Company: CNDT
Filing Date: 2025-04-08
Form Type: DEF 14A
Source: 0001677703-25-000062
Chunk: 54

Company: CONDUENT Inc
Filing Date: 2025-04-08
Form: DEF 14A
Chunk 54
---
ated based on the number of full months worked in the performance period, prior to the retirement date; and,

• The 2024 PRSU—Revenue Growth awards will follow the original three-year cliff vesting and payout will be based on actual performance at the end of the performance period, without proration.

Continued vesting of unvested awards is contingent upon completion of a successful transition of responsibilities (as determined by the Board); provided, however, that continued vesting would terminate if the executive were to do any of the following:

• accept full time paid employment at a public or private company (with exceptions for (A) board service, teaching, public service, or consulting, (B) employment at a family business, nonprofit, startup or other materially smaller enterprise, or (C) any other employment specifically approved by the CEO for non-executive officers or by the Board for executive officers);

• violate any applicable non-compete, non-solicit, or confidentiality agreements in effect at the time of the retirement; or

• disparage the Company or fail to reasonably cooperate with the Company based on the executive’s historical knowledge.

As of December 31, 2024, Messrs. Skelton and Prout are the only two named executive officers qualified for these Long-Term Incentive retirement provisions. See “Potential Payments Upon Termination or Change in Control” on page 45 for further details.

#### Governance of the Executive Compensation Programs

#### Risk Assessment
The Compensation Committee believes that its programs encourage positive behavior while balancing risk and reward, consistent with the interests of its shareholders. Conduent management conducts risk assessments each year and presents the findings to the Compensation Committee. Based on the assessment of programs covering its employees and executives for 2024, the Compensation Committee determined that its compensation plans, programs and practices do not motivate behavior that is reasonably likely to have a material adverse impact on Conduent, based on the following factors:

Key Program Features:

• Balanced mix of cash and equity, with incentives tied to both short- and long-term performance;

• Balanced mix of performance measures (financial, operational and stock price) approved by the Compensation Committee in advance;

• Executive incentive plan payouts are capped; and

• Overlapping performance periods for long-term incentives.

<div align='center'>33</div>

Risk Mitigators:

• Independent Compensation Committee oversight;

• Officer stock ownership guidelines;

• Compensation recoupment policy; and

• Anti-hedging and anti-pledging policies.

#### Ownership Requirements
The Company