Form 8-K

8-K — LANDMARK BANCORP INC

Accession: 0001493152-26-048478

Filed: 2026-10-26

Period: 2026-10-21

CIK: 0001141688

SIC: 6021 (NATIONAL COMMERCIAL BANKS)

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

Item: Financial Statements and Exhibits

Documents

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0001141688

2026-10-21

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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) October 21, 2026

Landmark

Bancorp, Inc.

(Exact

name of registrant as specified in its charter)

Commission

File Number: 000-33203

Delaware

43-1930755

(State

or other jurisdiction

incorporation)

(I.R.S.

Employer

Identification

Number)

701

Poyntz

Manhattan,

Kansas 66502

(Address

of principal executive offices, including zip code)

(785)

565-2000

(Registrant’s

telephone number, including area code)

N/A

(Former

name or former address, if changed since last report)

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 (see General Instruction A.2 below):

☐

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

Securities

registered pursuant to Section 12(b) of the Act:

Title

of each class

Trading

Symbol(s)

Name

of each exchange on which registered

Common

Stock, $0.01 Par Value

LARK

The

Nasdaq Global Market

Indicate

by check mark whether the registrant is an emerging growth company as defined in Rule 405 of the Securities Act of 1933 (17 CFR §230.405)

or Rule 12b-2 of the Securities Exchange Act of 1934 (17 CFR §240.12b-2). Emerging growth company ☐

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)

Executive Officer Compensation.

October 21, 2026, the Board of Directors (the “Board”) of Landmark Bancorp, Inc. (the “Company”) approved the

Landmark Bancorp, Inc. Management Incentive Program (the “Program”), upon the recommendation of the Compensation Committee

of the Board (the “Committee”). Participants in the Program include executive officers and other key members of management

of the Company and its wholly-owned subsidiary, Landmark National Bank (the “Bank”), including Abigail M. Wendel, President

and Chief Executive Officer, and Mark A. Herpich, Chief Financial Officer, who are the Company’s principal executive officer and

principal financial officer, respectively. The full terms of the Plan are set forth in Exhibit 10.1 filed herewith and incorporated herein

by reference.

The

Program, which is administered by the Committee, consists of an annual cash incentive program (the “AIP”) and a long-term

equity incentive program (the “LTIP”). The Committee designates participants and, for each Program year, assigns each participant

a target AIP opportunity and an LTIP opportunity, each expressed as a percentage of base salary.

Under

the AIP portion of the Program, participants are eligible to earn an annual cash award based on performance against performance measures,

weightings and threshold, target and stretch goals established by the Committee. Performance at the threshold, target and stretch levels

earns 50%, 100% and 150%, respectively, of the weighted portion of the participant’s target AIP opportunity, with straight-line

interpolation between levels, no payout for performance below threshold, and a maximum payout of 150% of target. The Committee may adjust

results to reflect extraordinary, unusual, non-recurring or unforeseen events. Earned AIP awards are paid in cash following the Committee’s

certification of results, and in any event in the year following the performance period. Participants generally must remain employed

through the payment date, subject to prorated or full payment in the event of death, disability or qualifying retirement.

Under

the LTIP portion of the Program, participants are eligible to receive equity awards under the Landmark Bancorp, Inc. 2024 Stock Incentive

Plan, generally consisting of 50% of time-based restricted stock awards and 50% of performance-contingent grants of time-based restricted

stock awards. The awards are generally granted following the Committee’s certification of AIP results for the applicable year,

and the number of performance stock awards granted ranges from 0% to 150% of target based on the participant’s AIP achievement

for that year. Once granted, the awards generally vest in equal annual installments over three years, subject to continued service and

the terms of the 2024 Stock Incentive Plan and the applicable award agreement.

For

2026, Ms. Wendel’s target AIP opportunity is 35% of her base salary and her LTIP opportunity is 25% of her base salary, and Mr.

Herpich’s target AIP opportunity is 25% of his base salary and his LTIP opportunity is 20% of his base salary.

The

Board may amend, suspend or terminate the Program at any time.

The

foregoing description of the Program does not purport to be complete and is qualified in its entirety by reference to the full text of

the Program set forth in Exhibit 10.1 filed herewith and incorporated herein by reference.

Item

9.01.

Financial

Statements and Exhibits.

(d)

Exhibits

10.1

Landmark Bancorp, Inc. Management Incentive Program

104

Cover

Page Interactive Data File (embedded within the Inline XBRL document)

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.

LANDMARK

BANCORP, INC

Dated:

October 26, 2026

By:

/s/

Mark A. Herpich

Mark

A. Herpich

Chief

Financial Officer

EX-10.1

Filename: ex10-1.htm · Sequence: 2

Exhibit

10.1

EXHIBIT

LANDMARK

BANCORP, INC.

MANAGEMENT

INCENTIVE PROGRAM

PURPOSE

The

Landmark Bancorp, Inc. Management Incentive Program, as may be amended from time to time (the “Program”), is intended

to align the compensation of executives and other key members of management of the Company, and its subsidiaries, with the achievement

of the Company’s annual and long-term business objectives, promote sustainable growth and shareholder value creation, reinforce

sound risk management practices, and attract, motivate, and retain such individuals critical to the Company’s success.

The

Program consists of two integrated components:

1. An

Annual Incentive Program (“AIP”), which provides annual cash incentive

opportunities based on the achievement of pre-established performance objectives; and

2. A

Long-Term Incentive Program (“LTIP”), which provides equity-based

incentive opportunities through grants of Restricted Stock Awards (“RSAs”)

and Performance Stock Awards (i.e., performance-contingent grants of Restricted Stock Awards)

(“PSAs”) under the Company’s 2024 Stock Incentive Plan, as may be

amended from time to time (the “Stock Incentive Plan”).

The

Program is intended to reward both annual performance and long-term value creation while promoting stock ownership.

This

document is a summary of the principal terms of the Program, and it does not create any contractual or vested right to any award.

Capitalized

terms used but not defined in the body of the Program have the meanings given to them in Appendix D.

ADMINISTRATION

2.1. Administrator

The

Compensation Committee (the “Committee”) of the Board of Directors of the Company (the “Board”)

has full authority to interpret, administer and apply the Program and to make all other determinations and take all other actions necessary

or advisable for the administration of the Program. All determinations, interpretations, and decisions of the Committee with respect

to the Program or any award shall be made in the Committee’s sole discretion and shall be final, conclusive, and binding on all

persons, including Participants and their beneficiaries.

2.2.

Committee Authority

Without

limiting the generality of the foregoing, the Committee has authority to:

●

approve

Participants;

●

approve

annual incentive opportunities;

●

approve

performance metrics, weightings, and performance goals;

●

determine

the amount, terms, and conditions of any award;

●

review

and certify actual performance results;

●

approve

annual incentive payouts;

●

determine

PSA grant outcomes;

●

correct

administrative errors;

●

establish,

amend, and rescind rules and procedures for the administration of the Program; and

●

reduce,

eliminate, or adjust awards as permitted under the Program.

The

Committee shall exercise its authority and responsibilities in accordance with applicable law, the Company’s governing documents,

and the Committee Charter.

The

Committee may delegate administrative responsibilities for the Program to the Chief Executive Officer or other members of management

to the extent permitted by applicable law, stock exchange requirements, Company policies, and the Committee Charter; provided, however,

that no Participant may make determinations regarding his or her own compensation.

PARTICIPATION

3.1.

Eligible Participants

Participation

in the Program is limited to those executives and other key members of management of the Company and its subsidiaries designated by the

Committee (please see Appendix A).

Participation

in one Program Year does not guarantee participation in any future Program Year.

3.2.

Annual Review

For

each Program Year, the Committee shall approve:

●

Participants;

●

Target

AIP Opportunities (defined below);

●

LTIP

Opportunities (defined below); and

●

applicable

performance measures.

Please

see Appendices A and B.

The

Committee retains the discretion to include as a Participant any otherwise-eligible employee hired or promoted after the commencement

of a Performance Period (as defined below).

3.3. New

Hires and Promotions

Subject

to the Committee’s determination, employees hired into or promoted into a participating position on or before September 30 of a

Program Year may be eligible to receive a prorated award based on the number of days employed in a participating position during the

applicable Performance Period.

Employees

hired or promoted after September 30 shall not be eligible to participate until the following Program Year unless otherwise approved

by the Committee.

PART

I – ANNUAL INCENTIVE PROGRAM (AIP)

PURPOSE

The

AIP is intended to motivate and reward achievement of annual business objectives that support the Company’s strategic plan and

long-term success.

The

AIP is designed to:

● focus

the attention of executives and other key members of management on key business objectives;

● reward

achievement of goals;

● encourage

teamwork and accountability;

● support

sound risk management practices; and

● align

the pay of executives and other key members of management with Company performance.

5. PERFORMANCE

PERIOD

The

AIP performance period begins January 1 and ends December 31, except as otherwise determined by the Committee (the “Performance

Period”). Unless otherwise determined by the Committee, the Performance Period coincides with the Program Year.

6. ANNUAL

INCENTIVE OPPORTUNITIES

Each

Participant is assigned a target AIP opportunity expressed as a percentage of the Participant’s Base Salary (the “Target

AIP Opportunity”).

Target

AIP Opportunities are approved annually by the Committee (please see Appendix A).

PERFORMANCE MEASURES

7.1.

Balanced Scorecard

The

AIP uses a balanced scorecard approach.

Performance

measures may include financial and non-financial goals, or other objectives deemed appropriate by the Committee.

Performance measures may be:

● corporate, group

or individual goals; and/or

● quantitative or

qualitative.

7.2.

Annual Goal Setting

Prior

to or during the first quarter of each Program Year, the Committee shall establish:

● performance measures;

● relative weightings;

and

● threshold, target

and stretch performance levels.

The

aggregate weighting of all performance measures equals 100%.

7.3.

Adjustments

The

Committee may adjust reported results to exclude or include the impact of extraordinary, unusual, non-recurring, or

unforeseen events if the Committee determines such adjustments are appropriate to better reflect underlying performance. Examples

may include:

● acquisitions or

divestitures;

● changes in tax

law or accounting principles;

● significant litigation

settlements;

● catastrophic events;

● regulatory actions;

and/or

● other items deemed

appropriate by the Committee.

AIP PAYOUT DETERMINATION

8.1. Performance

Scale

Performance

is generally measured using the following payout schedule, unless otherwise determined by the Committee:

Performance Level

Payout Percentage as a % of Target

Below Threshold

0 %

Threshold

50 %

Target

100 %

Stretch

150 %

Performance

between established performance levels is determined using straight-line interpolation.

The

maximum AIP payout opportunity is capped at 150% of target.

8.2.

Scorecard Calculation

Each

performance measure is evaluated independently.

For

each performance measure:

1. actual

performance is compared against the approved performance goals;

a payout percentage is determined; and

the payout percentage is multiplied by the applicable weighting.

The

weighted results for all measures are then added together to determine the Participant’s overall AIP achievement percentage, subject

to Committee certification (the “Final AIP Achievement Percentage”).

The

final result is rounded to the nearest whole percentage.

8.3. Award

Calculation

Participant’s earned AIP award is equal to the following:

Base

Salary × Target AIP Opportunity × Final AIP Achievement Percentage

Please

see example in Appendix C.

9. PAYMENT

OF AIP AWARDS

Awards

are paid in cash, subject to all applicable taxes and withholdings. Awards are paid as soon as administratively practicable following

certification of performance results by the Committee for the applicable Performance Period; provided, however, that such payment shall

not be made earlier than January 1 immediately following the calendar year in which the Performance Period ends and no later than March

15 immediately following the calendar year in which the Performance Period ends.

PART

II – LONG-TERM INCENTIVE PROGRAM (LTIP)

10. PURPOSE

The

LTIP is intended to:

● promote

long-term shareholder value creation;

● align

the interests of executives and other key members of management with shareholder interests;

● encourage

stock ownership;

● support

retention of executives and other key members of management; and

● provide

a meaningful portion of compensation that is contingent upon Company performance.

All

LTIP awards are granted pursuant to and subject to the terms of the Stock Incentive Plan and the applicable award agreement.

11.

LTIP OPPORTUNITY

Each

Participant is assigned an annual potential LTIP opportunity, expressed as a percentage of Base Salary (the “LTIP

Opportunity”) (please see Appendix A).

The annual LTIP Opportunity consists of:

● 50% Time-Based

RSAs; and

● 50% At-risk PSAs.

The

Committee establishes LTIP Opportunities annually.

12.

TIME-BASED RSA AWARDS

12.1. Award

Opportunity

The

RSA portion equals fifty percent (50%) of a Participant’s annual LTIP Opportunity.

12.2. Grant

Timing

RSAs

are generally granted following Committee certification of AIP performance.

12.3. Vesting

Unless

otherwise provided herein or in the applicable award agreement, RSAs generally vest as follows:

● One-third (1/3)

on the first anniversary of the grant date;

● One-third (1/3)

on the second anniversary of the grant date; and

● One-third (1/3)

on the third anniversary of the grant date.

Continued

service through each vesting date is generally required, except as otherwise provided in the applicable award agreement.

13.

AT-RISK PSA AWARDS

13.1. Grant

Opportunity

The

PSA portion equals fifty percent (50%) of a Participant’s annual LTIP Opportunity.

13.2. Performance

Determination

The

number of PSAs granted is determined based on the Participant’s Final AIP Achievement Percentage for the applicable

Program Year.

13.3. PSA Grant Schedule

AIP Result

PSA Grant Outcome

Below Threshold

0 %

Threshold

50 %

Target

100 %

Stretch

150 %

Performance

between levels is determined using straight-line interpolation.

The

maximum PSA grant opportunity is capped at 150% of target.

Please

see example in Appendix C.

13.4. Grant

Timing and Vesting

PSAs

are granted after the Committee certifies annual AIP performance. The AIP outcome determines the number of PSAs granted. Once granted,

the PSAs generally remain subject to the same three-year vesting schedule as RSAs, summarized above, except as otherwise provided in

the applicable award agreement.

14. DIVIDENDS

Subject

to the terms of the applicable award agreement, Participants may receive dividends during the applicable vesting period with respect

to their granted RSAs and PSAs.

15.

TERMINATION OF EMPLOYMENT

15.1. Annual Incentive Program

Except

as otherwise provided in this Section 15, a Participant must remain actively employed through the date AIP awards are paid to be eligible

to receive an AIP award.

For

purposes of this Section, employment shall not be deemed terminated solely because a Participant transfers between the Company and any

subsidiary or affiliate.

1. Voluntary

Resignation. A Participant who voluntarily resigns prior to the payment date forfeits

any unpaid AIP award.

2. Termination

for Cause. A Participant whose employment is terminated for Cause prior to payment

forfeits any unpaid AIP award.

3. Death.

If a Participant’s employment terminates due to death during the Performance Period,

the Participant’s beneficiary or estate shall receive a prorated award based on the

Participant’s Target AIP Opportunity and the number of days worked during the Performance

Period. Payment shall occur at the same time awards are paid to active Participants as described

herein.

4. Termination

due to Disability. If a Participant’s employment terminates due to Disability

during the Performance Period, the Participant shall receive a prorated earned award based

on actual Company performance and the number of days worked during the Performance Period.

Payment shall occur at the same time awards are paid to active Participants as described

herein.

5. Retirement.

If a Participant retires during the Performance Period after both (i) attaining age sixty-five

(65), and (ii) completing at least five (5) years of continuous service with the Company

and/or its subsidiaries, the Participant shall receive a prorated award based on actual Company

performance and the number of days worked during the Performance Period. Payment shall occur

at the same time awards are paid to active Participants as described herein.

6. Termination

After the Performance Period. If a Participant’s employment terminates due

to death, Disability, or Retirement (as described above) after the end of the Performance

Period but before the payment date, the Participant (or the Participant’s beneficiary

or estate) shall receive the award earned for such Performance Period based on actual Company

performance, without proration. Payment shall occur at the same time awards are paid to active

Participants as described herein.

7. Unsatisfactory

Performance. Participants who are subject to a performance improvement plan or comparable

corrective action at the time awards are approved or paid may be deemed ineligible for an

award, as determined by the Committee in its discretion.

15.2. Long-Term

Incentive Program

Treatment

of outstanding LTIP awards (i.e., RSA/PSAs) upon termination of employment and/or a Change in Control shall be governed by the applicable

award agreement and Stock Incentive Plan. Participants shall have no legally binding right to an LTIP award, unless and until such award

is granted to the Participant. A Participant must be actively employed on the grant date of an LTIP award to receive such award, if any.

PART

III – ADMINISTRATIVE PROCEDURES

16. CLAWBACK

AND RECOVERY OF COMPENSATION

All

awards granted under this Program are subject to any compensation recovery, clawback, recoupment, forfeiture, or similar policy adopted

by the Company, as such policy may be amended from time to time.

Awards

shall also remain subject to any applicable federal or state law, stock exchange requirement, regulatory requirement, or other legal

authority requiring the recovery of incentive compensation.

The

Committee may require repayment, cancellation, forfeiture, reduction, or other recovery of awards or award proceeds to the maximum extent

permitted by applicable law.

17. GENERAL

PROVISIONS

17.1. No

Guarantee of Employment

Nothing

contained in the Program shall confer upon any Participant any right to continued employment or interfere in any way with the Company’s

right to terminate employment at any time.

17.2. No

Right to Future Awards

Participation

in the Program does not guarantee participation in any future incentive program or future award opportunity.

17.3. Non-Transferability

Except

as otherwise permitted by applicable law or the Committee, no award or right under this Program may be assigned, pledged, transferred,

or otherwise encumbered.

17.4. Tax

Withholding

The

Company shall have the right to withhold any federal, state, local, or other taxes required by law with respect to any payment or settlement

under the Program.

17.5. Applicable

Equity Plan

All

LTIP awards are granted under and remain subject to the terms and conditions of the Stock Incentive Plan and the applicable award agreement.

In the event of any inconsistency or conflict between this Program and the Stock Incentive Plan or an applicable award agreement under

the Stock Incentive Plan, the terms of the Stock Incentive Plan and, if applicable, the award agreement, shall control.

17.6. Amendment

or Termination

The

Board reserves the right to amend, suspend, or terminate the Program at any time and in its sole discretion, without notice and without

the consent of any Participant.

17.7. Safety

and Soundness Provisions

Notwithstanding

any other provision of the Program, the Committee may reduce, eliminate, adjust, cancel, or otherwise modify any award if the Committee

determines that such action is appropriate in light of:

● safety and soundness

considerations;

● regulatory guidance

or directives;

● capital adequacy

concerns;

● asset quality concerns;

● credit risk outcomes;

● risk management

considerations;

● significant compliance

failures;

● reputational risks;

● material misconduct;

and/or

● other circumstances

deemed material by the Committee.

The

Committee may exercise this authority at any time prior to payment of an AIP award and, with respect to LTIP awards, prior to grant of

the applicable RSAs/PSAs.

17.8. Section

409A

The

Program is intended to be exempt from, or otherwise comply with, Section 409A of the Internal Revenue Code of 1986, as amended (the “Code”)

and will be interpreted accordingly. The Committee reserves the right (including the right to delegate such right) to unilaterally amend

this Program without the consent of the Participant in order to maintain an exclusion from the application of, or to maintain compliance

with, Code Section 409A. If any award constitutes “nonqualified deferred compensation” within the meaning of Code Section

409A and is payable upon a Participant’s “separation from service” (within the meaning of Code Section 409A), and the

Participant is a “specified employee” (within the meaning of Code Section 409A) as of the date of such separation from service,

then, to the extent required to avoid the imposition of additional taxes under Code Section 409A, payment of such award shall be delayed

until the earlier of (i) the first business day following the six-month anniversary of the Participant’s separation from service

and (ii) the date of the Participant’s death, at which time all amounts so delayed shall be paid in a lump sum without interest,

and any remaining amounts shall be paid in accordance with their original schedule. No payment or settlement of any award subject to

Code Section 409A may be accelerated or delayed except as permitted by Code Section 409A.

Notwithstanding

the foregoing, the Company does not make any representation to the Participant that any award under the Program is exempt from, or

satisfies, the requirements of Code Section 409A, and the Company shall have no liability or other obligation to indemnify or hold

harmless the Participant (or any other person) for any tax, additional tax, interest or penalties that the Participant may incur in

the event that any provision of this Program, or any amendment or modification thereof or any other action taken with respect

thereto is deemed to violate any of the requirements of Code Section 409A.

17.9. Governing

Law

The

Program is governed by and construed in accordance with the laws of the State of Delaware, without regard to conflict of law principles.

17.10. Effective

Date

The

Program shall be effective as of January 1, 2026, following approval by the Board of Directors.

APPENDIX

A – PROGRAM PARTICIPANTS

Participants

STI

LTI

Total Opp

Executive

Title

Salary

TCC

TDC

APPENDIX

B – ANNUAL INCENTIVE PROGRAM SCORECARD

AIP Scorecard

APPENDIX C – AIP/LTIP EXAMPLE

The

following example is provided solely for illustration and does not modify the terms of the Program. In all events, the calculation of

any AIP award shall be determined by the Committee in its sole discretion.

Assume

the Participant has the following incentive opportunities and the stock price at grant is $25.

APPENDIX

DEFINITIONS

“Base

Salary” means, except as otherwise determined by the Committee, the Participant’s annual base salary in effect as of

the last day of the applicable Performance Period, and excludes, for the avoidance of doubt, any bonuses, equity awards, incentive compensation,

benefits, perquisites, and other special payments.

“Cause”

shall have the meaning set forth for such term in the Participant’s employment agreement with the Company or its subsidiary; or,

if the Participant’s employment agreement lacks such definition or the Participant has not entered into such an agreement, “Cause”

shall have the meaning assigned under the Stock Incentive Plan.

“Change

in Control” shall have the meaning assigned under the Stock Incentive Plan.

“Company”

means Landmark Bancorp, Inc.

“Disability”

shall have the meaning assigned under the Stock Incentive Plan.

“Participant”

means an executive or other key member of management of the Company, or any of its subsidiaries, designated by the Committee to participate

in the Program.

“Program

Year” means the calendar year, except as otherwise determined by the Committee.

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dei:submissionTypeItemType

Balance Type:

Period Type:

duration

- Definition

Address Line 1 such as Attn, Building Name, Street Name

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No definition available.

+ Details

Name:

dei_EntityAddressAddressLine1

Namespace Prefix:

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Data Type:

xbrli:normalizedStringItemType

Balance Type:

Period Type:

duration

- Definition

Name of the City or Town

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No definition available.

+ Details

Name:

dei_EntityAddressCityOrTown

Namespace Prefix:

dei_

Data Type:

xbrli:normalizedStringItemType

Balance Type:

Period Type:

duration

- Definition

Code for the postal or zip code

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No definition available.

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Name:

dei_EntityAddressPostalZipCode

Namespace Prefix:

dei_

Data Type:

xbrli:normalizedStringItemType

Balance Type:

Period Type:

duration

- Definition

Name of the state or province.

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No definition available.

+ Details

Name:

dei_EntityAddressStateOrProvince

Namespace Prefix:

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Data Type:

dei:stateOrProvinceItemType

Balance Type:

Period Type:

duration

- Definition

A unique 10-digit SEC-issued value to identify entities that have filed disclosures with the SEC. It is commonly abbreviated as CIK.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Exchange Act

-Number 240

-Section 12

-Subsection b-2

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Name:

dei_EntityCentralIndexKey

Namespace Prefix:

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Data Type:

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Balance Type:

Period Type:

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- Definition

Indicate if registrant meets the emerging growth company criteria.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Exchange Act

-Number 240

-Section 12

-Subsection b-2

+ Details

Name:

dei_EntityEmergingGrowthCompany

Namespace Prefix:

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Data Type:

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Period Type:

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- Definition

Commission file number. The field allows up to 17 characters. The prefix may contain 1-3 digits, the sequence number may contain 1-8 digits, the optional suffix may contain 1-4 characters, and the fields are separated with a hyphen.

+ References

No definition available.

+ Details

Name:

dei_EntityFileNumber

Namespace Prefix:

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Data Type:

dei:fileNumberItemType

Balance Type:

Period Type:

duration

- Definition

Two-character EDGAR code representing the state or country of incorporation.

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No definition available.

+ Details

Name:

dei_EntityIncorporationStateCountryCode

Namespace Prefix:

dei_

Data Type:

dei:edgarStateCountryItemType

Balance Type:

Period Type:

duration

- Definition

The exact name of the entity filing the report as specified in its charter, which is required by forms filed with the SEC.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Exchange Act

-Number 240

-Section 12

-Subsection b-2

+ Details

Name:

dei_EntityRegistrantName

Namespace Prefix:

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Data Type:

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Balance Type:

Period Type:

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- Definition

The Tax Identification Number (TIN), also known as an Employer Identification Number (EIN), is a unique 9-digit value assigned by the IRS.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Exchange Act

-Number 240

-Section 12

-Subsection b-2

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Name:

dei_EntityTaxIdentificationNumber

Namespace Prefix:

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Data Type:

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Balance Type:

Period Type:

duration

- Definition

Local phone number for entity.

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No definition available.

+ Details

Name:

dei_LocalPhoneNumber

Namespace Prefix:

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Data Type:

xbrli:normalizedStringItemType

Balance Type:

Period Type:

duration

- Definition

Boolean flag that is true when the Form 8-K filing is intended to satisfy the filing obligation of the registrant as pre-commencement communications pursuant to Rule 13e-4(c) under the Exchange Act.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Exchange Act

-Number 240

-Section 13e

-Subsection 4c

+ Details

Name:

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Namespace Prefix:

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Data Type:

xbrli:booleanItemType

Balance Type:

Period Type:

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- Definition

Boolean flag that is true when the Form 8-K filing is intended to satisfy the filing obligation of the registrant as pre-commencement communications pursuant to Rule 14d-2(b) under the Exchange Act.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Exchange Act

-Number 240

-Section 14d

-Subsection 2b

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Name:

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Namespace Prefix:

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Data Type:

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Balance Type:

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- Definition

Title of a 12(b) registered security.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Exchange Act

-Number 240

-Section 12

-Subsection b

+ Details

Name:

dei_Security12bTitle

Namespace Prefix:

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Data Type:

dei:securityTitleItemType

Balance Type:

Period Type:

duration

- Definition

Name of the Exchange on which a security is registered.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Exchange Act

-Number 240

-Section 12

-Subsection d1-1

+ Details

Name:

dei_SecurityExchangeName

Namespace Prefix:

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Data Type:

dei:edgarExchangeCodeItemType

Balance Type:

Period Type:

duration

- Definition

Boolean flag that is true when the Form 8-K filing is intended to satisfy the filing obligation of the registrant as soliciting material pursuant to Rule 14a-12 under the Exchange Act.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Exchange Act

-Number 240

-Section 14a

-Subsection 12

+ Details

Name:

dei_SolicitingMaterial

Namespace Prefix:

dei_

Data Type:

xbrli:booleanItemType

Balance Type:

Period Type:

duration

- Definition

Trading symbol of an instrument as listed on an exchange.

+ References

No definition available.

+ Details

Name:

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Namespace Prefix:

dei_

Data Type:

dei:tradingSymbolItemType

Balance Type:

Period Type:

duration

- Definition

Boolean flag that is true when the Form 8-K filing is intended to satisfy the filing obligation of the registrant as written communications pursuant to Rule 425 under the Securities Act.

+ References

Reference 1: http://www.xbrl.org/2003/role/presentationRef

-Publisher SEC

-Name Securities Act

-Number 230

-Section 425

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