Company: SSUP
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001140361-25-012052
Chunk: 52

Company: SUPERIOR INDUSTRIES INTERNATIONAL INC
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 52
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 Grant runs from 1/1/2024 through 12/31/2026. In order to further align our executive compensation program with shareholder interests, the Human Capital and Compensation Committee selected Relative TSR as the sole performance metric for the 2024-2026 PRSU performance cycle. As Relative TSR is now the exclusive performance metric for the PRSUs and to motivate the executives to drive rapid and sustained stock price growth, the 2024-2026 performance period is structured as follows:

| • | 1/3 of the potential payout is based on 1-year Relative TSR from January 1, 2024 to December 31, 2024; |

| • | 1/3 of the potential payout is based on 2-year Relative TSR from January 1, 2024 to December 31, 2025; |

| • | 1/3 of the potential payout is based on 3-year Relative TSR from January 1, 2024 to December 31, 2026; and |

| • | The ultimate payout is based on the average payout from the performance periods identified above, with awards generally subject to 3-year vesting (i.e., after the conclusion of the full 3-year performance period). |

Performance criteria for the 2024 PRSU awards to our NEOs is based 100% on Relative TSR as compared to a TSR peer group consisting of the S&P United States SmallCap Value Automobiles and Components Indexand any companies considered in Superior’s compensation peer group that are not already included in this Index. The PRSU awards provide NEOs the opportunity to earn up to 200% of the target shares granted in Company stock. The LTIP Relative TSR performance criteria is calculated as follows:

| • | Relative TSR:“Relative TSR” is a performance measure that is equal to the Company’s total stockholder return relative to the total stockholder return of a set of comparator companies identified when the PRSUs were granted and remaining in the comparator group at the end of the performance period under the terms of the award agreements and the equity plan. Threshold performance is achieved at the 25th percentile of the Comparator group, Target performance is achieved at the 50thpercentile of the Comparator group, and Maximum performance is achieved at the 75thpercentile of the Comparator group. |

| 2025 Proxy Statement| 47 |

TABLE OF CONTENTS

| Executive Compensation and Related Information•2024 Executive Compensation Components |

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