 

 

			
	 	  	 PNMR Incentive EPS1

	 No Award
	  	 Less than $0.89

		
	 Threshold
	  	 Greater than or equal to $0.89 and less than $0.98

		
	 Target
	  	 Greater than or equal to $0.98 and less than $1.14

		
	 Maximum
	  	 Greater than or equal to $1.14

Scorecard Weighting Table 
 (Table 2)

  

									
	 Scorecard Results
	 
	 Scorecard Level
	  	Corporate
Weighting	 	 	Business Area
Weighting	 
	 CEO & Senior Officers
	  	 	100	% 	 	 	0	% 
	 Vice Presidents
	  	 	60	% 	 	 	40	% 

 Award Levels Table 

(Table 3) 
  

													
	 Award Levels
	  	Threshold	 	 	Target	 	 	Maximum	 
	 CEO
	  	 	36.0	% 	 	 	90.0	% 	 	 	180.0	% 
				
	 Senior Officers
	  	 	22.0	% 	 	 	55.0	% 	 	 	110.0	% 
				
	 Vice-Presidents
	  	 	14.0	% 	 	 	35.0	% 	 	 	70.0	% 

  

	1 	 For purposes of the Plan, the Company’s Incentive EPS will be the net earnings, excluding non-recurring items that do not factor into ongoing
earnings, divided by the average number of common shares of PNM Resources, Inc. common stock used to calculate diluted EPS as reported in the Company’s 10-K filed for 2011. The Committee’s determination of the Incentive EPS is binding and
conclusive. 

  
 C-12011 Long-Term Incentive Transition Plan

 Exhibit 10.5 
 PNM RESOURCES, INC. 
 2011 LONG-TERM INCENTIVE TRANSITION PLAN

 Introduction 
  

	 	•	 	 The 2011 Long-Term Incentive Transition Plan (the “Plan”) provides eligible officers of PNM Resources, Inc. (the “Company”) with
the opportunity to earn Performance Share Awards (60% of the total opportunity), Performance Cash Awards (10% of the total opportunity) and time-vested Restricted Stock Rights Awards (30% of the total opportunity). 

 

	 	•	 	 The number of Performance Shares and the amount of the Performance Cash earned by an officer for any of the three Performance Periods described
below will depend on the officer’s position (e.g., CEO, EVP, SVP or VP) and base salary and the Company’s level of attainment of a Relative TSR Goal and an FFO/Debt Ratio Goal, as described below. 

 

	 	•	 	 The number of time-vested Restricted Stock Rights awarded to an officer at the end of each Performance Period will depend on the officer’s
position as well as the officer’s base salary. 

 Performance Periods 

 

	 	•	 	 In 2011, the Company will transition from a one-year Performance Period for its long-term incentive to a three-year Performance Period.

  

	 	•	 	 In order to transition to the three-year Performance Period, the total opportunity for 2011 will be earned over three Performance Periods.

  

	 	•	 	 The 2011-1 Performance Period—January 1, 2011 to December 31, 2011. 

 

	 	•	 	 The 2011-2 Performance Period—January 1, 2011 to December 31, 2012. 

 

	 	•	 	 The 2011-3 Performance Period—January 1, 2011 to December 31, 2013. 

Opportunity as Compared to Market Median 
  

	 	•	 	 The 2011 Plan begins the gradual process of moving to a long-term incentive opportunity that approximates an aggregate opportunity level in the
range of the median of the market. 

  

	 	•	 	 The aggregate opportunities available for the 2011-1 Performance Period represent approximately 67% of the median opportunities.

  

	 	•	 	 The aggregate opportunities available for the 2011-2 Performance Period represent approximately 78% of the median opportunities.

  

	 	•	 	 The aggregate opportunities available for the 2011-3 Performance Period represent approximately 89% of the median opportunities.

 Performance Goals 

 

	 	•	 	 The number of Performance Shares and the amount of Performance Cash that an officer will receive for each of the three Performance Periods will
depend on the Company’s level of attainment of a Relative TSR Goal and a FFO/Debt Ratio Goal. 

  

	 	•	 	 These Goals and the corresponding Awards are described in the Performance Goal Table (Attachment A). 

Performance Share and Performance Cash Award Opportunities 
  

	 	•	 	 The Company’s level of attainment (Threshold, Target or Maximum) of the Relative TSR and FFO/Debt Ratio Goals determines the level (Threshold,
Target or Maximum) of the officer’s Performance Share and Performance Cash Awards. 

  

	 	•	 	 An officer’s Performance Share and Performance Cash Award opportunities also will vary depending on the officer’s position, the
officer’s base salary and the Performance Period, all as determined in accordance with the Performance Share and Performance Cash Award Opportunity Tables (Attachment B). 

 

	 	•	 	 For purposes of determining the number of Performance Shares to which an officer is entitled at any particular Award Level, the value of one
Performance Share shall be equal to the Fair Market Value of one share of the Company’s Stock on the relevant Grant Date and the officer’s base salary shall equal the officer’s base salary as of the first day of the Performance
Period. 

 Time-Vested Restricted Stock Rights Award Opportunities 

 

	 	•	 	 At the end of each Performance Period (generally between the next following January 1 and March 15), the Company’s Compensation and
Human Resources Committee (the “Committee”) will consider whether to grant time-vested Restricted Stock Rights Awards. 

  

	 	•	 	 If the Committee, with the approval of the Company’s Board of Directors (the “Board”), decides to make time-vested Restricted Stock
Rights Awards, it must adopt a written resolution to that effect. In the resolution, the Committee will establish the Grant Date for the Awards. 

  

	 	•	 	 An officer’s time-vested Restricted Stock Rights Award opportunities will vary depending on the officer’s position and the officer’s
base salary, all as determined in accordance with the attached Time-Vested RSR Award Opportunity Table (Attachment C). 

  

	 	•	 	 For purposes of determining the number of RSRs to which an officer will be entitled, the value of one RSR shall be equal to the Fair Market Value of
one share of the Company’s Stock on the Grant Date specified in the Committee’s resolution and the officer’s base salary shall equal the officer’s base salary on the Grant Date. 

Other Provisions 
  

	 	•	 	 Only Company officers who have a salary grade of H18 or higher will receive Awards. 

 

	 	•	 	 All of the Awards will be made pursuant to the PNM Resources, Inc. Second Amended and Restated Omnibus Performance Equity Plan (the
“PEP”). 

  

	 	•	 	 All of the Awards will be subject to the standard Terms and Conditions prescribed by the Committee. 

 

	 	•	 	 The Grant Date for the Performance Share Awards is March 22, 2011. 

  
 2 

	 	•	 	 Contrary to past practice, a pro rated Award will be provided to an officer who terminates employment during a Performance Period for any reason
other than Cause. The pro rated Award will be calculated at the end of the Performance Period based on actual performance during the Performance Period. The pro ration will be made based on the number of months completed by the officer, using the
proration rules described in Section 13.1(a)(iv)(2) of the PEP. 

  

	 	•	 	 If an individual becomes an officer during a Performance Period, the Committee may grant a pro rata Award to the new officer on such terms and
conditions as the Committee deems to be appropriate. 

  

	 	•	 	 All Performance Share Awards and Performance Cash Awards payable to officers who are Covered Employees for the Company’s tax year that
coincides with the Performance Period are intended to qualify as Performance-Based Awards granted pursuant to Section 12 of the PEP. As a result, all such Awards are subject to the requirements of Section 12 of the PEP.

  

	
	 Approved by:

	
	 /s/ Alice A. Cobb

	 Alice A. Cobb, SVP and Chief Administrative Officer

	
	 April 29, 2011

	 Date

  
 3 

 Exhibit 10.5 
 ATTACHMENT A 
 Performance Goal Table 

 

													
	 Goal
	 	 Threshold Level1
	 	 Target Level
	 	 Maximum Level2

	 Relative
TSR3

  
 If the Company’s Relative TSR for any of the three
Performance Periods places it in the Threshold, Target or Maximum Level range shown to the right, the Officer will be entitled to receive 60% of the Threshold, Target or Maximum Award as determined in accordance with the Award Opportunity Table for
that Performance Period.
	 	Greater than the 35th percentile but not greater than the 50th percentile.	 	Greater than the 50th percentile but not greater than the 95th percentile.	 	Greater than the 95th percentile.
							
	 FFO/Debt
Ratio4

  
 If the Company’s FFO/Debt Ratio on the last day of a
Performance Period places it in the Threshold, Target or Maximum Level range for that Performance Period, the Officer will be entitled to receive 40% of the Threshold, Target or Maximum Award as determined in accordance with the Award Opportunity
Table for that Performance Period.
	 	 2011-1
  

 
 2011-2

 
  

2011-3
	 	 At least 18.3% but less than 18.9%
  

At least 18.7% but less than 19.3%
  

At least 21.6% but less than 22.2%
	 	 2011-1
  

 
 2011-2

 
  

2011-3
	 	 At least 18.9% but less than 20%
  

At least 19.3% but less than 20.4%
  

At least 22.2% but less than 23.3%
	 	 2011-1
  

 
 2011-2

 
  

2011-3
	 	 At least 20%
  

At least 20.4%
  
 At least 23.3%

  

	1 	 If the Company’s Relative TSR or FFO/Debt Ratio falls between two Award levels (e.g., the Threshold Level and the Target Level shown in
the Performance Goal Table), the number of Performance Shares and the amount of the Performance Cash to which an Officer is entitled will be interpolated between the two Award levels in accordance with uniform procedures prescribed by the Committee.

	2 	 In no event will an Officer receive more than the Maximum Award for an Officer of his or her level as listed in the Award Opportunity Table.

	3 	 The “Relative TSR” Goal refers to the Company’s “Total Shareholder Return” for the Performance Period (expressed as a
percentage of the “Beginning Stock Price,” as defined below) as compared to the “Total Shareholder Return” of the other utilities included in the S & P 400 Mid-Cap Utility Index. For this purpose, the Total Shareholder Return
of the Company and the other utilities included in the Index will be determined by adding any dividends paid by the Company (or such other utilities) to the appreciation in the value of the Company’s Stock (or the other utilities’ common
stock). The appreciation shall be measured by comparing the “Beginning Stock Price” and “Ending Stock Price.” The “Beginning Stock Price” is the average closing price of the Company’s Stock (or the common stock of
the other utilities) on the 20 trading days immediately preceding the first day of the Performance Period. The “Ending Stock Price” is the average closing price of the Company’s Stock (or the common stock of the other utilities) on
the last 20 trading days of the Performance Period. 

	4 	 The FFO/Debt Ratio equals PNMR’s funds from operations for the last fiscal year in the performance period divided by PNMR’s total debt
outstanding (including any long-term leases and unfunded pension plan obligations) at the end of the performance period. Funds from operations are equal to the net cash flows from operating activities, as reflected on the Consolidated Statement of
Cash Flows as reported in the Company’s Form 10-K, adjusted for certain items to ensure the award payments are based on the underlying growth of the core business. The calculation is intended to be consistent with Moody’s calculation of
FFO/Debt for the Company. 

  
 A-1

 Exhibit 10.5 
 ATTACHMENT B 
 Performance Share and Performance Cash Award
Opportunity Tables 
 2011-1 Performance Period 

 

							
	 Officer
Level
	  	 Threshold Award
	  	 Target Award
	  	 Maximum Award

	 CEO
	  	 Performance Shares = 34.25% of base salary
 Performance Cash = 5.75% of base salary
	  	 Performance Shares = 68.5% of base salary
 Performance Cash = 11.5% of base salary
	  	 Performance Shares = 137% of base salary
 Performance Cash = 23% of base salary

				
	 EVP
	  	 Performance Shares = 20% of base salary
 Performance Cash = 3.5% of base salary
	  	 Performance Shares = 40% of base salary
 Performance Cash = 7% of base salary
	  	 Performance Shares = 80% of base salary
 Performance Cash = 14% of base salary

				
	 SVP
	  	 Performance Shares = 17% of base salary
 Performance Cash = 3% of base salary
	  	 Performance Shares = 34% of base salary
 Performance Cash = 6% of base salary
	  	 Performance Shares = 68% of base salary
 Performance Cash = 12% of base salary

				
	 VP
	  	 Performance Shares = 9% of base salary
 Performance Cash = 1.5% of base salary
	  	 Performance Shares = 18% of base salary
 Performance Cash = 3% of base salary
	  	 Performance Shares = 36% of base salary
 Performance Cash = 6% of base salary

 2011-2 Performance
Period 
  

							
	 Officer
Level
	  	 Threshold Award
	  	 Target Award
	  	 Maximum Award

	 CEO
	  	 Performance Shares = 40% of base salary
 Performance Cash = 6.5% of base salary
	  	 Performance Shares = 80% of base salary
 Performance Cash = 13% of base salary
	  	 Performance Shares = 160% of base salary
 Performance Cash = 26% of base salary

				
	 EVP
	  	 Performance Shares = 23.5% of base salary
 Performance Cash = 4% of base salary
	  	 Performance Shares = 47% of base salary
 Performance Cash = 8% of base salary
	  	 Performance Shares = 94% of base salary
 Performance Cash = 16% of base salary

				
	 SVP
	  	 Performance Shares = 20% of base salary
 Performance Cash = 3.5% of base salary
	  	 Performance Shares = 40% of base salary
 Performance Cash = 7% of base salary
	  	 Performance Shares = 80% of base salary
 Performance Cash = 14% of base salary

				
	 VP
	  	 Performance Shares = 10.5% of base salary
 Performance Cash = 1.75% of base salary
	  	 Performance Shares = 21% of base salary
 Performance Cash = 3.5% of base salary
	  	 Performance Shares = 42% of base salary
 Performance Cash = 7% of base salary

  
 C-1

 2011-3 Performance Period 

 

							
	 Officer
Level
	  	 Threshold Award
	  	 Target Award
	  	 Maximum Award

	 CEO
	  	 Performance Shares = 45.5% of base salary
 Performance Cash = 7.5% of base salary
	  	 Performance Shares = 91% of base salary
 Performance Cash = 15% of base salary
	  	 Performance Shares = 182% of base salary
 Performance Cash = 30% of base salary

				
	 EVP
	  	 Performance Shares = 26.5% of base salary
 Performance Cash = 4.5% of base salary
	  	 Performance Shares = 53% of base salary
 Performance Cash = 9% of base salary
	  	 Performance Shares = 106% of base salary
 Performance Cash = 18% of base salary

				
	 SVP
	  	 Performance Shares = 22.5% of base salary
 Performance Cash = 4% of base salary
	  	 Performance Shares = 45% of base salary
 Performance Cash = 8% of base salary
	  	 Performance Shares = 90% of base salary
 Performance Cash = 16% of base salary

				
	 VP
	  	 Performance Shares = 12% of base salary
 Performance Cash = 2% of base salary
	  	 Performance Shares = 24% of base salary
 Performance Cash = 4% of base salary
	  	 Performance Shares = 48% of base salary
 Performance Cash = 8% of base salary

  
 A-2

 ATTACHMENT C 

Time-Vested RSR Award Opportunity Table 
  

			
	 Officer Level
	 	 Award

	 CEO
	 	 RSRs = 51% of base salary

	 EVP
	 	 RSRs = 30% of base salary

	 SVP
	 	 RSRs = 25.5% of base salary

	 VP
	 	 RSRs = 13.5% of base salary

  
 A-3

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00189-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00189-of-00352.parquet"}]]