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1: 10-K Annual Report HTML 5.51M
2: EX-4.32 Description of Common Stock of Alliant Energy HTML 47K
4: EX-10.11 Terms of Executive Short-Term Incentive Plan HTML 53K
5: EX-10.13 Form of Relocation Reimbursement Agreement HTML 45K
6: EX-10.14 Summary of Compensation and Benefits for HTML 42K
Non-Employee Directors
3: EX-10.2H Form of Performance Share Agreement HTML 86K
7: EX-21.1 Subsidiaries of Alliant Energy HTML 40K
8: EX-23.1 Consent of Independent Registered Public HTML 39K
Accounting Firm for Alliant Energy
9: EX-23.2 Consent of Independent Registered Public HTML 39K
Accounting Firm for Ipl
10: EX-23.3 Consent of Independent Registered Public HTML 39K
Accounting Firm for Wpl
20: EX-97 Incentive Compensation Recovery Policy HTML 53K
11: EX-31.1 Certification of the CEO for Alliant Energy HTML 44K
12: EX-31.2 Certification of the CFO for Alliant Energy HTML 44K
13: EX-31.3 Certification of the CEO for Ipl HTML 44K
14: EX-31.4 Certification of the CFO for Ipl HTML 44K
15: EX-31.5 Certification of the CEO for Wpl HTML 44K
16: EX-31.6 Certification of the CFO for Wpl HTML 44K
17: EX-32.1 Written Statement of CEO and CFO Pursuant to 18 HTML 41K
U.S.C.1350 for Alliant Energy
18: EX-32.2 Written Statement of CEO and CFO Pursuant to 18 HTML 41K
U.S.C.1350 for Ipl
19: EX-32.3 Written Statement of CEO and CFO Pursuant to 18 HTML 41K
U.S.C.1350 for Wpl
26: R1 Document And Entity Information HTML 133K
27: R2 Consolidated Statements Of Income HTML 163K
28: R3 Consolidated Balance Sheets HTML 189K
29: R4 Consolidated Balance Sheets (Parenthetical) HTML 54K
30: R5 Consolidated Statements Of Cash Flows HTML 185K
31: R6 Consolidated Statements of Common Equity HTML 118K
32: R7 Consolidated Statements of Common Equity HTML 42K
(Parenthetical)
33: R8 Summary Of Significant Accounting Policies HTML 240K
34: R9 Regulatory Matters HTML 287K
35: R10 Property, Plant and Equipment HTML 277K
36: R11 Jointly-Owned Electric Utility Plant HTML 97K
37: R12 Receivables HTML 159K
38: R13 Investments HTML 74K
39: R14 Common Equity HTML 58K
40: R15 Preferred Stock HTML 42K
41: R16 Debt HTML 551K
42: R17 Leases HTML 651K
43: R18 Revenues HTML 302K
44: R19 Income Taxes HTML 398K
45: R20 Benefit Plans HTML 1.91M
46: R21 Asset Retirement Obligations HTML 112K
47: R22 Derivative Instruments HTML 178K
48: R23 Fair Value Measurements HTML 485K
49: R24 Commitments And Contingencies HTML 224K
50: R25 Segments Of Business HTML 552K
51: R26 Related Parties HTML 99K
52: R27 Condensed Parent Company Financial Statements HTML 117K
53: R28 Valuation and Qualifying Accounts And Reserves HTML 107K
54: R29 Summary Of Significant Accounting Policies HTML 281K
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60: R35 Investments (Tables) HTML 72K
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62: R37 Debt (Tables) HTML 532K
63: R38 Leases (Tables) HTML 424K
64: R39 Revenues (Tables) HTML 290K
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68: R43 Derivative Instruments (Tables) HTML 166K
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73: R48 Condensed Parent Company Financial Statements HTML 119K
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(Narrative) (Details)
75: R50 Summary Of Significant Accounting Policies HTML 61K
(Schedule Of Average Rates Of Depreciation)
(Details)
76: R51 Summary Of Significant Accounting Policies HTML 53K
(Schedule Of Allowance For Funds Used During
Construction Recovery Rate) (Details)
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79: R54 Regulatory Matters (Assets Retired Early) HTML 60K
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(Details)
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(Details)
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Equipment) (Details)
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AFUDC) (Details)
84: R59 Jointly-Owned Electric Utility Plant (Details) HTML 74K
85: R60 Receivables (Narrative) (Details) HTML 52K
86: R61 Receivables (Details of Accounts Receivable) HTML 60K
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87: R62 Receivables (Gross Write-offs for Accounts HTML 50K
Receivable (Details)
88: R63 Receivables (Maximum And Average Outstanding Cash HTML 47K
Proceeds) (Details)
89: R64 Receivables (Receivables Sold Under The Agreement) HTML 62K
(Details)
90: R65 Receivables (Additional Attributes Of Receivables HTML 45K
Sold Under The Agreement) (Details)
91: R66 Investments (Narrative) (Details) HTML 47K
92: R67 Investments (Unconsolidated Equity Investments) HTML 68K
(Details)
93: R68 Investments (Summary Financial Information) HTML 105K
(Details)
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95: R70 Common Equity (Common Share Activity) (Details) HTML 54K
96: R71 Preferred Stock (Narrative) (Details) HTML 59K
97: R72 Debt (Narrative) (Details) HTML 105K
98: R73 Debt (Credit Facilities) (Details) HTML 51K
99: R74 Debt (Other Short-Term Borrowings) (Details) HTML 58K
100: R75 Debt (Long-term Debt) (Details) HTML 203K
101: R76 Debt (Schedule Of Debt Maturities) (Details) HTML 63K
102: R77 Leases (Narrative) (Details) HTML 44K
103: R78 Leases (Operating Leases) (Details) HTML 67K
104: R79 Leases (Finance Lease) (Details) HTML 91K
105: R80 Leases (Liabilities Arising from Obtaining Leased HTML 46K
Assets (Details)
106: R81 Leases (Expected Maturities of Operating and HTML 95K
Finance Lease Liabilities (Details)
107: R82 Disaggregation of Revenues (Details) HTML 111K
108: R83 Income Taxes (Narrative) (Details) HTML 69K
109: R84 Income Taxes (Schedule Of Components Of Income HTML 73K
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110: R85 Income Taxes (Schedule Of Effective Income Tax HTML 69K
Rates) (Details)
111: R86 Income Taxes (Schedule Of Deferred Tax Assets And HTML 76K
Liabilities) (Details)
112: R87 Income Taxes (Summary Of Tax Credit Carryforwards) HTML 49K
(Details)
113: R88 Income Taxes (Schedule Of Uncertain Tax Positions) HTML 44K
(Details)
114: R89 Benefit Plans (Narrative) (Details) HTML 90K
115: R90 Benefit Plans (Assumptions Used To Measure Benefit HTML 72K
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116: R91 Benefit Plans (Net Periodic Benefit Costs) HTML 87K
(Details)
117: R92 Benefit Plans (Funded Status of Benefits Plans) HTML 118K
(Details)
118: R93 Benefit Plans (Amounts Recognized On The HTML 86K
Consolidated Balance Sheets) (Details)
119: R94 Benefit Plans (Accumulated Benefit Obligations) HTML 75K
(Details)
120: R95 Benefit Plans (Regulatory Assets) (Details) HTML 45K
121: R96 Benefit Plans (Estimated Future Funding) (Details) HTML 53K
122: R97 Benefit Plans (Expected Benefit Payments) HTML 77K
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123: R98 Benefit Plans (Allocation Of Plan Assets) HTML 73K
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124: R99 Benefit Plans (Fair Value Of Plan Assets By Asset HTML 217K
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125: R100 Benefit Plans (Employees Participate In Defined HTML 43K
Contribution Retirement Plans) (Details)
126: R101 Benefit Plans (Recognized Compensation Expense And HTML 47K
Income Tax Benefits) (Details)
127: R102 Benefit Plans (Summary Of Performance Shares HTML 63K
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128: R103 Benefit Plans (Summary of Restricted Stock Units) HTML 63K
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129: R104 Benefit Plans (Summary of Performance Restricted HTML 63K
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130: R105 Benefit Plans (Carrying Value And Fair Market HTML 44K
Value Of The Deferred Compensation Obligation for
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131: R106 Asset Retirement Obligations (Reconciliation Of HTML 59K
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147: R122 Related Parties (Related Amounts Billed Between HTML 50K
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149: R124 Condensed Parent Company Financial Statements HTML 122K
(Condensed Balance Sheets) (Details)
150: R125 Condensed Parent Company Financial Statements HTML 88K
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151: R126 Valuation And Qualifying Accounts and Reserves HTML 56K
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‘EX-10.11’ — Terms of Executive Short-Term Incentive Plan
Alliant Energy Corporation’s (“Company”) compensation philosophy, in alignment with the performance culture, is designed to drive high performance and reward that performance competitively. This is done by developing total rewards programs, to include base salary and incentive pay programs, which focus and align employees’ interests with those of our company,
our shareowners, and our customers. The management team of the Company believes short-term incentives not only serves a key role in employees’ total compensation, but also drives the results and successes of the company.
The Executive Short-Term Incentive (“EXEC STI”) Plan is designed to engage employees and reward performance that is achieved above and beyond expectations by providing direct financial awards in the form of annual cash tied to the achievement of company financial, strategic, and operational goals, coupled with individual performance goals.
PLAN YEAR
The plan year is the fiscal year from ________ through ________ (“Plan Year”).
INCENTIVE TARGETS
Each employee is assigned a target incentive percent. The
target incentive percentages for executive officers of the company are determined by the Compensation and Personnel Committee (“CPC”) of the Company’s Board of Directors. The target incentive percentages for all other participants in the Plan are determined by the Company’s Chief Executive Officer.
SHORT-TERM INCENTIVE POOL
The short-term incentive pool varies from __% percent to __% percent of the total incentive targets. The funding level of the pool is determined by the achievement of corporate results at the end of the Plan Year.
CORPORATE PERFORMANCE MEASURES
The EXEC STI Plan uses corporate performance measures to calculate incentive pay awards. These include:
Corporate Financial Metric
•Consolidated
earnings per share (EPS) from Continuing Operations
Corporate Customer Metrics
•Customer Experience
•SAIDI
•SAIFI
Corporate Environmental, Social and Governance (ESG) Metrics
•Diversity, Equity, and Inclusion (DEI)
•Environmental
•Safety
FUNDING OF THE POOL
The incentive pool is funded based on the achievement of one financial metric and six operational metrics. The
financial metric (EPS) must be achieved at a minimum of the threshold level for the pool to be funded. Once EPS achieves the threshold level of performance, all metrics funds the pool on sliding scale basis.
The Committee, in consultation with Management, has the discretion to hold back a percentage of the incentive plan funding pool to enable recognition of significant accomplishments and performance. If such discretion is exercised, the corporate performance will be reduced to offset positive discretion applied to individuals to ensure that the aggregate payments under the plan do not exceed approved aggregate funding levels.
INDIVIDUAL INCENTIVE PLAN GOALS
Individual performance is a factor in determining individual incentive awards. Each year, employees and their supervisors identify performance expectations
(goals) based on job responsibilities and/or initiatives related to the implementation of the strategic plan. These expectations recognize the overall contribution of the employee, rather than a subset of their accomplishments, and are designed to achieve desired business results. Individual incentive pay expectations are not set at threshold, target, and maximum levels. At the end of the Plan Year, supervisors evaluate and rate their employees’ performance related to expectations and modeling of corporate values.
1
PAYMENT OF INCENTIVE PAY AWARD EARNED
Following the end of the Plan Year, individual performance is evaluated, and corporate results are compiled and audited. The results achieved by the Company determine
whether the incentive pay pool will be funded and at what level. Individual results achieved are factor into the final incentive pay award earned if the incentive pay pool is funded.
The full range of the incentive pay award for an individual is __% to __% of their target incentive pay percent. This award range is based upon the calculation of the short-term incentive award factors, including corporate and individual performance measures.
PLAN ADMINISTRATION
The CPC has the right to amend or terminate the EXEC STI Plan at any time.
Nothing contained in this EXEC STI Plan shall:
1.confer upon any employee any right with respect to continuation of employment with the Company;
2.interfere
in any way with the right of the Company to terminate his or her employment at any time; or
3.confer upon any employee or any other person any claim or right to any distribution under the EXEC STI Plan except in accordance with its terms.
No right or interest of any participant in the EXEC STI Plan shall, prior to actual payment or distribution to such participant, be assignable or transferable in whole or in part, either voluntarily or by operations of law or otherwise, or be subject to payment of debts of any participant by execution, levy, garnishment, attachment, pledge, bankruptcy or in any other manner.
Eligibility
To be eligible to participate in the EXEC STI Plan, an employee must satisfy the following criteria:
1.Employee
of one of the following entities:
a.Interstate Power and Light Company (IPL); or
b.Wisconsin Power and Light Company (WPL); or
c.Alliant Energy Corporate Services, Inc. (ServCo)
2.Employee is classified in a salary grade of E01 through E10
3.Employee is not involuntarily termed prior to payment date (except for termination reason “Elimination of Position”)
4.Employee status of:
a.Active, full time or part time on the payout date (“Active Employee”); or
b.terminated
during the Plan Year with reason of “Elimination of Position” or
c.terminated during the Plan Year with reason of “Voluntary Termination” or “Retirement” and the employee satisfies the definition of “Retirement Eligible” (as defined below) on or before the date of termination/retirement; or
d.terminated due to participant death
Retirement Eligible: Employees who are retirement eligible shall mean, for purpose of this Plan, the employee has reached age 55 and the employee’s age, in whole years, added to the number of whole years of the employee’s continuous employment with the Company total 65 or greater.
Timing
of Payment
Eligible participants will receive payment of award no later than March 15 following the end of the Plan Year (except those who are Active Employees, who may receive payment after March 15), unless such payment is deferred in accordance with the terms of the Alliant Energy Deferred Compensation Plan. Goal achievement and incentive pay pool funding is subject to approval by the Compensation and Personnel Committee (CPC) of the Board of Directors. All awards from the EXEC STI Plan are subject to state and federal taxes and social security withholdings. EXEC STI Plan awards are not 401(k) eligible.
Calculation of Payment
Incentive pay awards are calculated based upon the participant’s base compensation as of the end of the Plan Year (12/31), adjusted for any applicable proration’s (as described below).
Hire/Re-Hire
New
employees to the company who begin in the EXEC STI Plan after the start of the Plan Year will receive a prorated award based on the length of time participating in the EXEC STI Plan during the Plan Year. The award proration will be based on the date of hire/re-hire and does not include any time an employee participated in the EXEC STI Plan prior to hire/re-hire.
Phased Retirement Calculation
For employees who have changed to a less than full-time status in anticipation of retirement, the award payment is calculated based on the participant’s actual base earnings during the Plan Year, rather than their annualized base salary at the end of the Plan Year.
2
Mid
Plan year changes in Incentive Targets
Employees participate in the short-term incentive plan in which they are eligible at the end of the Plan Year. If an employee has a change in their short-term incentive level in the middle of a Plan Year, the employee may receive an award on a pro rata basis for time worked under each plan during the Plan Year at the discretion of the appropriate governance.
Long Term Disability
If an employee’s status changes from Active to Leave of Absence with reason of Long-Term Disability during the Plan Year, the employee will receive a prorated award based on the number of days the employee’s status was Active during the Plan Year.
Military Leave
Employees on Military Leave are
entitled to a full award, regardless of the duration of their leave, and will receive their award on the payout date.
CLAW-BACK PROVISION
Incentive pay awards shall be subject to potential cancellation, rescission, payback, recoupment or other action in accordance with the terms of any Company clawback policy (the “Clawback Policy”), as then in effect and as it may be amended from time to time, to the extent the Clawback Policy applies to the incentive pay award. The Company will not indemnify Employee with respect to any amounts recovered under the Clawback Policy, notwithstanding the terms of any indemnification or insurance policy, any contractual arrangement or any provision in the Company’s bylaws that may be interpreted to the contrary.
