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Stock-based Compensation Plans | 9 Months Ended
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Sep. 30, 2022
Share-Based Payment Arrangement [Abstract] |
Stock-based Compensation Plans | STOCK-BASED COMPENSATION PLANS We have stock-based employee compensation plans with awards outstanding under the Churchill Downs Incorporated 2016 Omnibus Stock Incentive Plan (the "2016 Plan") and the Executive Long-Term Incentive Compensation Plan, which was adopted pursuant to the 2016 Plan. Our total stock-based compensation expense, which includes expenses related to restricted stock awards, restricted stock unit awards ("RSUs"), performance share unit awards, and stock options associated with our employee stock purchase plan was $9.1 million for the three months ended September 30, 2022 and $7.8 million for the three months ended September 30, 2021. Stock-based compensation was $23.5 million for the nine months ended September 30, 2022 and $20.4 million for the nine months ended September 30, 2021. During the nine months ended September 30, 2022, the Company awarded RSUs to employees, RSUs and PSUs to certain named executive officers ("NEOs"), and RSUs to directors. The vesting criteria for the PSU awards granted in 2022 were based on a three-year service period with two performance conditions and a market condition related to relative total shareholder return ("TSR") consistent with prior year grants. The total compensation cost we will recognize under the PSUs is determined using the Monte Carlo valuation methodology, which factors in the value of the TSR market condition when determining the grant date fair value of the PSU. Compensation cost for each PSU is recognized during the performance and service period based on the probable achievement of the two performance criteria. The PSUs are converted into shares of our common stock at the time the PSU award value is finalized. A summary of the RSUs and PSUs granted during 2022 is presented below (units in thousands):
Grant Year |  | Award Type |  | Number of Units Awarded(1) |  | Vesting Terms
2022 |  | RSU |  | 61 |  | Vest equally over three service periods ending in 2025
2022 |  | PSU |  | 34 |  | Three-year performance and service period ending in 2024
2022 |  | RSU |  | 5 |  | One year service period ending in 2023
(1) PSUs reflect the target number of units for the original PSU grant.

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