0001018399-22-000015.txt : 20220318 0001018399-22-000015.hdr.sgml : 20220318 20220318153219 ACCESSION NUMBER: 0001018399-22-000015 CONFORMED SUBMISSION TYPE: 8-K PUBLIC DOCUMENT COUNT: 15 CONFORMED PERIOD OF REPORT: 20220315 ITEM INFORMATION: Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers: Compensatory Arrangements of Certain Officers ITEM INFORMATION: Financial Statements and Exhibits FILED AS OF DATE: 20220318 DATE AS OF CHANGE: 20220318 FILER: COMPANY DATA: COMPANY CONFORMED NAME: ENTERPRISE BANCORP INC /MA/ CENTRAL INDEX KEY: 0001018399 STANDARD INDUSTRIAL CLASSIFICATION: STATE COMMERCIAL BANKS [6022] IRS NUMBER: 000000000 STATE OF INCORPORATION: MA FISCAL YEAR END: 1231 FILING VALUES: FORM TYPE: 8-K SEC ACT: 1934 Act SEC FILE NUMBER: 001-33912 FILM NUMBER: 22752311 BUSINESS ADDRESS: STREET 1: 222 MERRIMACK ST CITY: LOWELL STATE: MA ZIP: 01852 BUSINESS PHONE: 9784599000 MAIL ADDRESS: STREET 1: 222 MERRIMACK ST CITY: LOWELL STATE: MA ZIP: 01852 8-K 1 ebtc-20220315.htm 8-K ebtc-20220315
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UNITED STATES
SECURITIES AND EXCHANGE COMMISSION
WASHINGTON, D.C.  20549
 
FORM 8-K
 
CURRENT REPORT
Pursuant to Section 13 or 15(d) of the
Securities Exchange Act of 1934
 
Date of Report (Date of Earliest Event Reported): March 18, 2022 (March 15, 2022)
  
ENTERPRISE BANCORP, INC.
(Exact name of registrant as specified in charter)
 
     
Massachusetts 001-33912 04-3308902
(State or other jurisdiction (Commission (IRS Employer
of incorporation) File Number) Identification No.)
 
 
222 Merrimack Street  
Lowell,Massachusetts 01852
(Address of principal executive offices) (Zip Code)
 
(978)459-9000
(Registrant’s telephone number, including area code)
 
Check the appropriate box below if the Form 8-K filing is intended to simultaneously satisfy the filing obligation of the registrant under any of the following provisions:
 
☐            Written communications pursuant to Rule 425 under the Securities Act (17 CFR 230.425)
 
☐            Soliciting material pursuant to Rule 14a-12 under the Exchange Act (17 CFR 240.14a-12)
 
☐            Pre-commencement communications pursuant to Rule 14d-2(b) under the Exchange Act (17 CFR 240.14d-2(b))
 
☐            Pre-commencement communications pursuant to Rule 13e-4(c) under the Exchange Act (17 CFR 240.13e-4(c))

Securities registered pursuant to Section 12(b) of the Act:
Title of each classTrading symbol(s)Name of each exchange on which registered
Common Stock, $0.01 par value per shareEBTCNASDAQ Stock Market

Indicate by check mark whether the registrant is an emerging growth company as defined in Rule 405 of the Securities Act of 1933 (§230.405 of this chapter) or Rule 12b-2 of the Securities Exchange Act of 1934 (§240.12b-2 of this chapter).

Emerging growth company ☐  

If an emerging growth company, indicate by check mark if the registrant has elected not to use the extended transition period for complying with any new or revised financial accounting standards provided pursuant to Section 13(a) of the Exchange Act.  ☐  



Item 5.02. Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers

(e) 2022 Variable Compensation Incentive Plan. On March 15, 2022, the Board of Directors of Enterprise Bank and Trust Company (the “Bank”), the wholly owned banking subsidiary of Enterprise Bancorp, Inc. (the “Company”), approved the Enterprise Bank 2022 Variable Compensation Incentive Plan (the “2022 Incentive Plan”), including approval of specific performance factors, performance targets and percentage payout amounts for the year ending December 31, 2022. The 2022 Incentive Plan applies to employees, including the Company’s named executive officers, who do not otherwise participate in any form of individual or team-based sales incentive plan(s) or individual commission plan(s) maintained by the Company or the Bank.
The 2022 Incentive Plan is designed to acknowledge and reward Bank-wide performance objectives. Eligible employees of the Bank receive a target incentive opportunity, which is a set percentage of an individual’s base salary for the plan year (i.e., salary earnings for the year ending December 31, 2022). Each eligible employee is assigned to an incentive group based upon the employee’s position and role in the Bank. The performance factors that apply to each incentive group are generally similar, but there is some variation as performance factors are selected based on the role of the employee. The weights assigned to each performance factor (which determine the percentage of the total incentive payment that may be earned by an employee through accomplishment of the performance target applicable to such factor) differ by incentive group.
The total compensation pool available for incentive payouts under the 2022 Incentive Plan will be determined by the Company’s overall performance for the year ending December 31, 2022. The Company must attain a specified level of performance in “Income” (the “trigger” level) for the plan year for a payout to be made under any of the performance factors outlined in the 2022 Incentive Plan. “Income” under the 2022 Incentive Plan is defined as pre-tax income excluding variable compensation plan expense, the provision for credit losses, and gains or losses on sales or terminations of bonds, other real estate owned, derivatives, and borrowings. Under the terms of the 2022 Incentive Plan, a favorable or unfavorable variance to budget for the provision for credit losses expense will be applied to the “Income” performance factor at 50% of the variance. The additional performance factors for which


payout amounts may be made under the 2022 Incentive Plan for the Company’s named executive officers are year-to-date average low cost deposits, loan growth, non-interest fee revenue, and loan quality. Higher levels of payout may be accomplished with respect to each performance factor if performance levels exceed “threshold,” including reaching “target” and “stretch” levels. There is no minimum bonus amount that is required to be paid to any employee under the 2022 Incentive Plan. Any payout under the 2022 Incentive Plan will be made on or before March 15, 2023 and will be as outlined below.
In addition to the five specific “core” performance factors described above (i.e., “Income,” year-to-date average low cost deposits, loan growth, non-interest fee revenue, and loan quality), the “supplemental” performance factor of annualized fixed salary and benefit expense for the year ending December 31, 2022 also applies to the final determination of payout amounts to certain specified members of the Bank’s management team, including all of the Company’s named executive officers.
Each of Messrs. George L. Duncan, the Company’s Executive Chairman, and Mr. Richard W. Main, the Company’s President (each of whom is included in the “Bankwide” incentive group with a multiplier under the 2022 Incentive Plan), may receive an incentive payout under the 2022 Incentive Plan ranging from 1% of their respective base salaries if the Bank accomplishes the “threshold” levels for each “core” performance factor to 45% of their respective base salaries at “target” levels and 67.5% of their respective base salaries at “stretch” levels.
Mr. John P. Clancy, Jr., the Company’s Chief Executive Officer (who is included in the “Bankwide” incentive group with a multiplier under the 2022 Incentive Plan), may receive an incentive payout under the 2022 Incentive Plan ranging from 1% of his base salary if the Bank accomplishes the “threshold” levels for each “core” performance factor to 50% of his base salary at “target” levels and 75% of his base salary at “stretch” levels.
Mr. Stephen J. Irish, the Company’s Managing Director of Wealth Management and Chief Operating Officer (who is included in the “Bankwide” incentive group with a multiplier under the 2022 Incentive Plan), may receive an incentive payout under the 2022 Incentive Plan ranging from 1% of his base salary if the Bank accomplishes the “threshold” levels for each “core” performance factor to 40% of his base salary at “target” levels and 60% of his base salary at “stretch” levels.


Mr. Joseph R. Lussier, the Company’s Chief Financial Officer and Treasurer (who is included in the “Bankwide” incentive group with a multiplier under the 2022 Incentive Plan), may receive an incentive payout under the 2022 Incentive Plan ranging from 1% of his base salary if the Bank accomplishes the “threshold” levels for each “core” performance factor to 32.5% of his base salary at “target” levels and 48.75% of his base salary at “stretch” levels.
The actual payout percentages to the named executive officers may also be increased by a multiple of up to 1.05 or decreased by a multiple of as low as 0.95 depending upon the Bank’s performance with respect to the “supplemental” performance factor of annualized fixed salary and benefit expense; however, incentive payouts under the 2022 Incentive Plan will not exceed 150% of “target” levels. In addition, the Compensation and Human Resources Committee of the Company’s Board of Directors (the “Compensation Committee”) has the discretion to (i) determine whether the occurrence of an extraordinary event outside the control of the Company, and which affects the Company’s financial statements, should impact the payout under the 2022 Incentive Plan, and (ii) require recoupment of a partial or full payout received by an employee with the title of Senior Vice President or a more senior title if there is a material negative restatement resulting from material noncompliance with certain rules and regulations.
The foregoing description is a summary of the 2022 Incentive Plan and is qualified in its entirety by reference to the copy of the 2022 Incentive Plan that is attached as Exhibit 10.1 to this Current Report on Form 8-K and is hereby incorporated by reference to this Current Report on Form 8-K.
Grants of Restricted Stock. At a meeting held on March 15, 2022, the Company’s Board of Directors, on the recommendation of the Compensation Committee, approved grants of an aggregate of 12,342 shares of performance-based restricted stock under the Company’s 2016 Stock Incentive Plan (the “2016 Plan”) to the named executive officers of the Company, as follows: 3,591 shares of restricted stock to Mr. Duncan; 4,577 shares of restricted stock to Mr. Clancy; 1,916 shares of restricted stock to Mr. Main; 826 shares of restricted stock to Mr. Lussier; and 1,432 shares of restricted stock to Mr. Irish. The shares of restricted stock were granted pursuant to the terms of the Executive Officer Restricted Stock Agreement that is substantially consistent with the forms and descriptions thereof previously filed


with the Securities and Exchange Commission by the Company. The restricted stock grants will vest based on the Company’s attainment of certain cumulative diluted earnings per share criteria, as set forth below:
•when cumulative diluted earnings per share from January 1, 2022 forward reach $3.00, 25% of the restricted shares granted will vest; and
•when cumulative diluted earnings per share from January 1, 2022 forward reach $6.00, an additional 25% of the restricted shares granted will vest; and
•when cumulative diluted earnings per share from January 1, 2022 forward reach $9.00, an additional 25% of the restricted shares granted will vest; and
•when cumulative diluted earnings per share from January 1, 2022 forward reach $12.00, an additional 25% of the restricted shares granted will vest.
If the Company’s cumulative diluted earnings per share do not reach $12.00 by December 31, 2026 (approximately 5 years from January 1, 2022), any unvested restricted shares will be forfeited. The calculation of cumulative diluted earnings per share will be made at the end of each fiscal quarter and restricted stock will be considered to be earned at the close of business on the day the Company issues its earnings release for the fiscal quarter in which the criteria is met.
If there is an offering of the Company’s common stock or shares of the Company’s common stock are issued in connection with an acquisition, the above targets can be adjusted by the Company’s Board of Directors based upon a recommendation from the Compensation Committee.
Supplemental Executive Retirement and Deferred Compensation Plan 2022 Addendum. At a meeting held on March 15, 2022, the Company’s Board of Directors, on the recommendation of the Compensation Committee, approved the Enterprise Bank Supplemental Executive Retirement and Deferred Compensation Plan (the “SERP”) 2022 Addendum (the “2022 SERP Addendum”), including approval of service-based and performance-based contributions for the Chief Executive Officer and the Executive Vice Presidents of the Company, including Mr. Irish, the Company’s Managing Director of Wealth Management and Chief Operating Officer, and Mr. Lussier, the Company’s Chief Financial Officer and Treasurer. The contributions under the SERP for the plan year ending December 31, 2022 will be made on or before March 15, 2023 and will be as outlined below.


Mr. Clancy, the Company’s Chief Executive Officer, will receive a service-based contribution of $100,000 and will be eligible to receive an additional performance-based contribution outlined below based on the following criteria for the year ending December 31, 2022:
0%25%50%75%100% (Target)125%150%
Income Metric$41.4M$45.4M$49.4M$53.4M$57.4M$61.4M$65.4M
Chief Executive Officer Contribution Amount:$0$31,250$62,500$93,750$125,000$156,250$187,500

Mr. Irish, the Company’s Managing Director of Wealth Management and Chief Operating Officer, will receive a service-based contribution of $18,000. Mr. Lussier, the Company’s Chief Financial Officer and Treasurer, will receive a service-based contribution of $7,000. Messrs. Irish and Lussier will each be eligible to receive an additional performance-based contribution outlined below based on the following criteria for the year ending December 31, 2022:
0%25%50%75%100% (Target)125%150%
Income Metric$41.4M$45.4M$49.4M$53.4M$57.4M$61.4M$65.4M
Executive Vice Presidents Contribution Amount:$0$1,750$3,500$5,250$7,000$14,000$21,000

Similar to the 2022 Incentive Plan, “Income” is defined in the 2022 SERP Addendum as pre-tax income, excluding variable compensation plan expense, the provision for credit losses, and gains or losses on sales or terminations of bonds, other real estate owned, derivatives, and borrowings. A favorable or unfavorable variance to budget for the provision for credit losses expense will be applied to the “Income” performance factor at 50% of the variance.
The foregoing description is a summary of the SERP and the 2022 SERP Addendum and is qualified in its entirety by reference to the copy of the SERP filed as Exhibit 10.15.1 to the Company’s Annual Report on Form 10-K for the year ended December 31, 2021 filed with the Securities and Exchange Commission on March 10, 2022 and the 2022 SERP Addendum that is attached as Exhibit 10.2 to this Current Report on Form 8-K and is hereby incorporated by reference to this Current Report on Form 8-K.







[Remainder of Page Intentionally Blank]
































Signatures

Pursuant to the requirements of the Securities Exchange Act of 1934, the registrant has duly caused this report to be signed on its behalf by the undersigned hereunto duly authorized.
ENTERPRISE BANCORP, INC.
Date: March 18, 2022 By:/s/ Joseph R. Lussier
Joseph R. Lussier
Executive Vice President, Treasurer and Chief Financial Officer






 EX-10.1 2 exhibit101enterprisebank20.htm EX-10.1 Document

image_0.jpg
2022 Variable Compensation Incentive Plan

Purpose and Objective
The 2022 Variable Compensation Incentive Plan (the Plan) incents and rewards for Bank and Individual performance.

Participant Eligibility
Regular team members who do not participate in an individual sales incentive plan or an individual commission plan are eligible to participate in the Plan. Temporary and co-operative team members are ineligible to participate in the Plan. If your hire date is after January 1 of the current plan year, you will be eligible for a pro-rata payout, based on wages earned during the plan year. Team members who leave the Bank and are rehired within the same Plan year, the payout opportunity will include all regular eligible earnings earned in the Plan year.

Target Awards
You will have a target variable compensation opportunity (target percentage), which is a percentage of your eligible regular earnings (base salary) earned in the current plan year.


Determination of Variable Compensation Incentive Payout
You will be assigned to a variable compensation incentive group based upon your position and role at the end of the Plan year. Team members who experience an employment change from one short term incentive plan to another in the middle of the plan year, will have their payout prorated for each plan. Team members will receive credit for the first part of the year under their current cash incentive Plan and receive credit for the second part of the year under their new cash incentive Plan.

The Bank must attain Net Income of $18.1M (the “trigger”) in the current plan year for payouts to be made. If the trigger is achieved, the Plan payouts will be determined by the precise financial performance achieved in the plan applied to the target to determine the payout. The maximum incentive opportunity to be paid under this plan is 150% of target. The attached addendums outline the specific performance factors.

Timing of Payouts and Plan Payouts
The performance period is January 1 through December 31 of the current plan year. If it is determined that participants will receive a payout under the Plan, payouts will be received on or before March 15, following the plan year.

Payouts will be made in a cash lump sum. Incentive awards will be considered taxable income to participants in the year paid and will be subject to withholding for required income and other applicable taxes.

Team Member Individual Performance
Team member’s individual performance will be taken into consideration when determining final payouts under the 2022 Variable Compensation Incentive Plan based on results and impacts. Team member’s individual performance may be reduced up to 25% of the total Plan payout if a team member is not meeting performance expectations.







Termination of Employment
If a Plan participant terminates employment before the payout out date, an incentive award will not be paid. Participants must be an active team member of the Bank on the date the Plan incentive is paid to receive the award.

If a participant retires at or after the age of 62 and has been employed for at least three months in the current plan year, the participant is eligible to receive a pro-rata payout to be received within 30 days following the retirement date. If a participant passes away or employment ends as a result of disability during the Plan year, the participant or the participant’s beneficiary is eligible to receive a pro rata payout to be received within 30 days following death or disability. Payouts will be based upon the participant’s wages earned in the current Plan year and management’s estimate of year-end results at the participant’s employment end date.

Plan Authorization and Discretion
This Plan was developed based on the Bank’s existing business, market and economic conditions, current services, and staff assignments and is authorized by the Board of Directors and administered by the Compensation and Human Resources Committee. If changes occur that are substantial enough to affect these conditions, services, or assignments, the Compensation and Human Resources Committee may add to, amend, modify, or discontinue any of the terms and conditions of the Plan at any time as it deems appropriate. The Compensation and Human Resources Committee will determine on at least an annual basis, those team members of the Bank that will be eligible to participate in the Plan.

Extraordinary Event
An extraordinary event, such as a windfall, or a federal or state compliance, Community Reinvestment Act (CRA) or safety and soundness rating below satisfactory, or another unusual event, may either positively or negatively impact the Bank’s financial results and conditions. The Compensation and Human Resources Committee will have discretion whether the extraordinary event will impact the payout under the Plan.

Clawback Provision
If the Bank’s reported financial or operating results are determined to be subject to material negative restatement due to material noncompliance with any financial reporting requirement under the securities laws, fraud, or misconduct (other than a restatement caused by a change in applicable accounting rules or interpretations), the Compensation and Human Resources Committee may require recoupment of full or partial payout made to participants with an officer status of Senior Vice President (SVP) or above.

Ethics and Interpretation
If there is any ambiguity as to the meaning of any terms or provisions of this Plan or any questions as to the correct interpretation of any information contained therein, the Bank’s interpretation expressed by the Compensation and Human Resources Committee will be final and binding.

The altering, inflating, and/or inappropriate manipulation of performance/financial results or any other infraction of recognized ethical business standards, will subject the team member to disciplinary action up to and including termination of employment. In addition, any incentive compensation as provided by the Plan to which the team member would otherwise be entitled will be revoked.

Miscellaneous
The Plan will not be deemed to give any participant the right to be retained in the employ of the Bank nor will the Plan interfere with the right of the Bank to discharge any participant at any time. The relationship between team members and the Bank is one of at-will employment.

This Plan and the transactions and payments hereunder shall, in all respect, be governed by, and construed and enforced in accordance with applicable governmental laws and regulations. Each provision in this Plan is severable, and if any provision is held to be invalid, illegal, or unenforceable, the validity, legality, and enforceability of the remaining provisions shall not, in any way, be affected or impaired thereby.




Addendum: Bankwide Group with Multiplier
                             

Performance Factor Grid for Participant Scorecard*
Performance Factor
Weight
Threshold

Target
  
Stretch
0%
25%
50%
100%
125%
150%
200%
Income* 50%41.4045.4049.4057.4061.4065.4073.40
YTD Average Low Cost Deposits10%2.321M2.343M2.365M2.409M2.431M2.453M2.497M
Loan Growth 20%2.907M2.964M3.021M3.135M3.192M3.249M3.363M
Loan Quality 10%0.80%0.70%0.60%0.40%0.30%0.20%0.00%
Non-Interest Fee Revenue 10%15.9516.5617.1818.4119.0219.6420.86
* Income is defined as pre-tax income excluding income taxes, variable compensation plan expense, the provision for credit losses, and gains or losses on sales or terminations of bonds, other real estate owned, derivatives, and borrowings.


Additional Performance Factor
Annualized salaries and benefits expense multiplier for 2022:
•If less than $60,245,898, multiply actual payout percentage by 1.05
•If between $60,245,899 to $61,045,898, multiply actual payout percentage by 1.0
•If more than $61,045,899, multiply actual payout percentage by 0.95

Scorecard Adjustor for the Provision for Credit Losses:
A favorable or unfavorable variance to budget for the Provision for Credit Losses expense will be applied to the Income performance factor at 50% of the variance. For example, if the Provision for Credit Losses is favorable or unfavorable to budget by $1 million, the Income performance factor results would be increased or decreased by $500 thousand.

Scorecard Calculation Information:
The scorecard will be calculated using a precise payout level based on actual performance between levels. For example, if the Bank’s unadjusted Income result is $55.00M and the Provision for Credit Losses is $1.00M favorable to budget, the final Income result will be adjusted to $55.50M ($55.00M + 50% x $1.00M) and the Income performance metric would be adjusted to 88%. If the Provision for Credit Losses is $1.00M unfavorable to budget, the final Income result will be adjusted to $54.50M ($55.00M - 50% x $1.00M) and the Income performance metric would be adjusted to 82%.

 EX-10.2 3 exhibit102enterprisebanksu.htm EX-10.2 Document

Enterprise Bank Supplemental Executive Retirement and Deferred Compensation Plan
2022 Addendum

This Addendum to the Enterprise Bank Supplemental Executive Retirement and Deferred Compensation Plan (the "Plan") is effective for the Plan year commencing on January 1, 2022 (the "2022 Plan Year") and is intended to set forth certain provisions of the Plan that are determined at the discretion of the Compensation and Human Resources Committee of the Enterprise Bank and Trust Company Board of Directors (the "Compensation and Human Resources Committee"). Plan eligibility and Plan contributions will be reviewed annually by the Compensation and Human Resources Committee.

Plan Eligibility
The Chief Executive Officer and individuals with an officer status of Executive Vice President as of March 15, 2022 will be eligible for Plan contributions.

Employer Plan Contribution
Plan contributions will be made annually on or before March 15 of the year following the plan year and will be as follows for 2022:

Service Based Contributions
A service-based contribution of $7,000 will be made for the following Executive Vice Presidents for 2022:
•Chief Commercial Lending Officer
•Branch Administration Director
•Construction Lending Director
•Chief Risk Officer
•Chief Banking Officer
•NH Community Banking and Lending Director
•Chief Mortgage and Consumer Lending Officer
•Chief Sales, Community and Customer Relationship Officer
•Chief Human Resources Officer
•Chief Digital and Operations Officer
•Regional Commercial Lending Director
•Chief Information Officer
•Chief Financial Officer & Treasurer

A service-based contribution of $18,000 will be made for the following Executive Vice Presidents for 2022:
•Managing Director of Wealth Management & Chief Operating Officer

A service-based contribution of $100,000 will be made for the Chief Executive Officer for 2022.

Performance Based Contributions
The particpants will each receive an additional contribution based on the performance of the Income metric:
0%25%50%75%100% (Target)125%150%
Income Metric*41.4M45.4M49.4M53.4M57.4M61.4M65.4M
Executive Vice Presidents Contribution Amount:$0$1,750 $3,500 $5,250 $7,000 $14,000$21,000
Chief Executive Officer Contribution Amount:$0$31,250$62,500$93,750$125,000$156,250$187,500
* Income is defined as pre-tax income excluding income taxes, variable compensation plan expense, the provision for credit losses, and gains or losses on sales or terminations of bonds, other real estate owned, derivatives, and borrowings.

Scorecard Adjustor for the Provision for Credit Losses:
A favorable or unfavorable variance to budget for the Provision for Credit Losses expense will be applied to the Income performance factor at 50% of the variance. For example, if the Provision for Credit Losses is


favorable or unfavorable to budget by $1 million, the Income performance factor results would be increased or decreased by $500 thousand.

Scorecard Calculation Information:
The scorecard will be calculated using a precise payout level based on actual performance between levels. For example, if the Bank’s adjusted Income result is $55.50M, the Income performance metric would be 88%.

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Cover Document
Mar. 15, 2022
Cover [Abstract]  
Entity Central Index Key 0001018399
Document Type 8-K
Document Period End Date Mar. 15, 2022
Entity Registrant Name ENTERPRISE BANCORP, INC.
Entity Incorporation, State or Country Code MA
Entity File Number 001-33912
Entity Tax Identification Number 04-3308902
Entity Address, Address Line One 222 Merrimack Street
Entity Address, City or Town Lowell,
Entity Address, State or Province MA
Entity Address, Postal Zip Code 01852
City Area Code (978)
Local Phone Number 459-9000
Written Communications false
Soliciting Material false
Pre-commencement Tender Offer false
Pre-commencement Issuer Tender Offer false
Title of 12(b) Security Common Stock, $0.01 par value per share
Trading Symbol EBTC
Security Exchange Name NASDAQ
Entity Emerging Growth Company false
Amendment Flag false
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