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Employee Share-Based Incentive Compensation Plans | 12 Months Ended
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Dec. 31, 2019
Share-based Payment Arrangement [Abstract] |
Employee Share-Based Incentive Compensation Plans | Employee Share-Based Incentive Compensation Plans White Mountains’s share-based incentive compensation plans are designed to incentivize key employees to maximize shareholder value over long periods of time. White Mountains believes that this is best pursued by utilizing a pay-for-performance program that closely aligns the financial interests of management with those of its shareholders. White Mountains accomplishes this by emphasizing highly variable long-term compensation that is contingent on performance over a number of years rather than entitlements. White Mountains expenses all its share-based compensation. As a result, White Mountains’s calculation of its owners’ returns includes the expense of all outstanding share-based compensation awards. Incentive Compensation Plans White Mountains’s Long-Term Incentive Plan (the “WTM Incentive Plan”) provides for grants of various types of share-based and non-share-based incentive awards to key employees and directors of White Mountains. The WTM Incentive Plan was adopted by the Board, was approved by the Company’s sole shareholder in 1985 and was subsequently amended by its shareholders in 1995, 2001, 2003, 2005, 2010, 2013 and 2019. Share-based incentive awards that may be granted under the plan include performance shares, restricted shares, incentive stock options and non-qualified stock options (“Non-Qualified Options”). Performance Shares Performance shares are designed to reward employees for meeting company-wide performance targets. Performance shares are conditional grants of a specified maximum number of common shares or an equivalent amount of cash. Awards generally vest at the end of a three-year service period, are subject to the attainment of pre-specified performance goals, and are valued based on the market value of common shares at the time awards are paid. Performance shares earned under the WTM Incentive Plan are typically paid in cash but may be paid in common shares. Compensation expense is recognized for the vested portion of the awards over the related service periods. The level of payout ranges from zero to two times the number of shares initially granted, depending on White Mountains’s financial performance. Performance shares become payable at the conclusion of a performance cycle (typically three years) if pre-defined financial targets are met. The performance measures used for determining performance share payouts are growth in White Mountains’s adjusted book value per share and intrinsic value per share. Intrinsic value per share is generally calculated by adjusting adjusted book value per share for differences between the adjusted book value of certain assets and liabilities and White Mountains’s estimate of their underlying intrinsic values. The following table presents performance share activity for the years ended December 31, 2019, 2018 and 2017 for performance shares granted under the WTM Incentive Plan:
|  | Year Ended December 31,
|  | 2019 |  | 2018 |  | 2017
$ in Millions |  | Target Performance Shares Outstanding |  | Accrued Expense |  | Target Performance Shares Outstanding |  | Accrued Expense |  | Target Performance Shares Outstanding |  | Accrued Expense
Beginning of period |  | 40,616 |  |  | $ | 31.7 |  |  | 50,515 |  |  | $ | 45.8 |  |  | 80,353 |  |  | $ | 42.4 |
Shares paid or expired (1) |  | (13,715 | ) |  | (18.1 | ) |  | (23,186 | ) |  | (28.4 | ) |  | (30,838 | ) |  | (21.9 | )
New grants |  | 15,600 |  |  | — |  |  | 14,105 |  |  | — |  |  | 17,710 |  |  | — |
Forfeitures (2) |  | (28 | ) |  | (.1 | ) |  | (818 | ) |  | .1 |  |  | (16,710 | ) |  | (9.3 | )
Expense recognized |  | — |  |  | 30.2 |  |  | — |  |  | 14.2 |  |  | — |  |  | 34.6 |
End of period (3) |  | 42,473 |  |  | $ | 43.7 |  |  | 40,616 |  |  | $ | 31.7 |  |  | 50,515 |  |  | $ | 45.8 |
(1) | WTM performance shares payments in 2019 for the 2016-2018 performance cycle, which were paid in March 2019 ranged from 139% to 166% of target. WTM performance share payments in 2018 for the 2015-2017 performance cycle, which were paid in March 2018 ranged from 145% to 147% of target. WTM performance share payments in 2017 for the 2014-2016 performance cycle, which were paid in March 2017 ranged from 34% to 76% of target.
(2) | Amounts include changes in assumed forfeitures, as required under GAAP.
(3) | Outstanding performance share awards as of December 31, 2017 exclude 2,195 unvested performance shares awards for employees of Sirius Group, which are included in discontinued operations.
For the 2016-2018, 2015-2017 and 2014-2016 performance cycles, all performance shares earned were settled in cash. If the outstanding performance shares had vested on December 31, 2019, the total additional compensation cost to be recognized would have been $17.2 million, based on accrual factors as of December 31, 2019 (common share price and payout assumptions). The following table presents performance shares outstanding and accrued expense for performance shares awarded under the WTM Incentive Plan as of December 31, 2019 for each performance cycle:
$ in Millions |  | Target Performance Shares Outstanding |  | Accrued Expense
Performance cycle: |  |  |  |  |  |
2019 – 2021 |  | 15,600 |  |  | $ | 6.0 |
2018 – 2020 |  | 13,450 |  |  | 10.5 |
2017 – 2019 |  | 14,070 |  |  | 27.8 |
Sub-total |  | 43,120 |  |  | 44.3 |
Assumed forfeitures |  | (647 | ) |  | (.6 | )
Total |  | 42,473 |  |  | $ | 43.7 |
For the 2019-2021 performance cycle, the targeted performance goal for full payment of outstanding performance shares granted under the WTM Incentive Plan is 7% average growth in adjusted book value per share and intrinsic value per share. Average growth of 2% or less would result in no payout and average growth of 12% or more would result in a payout of 200%. For the 2018-2020 performance cycle, the targeted performance goal for full payment of outstanding performance shares granted under the WTM Incentive Plan is 6% average growth in adjusted book value per share and intrinsic value per share. Average growth of 2% or less would result in no payout and average growth of 10% or more would result in a payout of 200%. For the 2017-2019 performance cycle, the targeted performance goal for full payment of outstanding performance shares granted under the WTM Incentive Plan to non-investment personnel is 5% average growth in adjusted book value per share and intrinsic value per share. Average growth of 1% or less would result in no payout and average growth of 9% or more would result in a payout of 200%. For investment personnel, for the period ended December 31, 2017, the targeted performance goals for full payment of outstanding performance shares granted under the WTM Incentive Plan are based one-third on average growth in adjusted book value per share and intrinsic value per share (as described above) and two-thirds on achieving a total return on invested assets as measured against metrics based on the 10-year U.S. Treasury Note. For periods after December 31, 2017, the targeted performance goals for full payment of outstanding performance shares granted under the WTM Incentive Plan to investment personnel are based on the same performance goals described above for non-investment personnel. Restricted Shares Restricted shares are grants of a specified number of common shares that generally vest at the end of a three-year service period. The following table presents the unrecognized compensation cost associated with the outstanding restricted share awards under the WTM Incentive Plan for the years ended December 31, 2019, 2018 and 2017:
|  | Year Ended December 31,
|  | 2019 |  | 2018 |  | 2017
$ in Millions |  | Restricted Shares |  | Unamortized Issue Date Fair Value |  | Restricted Shares |  | Unamortized Issue Date Fair Value |  | Restricted Shares |  | Unamortized Issue Date Fair Value
Non-vested, |  |  |  |  |  |  |  |  |  |  |  |
Beginning of period |  | 41,510 |  |  | $ | 12.5 |  |  | 53,755 |  |  | $ | 14.3 |  |  | 70,620 |  |  | $ | 19.7 |
Issued |  | 15,600 |  |  | 14.5 |  |  | 14,105 |  |  | 11.4 |  |  | 17,985 |  |  | 16.3 |
Vested |  | (13,715 | ) |  | — |  |  | (25,381 | ) |  | — |  |  | (28,846 | ) |  | — |
Forfeited |  | — |  |  | — |  |  | (969 | ) |  | (.2 | ) |  | (6,004 | ) |  | (3.5 | )
Expense recognized |  | — |  |  | (10.3 | ) |  | — |  |  | (13.0 | ) |  | — |  |  | (18.2 | )
End of period (1) |  | 43,395 |  |  | $ | 16.7 |  |  | 41,510 |  |  | $ | 12.5 |  |  | 53,755 |  |  | $ | 14.3 |
(1) | Outstanding restricted share awards as of December 31, 2017 include 2,195 unvested restricted shares for employees of Sirius Group.
During 2019, White Mountains issued 15,600 restricted shares that vest on January 1, 2022. During 2018, White Mountains issued 13,450 restricted shares that vest on January 1, 2021, 290 restricted shares that vest on January 1, 2019 and 365 restricted shares that vest on January 1, 2018. During 2017, White Mountains issued 17,485 restricted shares that vest on January 1, 2020, 250 restricted shares that vest on January 1, 2019 and 250 restricted shares that vest on January 1, 2018. The unrecognized compensation cost as of December 31, 2019 is expected to be recognized ratably over the remaining vesting periods. Non-Qualified Options As of January 20, 2017, the 125,000 Non-Qualified Options issued to the Company’s former Chairman and CEO had been exercised. During the first quarter of 2017, 40,000 Non-Qualified Options, with an intrinsic value of $4.4 million, were exercised in exchange for 5,142 common shares with an equal total market value. Intrinsic value represents the difference between the market price of the Company’s common shares at the date of exercise and the fixed strike price of $742 per common share. The Non-Qualified Options were fully amortized as of 2011.

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