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Stock-Based Compensation | 6 Months Ended
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Jun. 30, 2022
Disclosure Of Compensation Related Costs Sharebased Payments [Abstract] |
Stock-Based Compensation | 12.STOCK-BASED COMPENSATION Restricted Stock Awards During the six months ended June 30, 2022, we issued an aggregate of 404,250 restricted shares of common stock under the Paycom Software, Inc. 2014 Long-Term Incentive Plan (as amended, the “LTIP”), consisting of 59,503 shares subject to market-based vesting conditions (“Market-Based Shares”) and 344,747 shares subject to time-based or no vesting conditions (“Time-Based Shares”). Market-Based Shares will vest 50% on the first date, if any, that the arithmetic average of the Company’s volume weighted average price on each of the twenty consecutive trading days immediately preceding such date (the “VWAP Value”) equals or exceeds $484 per share and 50% on the first date, if any, that the Company’s VWAP Value equals or exceeds $559 per share, in each case provided that (i) such date occurs on or before the eighth anniversary of the grant date and (ii) the recipient is employed by, or providing services to, the Company on the applicable vesting date, and subject to the terms and conditions of the LTIP and the applicable restricted stock award agreement. The Time-Based Shares granted to non-executive employees will vest over periods ranging from three to four years, provided that the recipient is employed by, or providing services to, the Company on the applicable vesting date, and subject to the terms and conditions of the LTIP and the applicable restricted stock award agreement. The 344,747 Time-Based Shares mentioned above include an aggregate of 5,210 Time-Based Shares issued to the non-employee members of our Board of Directors in May 2022, all of which will cliff-vest on May 9, 2023, provided that such director is providing services to the Company through the applicable vesting date, and subject to the terms and conditions of the LTIP and the applicable restricted stock award agreement. The following table summarizes restricted stock awards activity for the six months ended June 30, 2022:
|  | Time-Based |  |  | Market-Based |
|  | Restricted Stock Awards |  |  | Restricted Stock Awards |
|  | Shares |  |  | Weighted Average Grant Date Fair Value Per Share |  |  | Shares |  |  | Weighted Average Grant Date Fair Value Per Share |
Unvested shares of restricted stock outstanding at December 31, 2021 |  |  | 369.6 |  |  | $ | 259.94 |  |  |  | 1,628.3 |  |  |  | 111.87 |
Granted |  |  | 344.7 |  |  | $ | 285.89 |  |  |  | 59.5 |  |  |  | 268.93 |
Vested |  |  | (215.3 | ) |  | $ | 174.98 |  |  |  | — |  |  |  | 278.24 |
Forfeited |  |  | (31.5 | ) |  | $ | 317.45 |  |  |  | (5.7 | ) |  |  | 279.88 |
Unvested shares of restricted stock outstanding at June 30, 2022 |  |  | 467.5 |  |  | $ | 314.35 |  |  |  | 1,682.1 |  |  | $ | 116.85 |
Performance-Based Restricted Stock Units In February 2022, the Compensation Committee of the Board of Directors authorized the granting of performance-based restricted stock units (“PSUs”) to certain executive officers pursuant to the LTIP (the “2022 PSU Awards”). Each PSU granted under the LTIP represents a notional share of the Company’s common stock. The 2022 PSU Awards represented an aggregate of 51,494 target units that may increase to an aggregate of 128,735 awarded units based upon the Company’s performance over two separate performance periods: (i) a two-year performance period commencing on January 1, 2022 and ending on December 31, 2023 (the “Two-Year Performance Period”); and (ii) a three-year performance period commencing on January 1, 2022 and ending on December 31, 2024 (the “Three-Year Performance Period”). Up to 25% of the PSUs will be eligible to vest no later than February 29, 2024, for the Two-Year Performance Period, and up to 75% of the PSUs will be eligible to vest no later than March 1, 2025, for the Three-Year Performance Period, provided that the grantee remains employed by or providing services to the Company on the applicable vesting date, and subject to the terms and conditions of the LTIP and the Restricted Stock Unit Award Agreement – Performance Based Vesting (the “PSU Award Agreement”). The number of PSUs that will vest and be converted into shares of common stock will depend on the Company’s relative total stockholder return (“Relative TSR”), expressed as a percentile ranking of the Company’s total stockholder return (“TSR”) as compared to the Company’s peer group set forth in the PSU Award Agreement. For purposes of the 2022 PSU Awards, TSR is determined by dividing (i) the sum of (A) the average daily volume weighted average price (or “VWAP” as defined in the PSU Award Agreement) of a share of the Company’s common stock or the common stock of a peer company, as applicable, during the final 60 trading day period of the applicable performance period, less (B) the average VWAP of a share of the Company’s common stock or the common stock of a peer company, as applicable, during the 60 trading day period ending on December 31, 2021, plus (C) the sum of all dividends which are paid by the Company (or the member of the peer group) to its stockholders, assuming such dividends are reinvested in the applicable company through the applicable performance period, by (ii) the average VWAP of a share of the Company’s common stock or the common stock of a peer company, as applicable, during the 60 trading day period ending on December 31, 2021. The Company’s peer group includes 35 publicly traded companies, which were reflective of the S&P 500 Software & Services index on the grant date. On April 14, 2022, the Company announced the departure of Jon Evans from the position of Chief Operating Officer of the Company, effective April 14, 2022. Justin Long, the Company’s Executive Vice President of Operations, will assume Mr. Evans’s responsibilities. In connection with Mr. Evans’s departure, 5,663 of the Time-Based Shares previously granted to Mr. Evans accelerated in vesting. The PSUs granted to Mr. Evans in 2021 and 2022 will remain eligible for vesting based on the Company’s actual performance, but pro-rated for the number of days Mr. Evans was employed during the applicable two-year performance periods and three-year performance periods. The following table summarizes PSU activity for the six months ended June 30, 2022:
|  | PSUs |
|  | Units |  |  | Weighted Average Grant Date Fair Value Per Unit |
Unvested PSUs outstanding at December 31, 2021 |  |  | 37.1 |  |  | $ | 556.50 |
Granted |  |  | 51.5 |  |  | $ | 296.07 |
Forfeited |  |  | (10.8 | ) |  | $ | 376.69 |
Unvested PSUs outstanding at June 30, 2022 (1) |  |  | 77.8 |  |  | $ | 409.13 |
| (1) | A maximum of 194,478 units could be awarded based upon Paycom’s Relative TSR over the applicable performance periods.
For the three and six months ended June 30, 2022, our total compensation expense related to restricted stock awards and PSU awards, in the aggregate, was $24.2 million and $46.3 million, respectively. For the three and six months ended June 30, 2021, our total compensation expense related to restricted stock awards and PSU awards, in aggregate, was $23.8 million and $47.4 million, respectively. The following table presents the unrecognized compensation cost and the related weighted average recognition period associated with unvested restricted stock awards and unvested PSU awards as of June 30, 2022.
|  | Restricted Stock |  |  |  |  |
|  | Awards |  |  | PSUs |
Unrecognized compensation cost |  | $ | 260,132 |  |  | $ | 18,977 |
Weighted average period for recognition (years) |  |  | 3.5 |  |  |  | 1.8 |
We capitalized stock-based compensation costs related to software developed for internal use of $2.3 million and $4.2 million for the three and six months ended June 30, 2022, respectively. We capitalized stock-based compensation costs related to software developed for internal use of $1.9 million and $3.4 million for the three and six months ended June 30, 2021, respectively.

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