Company: IONQ
Filing Date: 2025-04-28
Form Type: DEF 14A
Source: 0000950170-25-059289
Chunk: 43

Company: IonQ, Inc.
Filing Date: 2025-04-28
Form: DEF 14A
Chunk 43
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s received the following amounts under our 2024 incentive compensation plan:

| Named Executive Officer |     | Bonus Earned   
 in 2024 ($)(1) |         |
| Peter Chapman(2)        |     |                |       — |
| Thomas Kramer           |     |                | 199,000 |
| Rima Alameddine         |     |                | 153,000 |

(1) Bonus amounts were earned based on a dollar amount and 50% of that dollar amount was converted to RSUs based on the closing stock price on the New York Stock Exchange from the day prior to the Grant Date, rounded down to the nearest whole share, and 50% was paid in cash. (2) As described in more detail below, Mr. Chapman received a cash long-term incentive award in 2024. As a result, he was not awarded payment with respect to our OKR achievement. Sales Bonus In addition to the annual incentive compensation described above, for 2024, Ms. Alameddine was eligible for a sales bonus of up to 50% of her base salary, based on the achievement of sales and bookings goals. Based on achievement for 2024 with respect to the bookings goal, Ms. Alameddine is eligible for a sales bonus of $124,815, which will be paid in accordance with our payroll policies and Ms. Alameddine's sales bonus program. Long-Term Incentive Compensation We use LTI awards to incentivize and reward our executives (including our NEOs) for long-term corporate performance, primarily in equity to align the interests of our executives with those of our stockholders. We may grant stock options covering shares of our common stock and full value awards for shares of our common stock, or awards without a purchase price, such as PSUs and RSUs. New hire, or initial, equity awards for our executives are established through arms-length negotiations at the time the individual executive is hired. In making these awards, we consider, among other things, the prospective role and responsibility of the individual executive, competitive factors, the expectations concerning the size of the equity award, the cash compensation to be received by the executive, and the need to create a meaningful opportunity for reward predicated on the creation of long-term TSR. In addition, we grant equity awards to our executives when our compensation committee determines that such awards are necessary or appropriate to recognize corporate and individual performance, in recognition of a promotion, or to achieve our retention objectives. To date