Company: CNS
Filing Date: 2025-03-21
Form Type: DEF 14A
Source: 0001284812-25-000127
Chunk: 38

Company: COHEN & STEERS, INC.
Filing Date: 2025-03-21
Form: DEF 14A
Chunk 38
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 each executive. Consistent with industry practice and our company’s pay-for-performance philosophy, the Compensation Committee sets base salaries for the company’s executives at levels that constitute a low percentage of their total compensation.

#### Annual Performance Incentives
The company awards annual performance incentives to its executive officers under the company’s Amended and Restated Stock Incentive Plan. Annual performance incentives are delivered in the form of cash bonuses and equity awards. Annual performance incentives are determined based on individual, departmental and company performance and help link executives’ total compensation to long-term increases in shareholder value.

Consistent with the company’s pay-for-performance philosophy, annual performance incentives represent the largest component of our executive officers’ total compensation.

At the beginning of each fiscal year, the Compensation Committee, with input from senior management, discusses the company’s performance objectives and each executive officer’s individual performance objectives. In general, the company’s performance objectives fall into three categories:

• financial objectives, including, but not limited to, revenue, operating income, net income and operating margin, focusing on as-adjusted results, with these results assessed on a relative and absolute basis and against industry peers, and additional objectives such as organic growth and assets under management;

• investment objectives, focusing mainly on our investment performance relative to our benchmarks measured over one- and multi-year time periods; and

• strategic objectives, including, but not limited to, new product development, client retention and expansion, human capital development and management succession.

Each executive officer’s individual performance objectives align with the company’s financial, investment and/or strategic objectives.

At the end of each fiscal year, the Compensation Committee determines each executive officer’s total annual performance incentives. In making these determinations, the Compensation Committee does not use predetermined formulas, weighted factors, specific benchmark percentiles or other specific and potentially limiting criteria. Rather, the Compensation Committee considers:

• the company’s overall performance compared to the objectives reviewed at the beginning of the fiscal year and any new objectives that emerged during the year;

• the company’s performance relative to prior years;

• the company’s performance relative to its peers;

• each executive officer’s individual performance compared to the objectives reviewed at the beginning of the fiscal year and any new objectives that emerged during the year;

• peer compensation data provided by McLagan;

• historical compensation levels for each executive officer; and

• other factors that the Compensation Committee deems relevant.

In addition, the Compensation Committee considers input from our chief executive officer in determining annual performance incentives for executive officers other than himself, and the Compensation Committee