Multi-tier refresh logic, exception flags, executive memo.

1. Step 1

   Assemble population

   Pull headcount + level + performance tier + retention from Workday / SuccessFactors / Oracle HCM. Pull current and unvested equity values from Fidelity / Shareworks / Computershare / E*TRADE / Carta. Upload as CSV or paste inline.

2. Step 2

   Confirm guideline matrix

   Validate the level × performance-tier targets against the company refresh framework. Adjust band tolerance and outlier multiples to match TR policy.

3. Step 3

   Review exceptions

   Walk above / below / way-out / missing-guideline / retention-override / stale-grant flags. Document the rationale for any approved override.

4. Step 4

   Export memo and CSV

   Copy or download the executive memo (markdown) and the per-employee CSV. Memo is structured for a comp-committee pre-read with numbered sections.

5. Step 5

   Hand off

   TR leadership → finance (budget + FMV) → accounting (ASC 718 + forfeiture) → legal (plan share-reserve, country, section 16) → comp committee.

# Refresh grant sizing — planning memo

Educational diagnostic prepared from typed inputs. Not legal, tax, accounting, financial, or compensation advice. The company plan document, accounting guidance (ASC 718), and qualified counsel control. Bring this memo to TR leadership, finance, accounting, and legal for review before any action.

## 1. Inputs and assumptions
- Population in scope: 15 employees.
- Default FMV per share: $50 (per-row overrides honored where supplied).
- Share rounding increment: 1 share.
- In-band tolerance: target × 0.80 to target × 1.25.
- Outlier thresholds: way-low < 0.50× target, way-high > 1.50× target.
- Stale-grant threshold: 24 months (computed against 2026-05-08).
- Total budget reference: $1,500,000.

**Refresh guideline matrix applied** (target dollars per cell):

| Level | Top | High | Meets | Emerging | Below |
| --- | --- | --- | --- | --- | --- |
| L3 | $16,800 | $13,800 | $12,000 | $7,200 | — |
| L4 | $30,800 | $25,300 | $22,000 | $13,200 | — |
| L5 | $53,200 | $43,700 | $38,000 | $22,800 | — |
| L6 | $91,000 | $74,750 | $65,000 | $39,000 | — |
| L7 | $154,000 | $126,500 | $110,000 | $66,000 | — |
| M5 | $70,000 | $57,500 | $50,000 | $30,000 | — |
| M6 | $126,000 | $103,500 | $90,000 | $54,000 | — |
| M7 | $224,000 | $184,000 | $160,000 | $96,000 | — |

## 2. Totals
- Proposed dollars: $920,000
- Proposed shares: 18,432
- Average dollars per employee: $61,333
- Budget utilization: 61.3% (under by $580,000).

## 3. Distribution by level
- **L4** — 3 employees · $40,000 total · $13,333 avg · 800 shares
- **L5** — 5 employees · $204,000 total · $40,800 avg · 4,112 shares
- **L6** — 2 employees · $208,000 total · $104,000 avg · 4,160 shares
- **L7** — 1 employees · $50,000 total · $50,000 avg · 1,000 shares
- **M5** — 1 employees · $58,000 total · $58,000 avg · 1,160 shares
- **M6** — 1 employees · $110,000 total · $110,000 avg · 2,200 shares
- **(missing level)** — 1 employees · $0 total · $0 avg · 0 shares
- **L9** — 1 employees · $250,000 total · $250,000 avg · 5,000 shares

## 4. Distribution by performance tier
- **Top** — 2 employees · $180,000 (19.6% of spend)
- **High** — 6 employees · $584,000 (63.5% of spend)
- **Meets** — 5 employees · $134,000 (14.6% of spend)
- **Emerging** — 1 employees · $22,000 (2.4% of spend)
- **Below** — 1 employees · $0 (0.0% of spend)

## 5. Exceptions
- Needs manual review: 4
- Stale last grant: 3
- Retention override (justified): 2
- Above guideline: 1
- Below guideline: 1
- Way above guideline: 1
- Way below guideline: 1
- Missing level: 1
- No guideline for level/tier: 1
- Zero-value proposed: 1

## 6. Rows needing manual review (top 12)
- **E1004** (L6 · High) — proposed $130,000 vs target $74,750 → 2,600 shares at $50 FMV
    - Way above guideline: Proposed $130,000 is more than 1.50× the target ($74,750). Confirm intent before approval.
    - Retention override (justified): Above-band amount aligns with a critical role + high retention risk. Likely a justified override; capture the rationale in the manager's note.
    - Stale last grant: Last grant is 26 months old (threshold: 24). Confirm refresh has not been missed in a prior cycle.
- **E1008** (L7 · High) — proposed $50,000 vs target $126,500 → 1,000 shares at $50 FMV
    - Way below guideline: Proposed $50,000 is less than 0.50× the target ($126,500). Confirm intent before approval.
- **E1009** (— · Meets) — proposed $0 → 0 shares at $50 FMV
    - Missing level: Level is missing. Cannot look up a guideline; defaulting proposed refresh to 0. Add a level to score this row.
- **E1010** (L9 · High) — proposed $250,000 → 5,000 shares at $50 FMV
    - No guideline for level/tier: No guideline cell for level "L9" + tier "High". Add a row to the guideline matrix or change the level/tier on this row.

## 7. Recommended next steps
1. **TR leadership review.** Walk the rows needing manual review with the manager / HRBP that owns each population. Document the rationale for any approved override.
2. **Finance review.** Confirm the proposed dollars fit the FY refresh budget and any in-flight reorg / RIF assumptions. Confirm FMV inputs against the most recent 409A or trading-day reference.
3. **Accounting review.** Confirm ASC 718 expense impact and forfeiture rate assumptions. Reconcile to the share pool and dilution model.
4. **Legal review.** Confirm consistency with plan-document share reserve, individual-grant limits, country-specific restrictions, and section 16 / insider obligations.
5. **Comp committee handoff.** Package this memo with burn-rate / overhang context (Stock Plan Health Check), the dilution forecast, and the share-pool runway. Capture committee questions for the follow-up materials.

## Disclaimer
Outputs reflect the guidelines, settings, and inputs typed above. Real refresh decisions are governed by the company's plan document, the comp committee's authority, accounting expense considerations (ASC 718), share-pool runway, dilution targets, and applicable employment and securities law. This memo is a planning aid, not an approval. Bring it to TR leadership, finance, accounting, and legal before any action.