Document:

EX-10.1

 Exhibit 10.1 
  

 
  
 

 
 2017 Executive Management Team 

Annual Incentive Plan 

Plan Document 

(Effective January 1, 2017) 
  

 
 © Copyright 2017 Crown Castle USA Inc. All rights reserved. 

 
 2
 
 Crown Castle International Corp. 

2017 EMT Annual Incentive Plan 
  

 
  

 Overview 

This Plan Document is designed to outline the provisions of the Crown Castle International Corp. (“CCIC” or “Company”) 2017 Executive
Management Team (EMT) Annual Incentive Plan (the “Plan”) effective as of the 1st day of January 2017, in accordance with the terms provided herein. 

The Company hereby adopts the terms of the Plan as follows: 

Section 1. Objectives 
 The Company’s main
objectives for the Plan are: 
  

	 	•	 	To provide a compensation package that is competitive with the market. 

  

	 	•	 	To motivate executives by providing an appropriate reward (“Incentive Award”) for corporate performance based on Company goals and objectives. 

 

	 	•	 	To focus executives on maximizing results and reinforce the importance of teamwork at the corporate level. 

  

	 	•	 	To link the Plan’s financial measures with investor expectations. 

 Section 2. Plan Year 

The effective date of this Plan is January 1, 2017. The Plan will remain in effect from January 1, 2017 to December 31, 2017 (the “Plan
Year”). 
 Section 3. Administration 
 The
Plan shall be administered by the Compensation Committee (the “Committee”) of the Board of Directors (the “Board”) with oversight by the Board. The Committee shall have the authority to review and approve: (a) the
Participants as defined in Section 4, (b) the incentive opportunities for each Participant as defined in Section 6, (c) the methodology for determining the Performance Goals as defined in Section 7, (d) the minimum performance
requirements as described in Section 8, and (e) the final calculation of Incentive Awards for the Participants as described in Section 9. The Committee shall also have the authority to review and approve any proposed amendments to the
Plan throughout the Plan Year. The Committee retains the right to discontinue or amend this Plan at any time. The Committee may use discretion to adjust the Incentive Award levels to account for events that impact the ability to meet the Performance
Goals described in Section 7. 
 The President and Chief Executive Officer of the Company (the “CEO”) will be responsible for the
interpretation and the day-to-day management of the Plan. The CEO shall also make recommendations to the Committee for review and approval. 

Nothing in this Plan is to be construed as a guarantee of an Incentive Award. 

  
 

 
 © Copyright 2017 Crown Castle USA Inc. All rights reserved. 

 
 3
 
 Crown Castle International Corp. 

2017 EMT Annual Incentive Plan 
  

 
  

 Section 4. Eligibility 

Executive employees who are selected by the CEO and approved by the Committee will be eligible to participate in the Plan (the “Participants”). 

Section 5. Change in Eligibility Status 
 In making
decisions regarding employees’ participation in the Plan, the CEO may consider any factors that he or she may consider relevant. The following guidelines are provided as general information regarding employee status changes upon the occurrence
of the events described below, provided that recommendation to include an employee in the Plan originates from the CEO, and the Committee may, in its sole discretion, exercise its authority to apply alternate treatment to any Participant
experiencing a change in eligibility status during the Plan Year: 
  

	(a)	New Hires. A newly hired employee selected and approved as a Participant in the Plan prior to March 1 of the Plan Year may participate in the Plan based on a full Plan Year. A newly hired employee selected
and approved as a Participant in the Plan on or after March 1 and before November 1 of the Plan Year may participate in the Plan on a pro rata basis as of the date the Participant was first approved as a Participant in the Plan with
respect to the Plan Year. A newly hired employee selected and approved as a Participant in the Plan on or after November 1 of the Plan Year will not be eligible to participate in the Plan until a new Plan Year begins the following January 1.

  

	(b)	Transfer, Promotion. A Participant that experiences a transfer or promotion during the Plan Year may participate in the Plan on a pro rata basis, with a portion of the Incentive Award tied to time spent in the
former position and the balance of the Incentive Award tied to time spent in the latter position. 

  

	(c)	Demotion. An Incentive Award will generally not be made to an employee who has been demoted during the Plan Year due to performance. 

 

	(d)	Termination. An Incentive Award will generally not be made to any Participant whose services are terminated prior to the payment of the Incentive Award for reasons of misconduct, failure to perform or other
cause. 

  

	(e)	Resignation. An Incentive Award will generally not be made to any Participant who resigns for any reason before the Incentive Award is paid. However, if the Participant has voluntarily terminated his or her
employment with the Company’s consent, the Participant may be considered for a pro rata Incentive Award, provided the Participant otherwise qualifies for the Incentive Award. 

 

	(f)	Death and Disability. A Participant whose status as an active employee is changed prior to the payment of the Incentive Award for any reason other than the reasons cited above may be considered for a pro rata
Incentive Award, provided the Participant otherwise qualifies for the Incentive Award. In the event that an Incentive Award is made on behalf of an employee who has terminated employment by reason of death, any such payments or other amounts due
will generally be paid to the Participant’s estate. 

 The above guidelines are subject to the terms of any applicable severance or
similar agreements. Nothing in the Plan shall confer any right to any employee to continue in the employ of the Company. 

  
 

 
 © Copyright 2017 Crown Castle USA Inc. All rights reserved. 

 
 4
 
 Crown Castle International Corp. 

2017 EMT Annual Incentive Plan 
  

 
  

 Section 6. Incentive Opportunity 

The CEO will determine, and recommend for approval by the Committee, incentive opportunities for each Participant. The incentive opportunities will be defined
as Incentive Opportunity Zones that represent a range of threshold, target and maximum performance outcomes for which incremental increases in performance will result in incremental increases in the Incentive Award. 

Each Incentive Opportunity Zone will include threshold, target and maximum incentive opportunities. The Participant’s target incentive opportunity will
be based on the Participant’s role and responsibilities, and will be expressed as a percentage of the Participant’s base salary. The Participant’s threshold and maximum incentive opportunities will be expressed as a Payout Multiple of
the target incentive opportunity and will also be based on the Participant’s role and responsibilities. The tables set forth on Exhibit A outline the target Payout Multiples for certain Participant categories. 

The target incentive opportunity as a multiple of base salary, and the resulting threshold and maximum opportunities will be determined and approved in
writing and kept on file for each Participant in the Business Support department. 
 Section 7. Performance Goals 

Each Participant shall have specific performance goals (the “Performance Goals”) determined for his or her position for the Plan Year. These
Performance Goals will be based on certain financial performance measures that support the approved business plan of the Company. 
 Corporate performance
will be assessed utilizing one or more performance measures with equal or different weighting, including without limitation any one or more of the performance criteria described below: 

 

	 	•	 	Corporate Adjusted EBITDA – calculated as CCIC EBITDA adjusted for non-cash compensation and amortization of prepaid lease purchase price adjustments.

  

	 	•	 	Corporate Adjusted Funds From Operations per Share – calculated as CCIC Adjusted Funds From Operations divided by weighted average CCIC common shares outstanding with respect to the Plan Year.

 The Performance Goals for these financial measures will generally be based on the Company’s 2017 financial budget/forecasts as
approved by the Board. 
 The target mix and weighting of the Performance Goals for each Participant will vary depending on the Participant’s role and
responsibilities, as set forth on Exhibit B. 
 For the financial performance measures, threshold, target, and maximum Performance Goals will be
established and aligned within the Participant’s applicable Incentive Opportunity Zone as defined above in Section 6. The threshold, target, and maximum Performance Goals for these financial measures, based on the Company’s
budget/forecast for 2017 are set forth on Exhibit C. 
 Section 8. Minimum Performance Requirements 

There are two minimum performance requirements in order to receive a full Annual Incentive in accordance with the Plan: 

  
 

 
 © Copyright 2017 Crown Castle USA Inc. All rights reserved. 

 
 5
 
 Crown Castle International Corp. 

2017 EMT Annual Incentive Plan 
  

 
  

	1.	The Minimum Financial Performance Target level set forth on Exhibit C must be achieved for Participants to be eligible for the Annual Incentive. 

 

	2.	The business units or departments for which the Participants are responsible must receive an acceptable 404 assessment of applicable internal controls. The receipt of a 404 assessment with a material weakness may result
in a reduction or elimination of the potential 2017 Annual Incentive for the responsible Participants and potentially all Participants. 

Section 9. Incentive Award Calculation 
 The
Incentive Awards will be calculated based on the Incentive Opportunity Zones established for each Participant at the beginning of the Plan Year. The Incentive Opportunity Zones can be depicted as target Incentive Opportunity Curves that correlate
the incentive Payout Multiples with each of the Performance Goals. 
 The target Incentive Opportunity Curve for each of the Performance Goals are set forth
on Exhibit D. 
 At Plan Year-end, the following steps will occur to calculate each Participant’s final
Incentive Award: 
  

	 	•	 	The actual performance results will be plotted on each applicable Incentive Opportunity Curve for the Participant. 

  

	 	•	 	If actual performance results fall between the threshold and target, or the target and maximum Performance Goals, the Payout Multiples will be calculated by interpolating the actual performance results with the
threshold, target, and maximum Payout Multiples. However, no incentive will be paid if actual results fall below the threshold Performance Goal. 

  

	 	•	 	Each of the resulting Payout Multiples will then be multiplied by the weighted percentage for the applicable Performance Goal. 

  

	 	•	 	The products of each will then be added together to determine the total Payout Multiple for the Participant. 

  

	 	•	 	The total Payout Multiple will then be applied to the Participant’s target Incentive Award as a percentage of base salary to determine the total Incentive Award. 

An illustration of how this calculation is performed is set forth on Exhibit E. 

Section 10. Incentive Award Payments 
 Incentive
Award payments in accordance with this Plan will be processed by March 15, 2018 following the Board of Directors’ approval of the Plan Year’s financial statements. 

  
 

 
 © Copyright 2017 Crown Castle USA Inc. All rights reserved.EX-10.2

 Exhibit 10.2 

Crown Castle International Corp. 

Summary of Non-Employee Director Compensation 

Initial Equity Grant. Each newly appointed or elected non-employee director is
granted, pursuant to the Crown Castle International Corp. (“Company”) 2013 Long-Term Incentive Plan, as amended, a number of unrestricted shares of common stock of the Company (“Common Stock”) having a valuation equal to
approximately $90,000, priced at the per share closing price of the Common Stock as of the effective date of the director’s appointment or election. 

Annual Equity Grant. At the Board’s first regularly scheduled meeting of each year, each non-employee director is granted shares of Common Stock having a valuation equal to approximately $155,000 ($255,000 in the case of the Chairman of the Board), priced at the per share closing price of the Common
Stock as of the date of such Board meeting. On February 16, 2017, the Board granted (1) 1,712 shares of common stock (priced at $90.50, the closing price of the Common Stock on February 16, 2017) to each
non-employee director of the Board, other than J. Landis Martin (or a pro-rated amount thereof to directors not expected to serve past the 2017 annual meeting of
stockholders) and (2) 2,817 shares of common stock (priced at $90.50, the closing price of the Common Stock on February 16, 2017) to J. Landis Martin for service as non-employee Chairman of the Board.

 Retainers. Each non-employee director receives an annual retainer, paid in
quarterly installments, of $75,000 (plus an additional (1) $20,000 for the Chair of the Audit Committee, (2) $15,000 for the Chair of the Compensation Committee, (3) $10,000 for the Chair of each of the Nominating & Corporate Governance
Committee and Strategy Committee, and (3) $5,000 for each member of the Audit Committee other than the Chair), and reimbursement of reasonable incidental expenses. 

Other Benefits. Each non-employee director is eligible to participate, at such
director’s cost and election, in the Company’s medical and dental plans. 
 Employee Directors. A director
who is also an employee of the Company receives no additional compensation for services as a director.

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