Company: LGIH
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001580670-25-000028
Chunk: 52

Company: LGI Homes, Inc.
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 52
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 opportunity under the PSUs has a performance period of three years based on the Company’s cumulative basic earnings per share (“Basic EPS”) over that period compared to the pre-established targets. The PSU payout may range from 0% to 200% of the target amount based on actual results as compared to the target and absolute total stockholder return over the performance period. (See “What We Paid and Why - Compensation for NEOs - 2024 LTI Program” below for a description of the PSU program.) |
| Restricted Stock Units (RSUs)    |     | To encourage retention of the management team.                             
 Focus executives on multi-year activities that increase stockholder value. |     | This component provides an additional fixed level of long-term compensation to balance out the incentive-based compensation and to further align executives with stockholder value creation. The RSUs vest on the third anniversary of the grant date. |     |                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               |
| Retirement and other Perquisites |     |                                                                            |     | To provide competitive benefits to protect the employees and their covered dependents’ health and welfare, to facilitate strong performance on the job, and enhance productivity.                                                                      |     | Executive officers, including NEOs, are eligible to participate in the same benefit programs that are offered to other salaried employees, including the 401k Plan match, participating in the ESPP, auto allowances for positions requiring frequent travel, short-term and long-term disability coverage, and participation in health and welfare plans. Other limited perquisites are provided to the NEOs; see the Summary Executive Compensation Table below.                                                            |

#### How Executive Pay is Established
The Compensation Committee, in consultation with management and the Compensation Committee’s independent compensation consultant, endeavors to align our executive compensation program with our pay for performance philosophy to enhance stockholder value. Since the Company’s initial public offering in November 2013 , the Compensation Committee has engaged Meridian Compensation Partners LLC (“Meridian”) as its independent compensation consultant. In 2024, the Compensation Committee evaluated the independence of Meridian and concluded that Meridian was qualified to serve as an independent consultant to the Compensation Committee. In developing our pay for performance policies, Meridian assists the Compensation Committee with benchmarking elements of executive pay against external benchmarks, as discussed below.

Stockholder Advisory Votes on Executive Compensation

In approving the 2024 compensation of the NEOs, the Compensation Committee considered the results of the Say-on-Pay vote held at our 2023 annual meeting of stockholders, which received the support of over