Long-Term Incentive Compensation. Long-term incentive compensation awards may be made to the Employee from time to time during the Employment Term by the Board in its sole discretion, whose decision will be based upon performance and award guidelines for executive officers of the Company established periodically by the Board in its sole discretion.

Long-Term Incentive Compensation. During the Employment Period, the Executive shall be entitled to participate in any equity incentive, performance share, performance unit or other equity based long-term incentive compensation plan, program or arrangement (the “Plans”) generally made available to senior executive officers of the Company, on substantially the same terms and conditions as generally apply to such other officers, except that the size of the awards made to the Executive shall reflect the Executive’s position with the Company and may be based on different performance criteria established by the Compensation Committee or the Board, as the case may be. The Company expects that, each year the Company conducts peer group benchmarking, the total value of the Executive’s total target annual compensation (including Annual Base Salary, target Annual Bonus and target value of any equity-based long-term incentive awards) would be targeted with reference to the 50th percentile of the Company’s peer group based on the then current role of the Executive, as determined by the Compensation Committee or the Board, as the case may be, in their sole discretion.

Long-Term Incentive Compensation. During the Employment Term, Executive shall be eligible to participate in the 2018 Incentive Compensation Plan established by the Company (“Equity Incentive Plan”). The terms of such incentive stock options shall be as set forth in the applicable Equity Incentive Plan and applicable award agreements, which shall control in the event of a conflict with this Agreement.

Long-Term Incentive Compensation. During the Employment Term, Executive shall be eligible to participate in the Amended and Restated 2018 Incentive Compensation Plan established by the Company (“Equity Incentive Plan”). The terms of such incentive stock options shall be as set forth in the applicable Equity Incentive Plan and applicable award agreements, which shall control in the event of a conflict with this Agreement.

Long-Term Incentive Compensation. During the Employment Term, Executive will be eligible to receive long-term equity incentive compensation awards, (as determined by the Compensation Committee in its discretion) pursuant to the [[Company:Organization]] Plan or any other equity incentive compensation plans or programs established by the Company and in effect from time to time. These awards shall be granted in the sole discretion of the Compensation Committee and shall include such terms and conditions (including vesting terms and conditions) as the Compensation Committee in its sole discretion deems appropriate.

Long-Term Incentive Compensation. Long-term incentive compensation awards may be made to the Employee from time to time during the Employment Term by the Board in its sole discretion, whose decision will be based upon performance and award guidelines for executive officers of the Company established periodically by the Board in its sole discretion.

Subject to approval by the Board and the Compensation Committee (which shall be sought as soon as practicable following the effectiveness of this Agreement), Executive shall receive, as soon as practicable following the Effective Date, an initial long-term incentive award (the “Initial Award”) consisting of time-based restricted stock units to acquire shares of the common stock of Acadia (“RSUs”) with an aggregate grant date value of $1 million and performance stock units to acquire shares of the common stock of Acadia (“PSUs”) with an aggregate target grant date value of $3.5 million. RSUs subject to the Initial Award shall vest in four equal annual installments from the Effective Date; provided that Executive has not suffered a Termination (as such term is defined in Acadia’s Incentive Compensation Plan) prior to the applicable vesting date. PSUs subject to the Initial Award shall vest based on performance over a three-year performance period commencing on January 1, 2022 and ending on December 31, 2024; provided that, except as otherwise provided in Section 4 or the form of award agreement documenting the terms of such award, Executive has not suffered a Termination prior to the last day of such performance period. The performance criteria for such PSUs shall be established by the Board or the Compensation Committee, with 50% of such performance criteria based on EBITDA and 50% of such performance criteria based on earnings per share (“EPS”).

Long-Term Incentive Compensation. The Executive shall be eligible to receive annual long-term incentive awards as the Compensation Committee deems appropriate.

Long-Term Incentive Compensation. Executive may, as determined by the Board (or a designated committee thereof) in its sole discretion, periodically receive grants of stock options or other equity or non-equity related awards pursuant to the Company’s or an affiliate’s long-term incentive plan(s), subject to the terms and conditions of such plan(s) and the applicable award agreement(s) thereunder.

Long-Term Incentive Compensation. Executive may, as determined by the Board (or a designated committee thereof) in its sole discretion, periodically receive grants of stock options or other equity or non-equity related awards pursuant to the Company’s or an affiliate’s long-term incentive plan(s), subject to the terms and conditions of such plan(s) and the applicable award agreement(s) thereunder.