Company: ASGN
Filing Date: 2025-04-11
Form Type: PRE 14A
Source: 0000890564-25-000017
Chunk: 31

Company: ASGN Inc
Filing Date: 2025-04-11
Form: PRE 14A
Chunk 31
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 $4,539 |

| (1) |     | Revenues reflect the reported results for fiscal years ending in 2023, and the market capitalization values are as of December 31, 2023 (end of fiscal year prior to 2024 pay decisions). |

<div align='center'>24

Compensation Philosophy</div>

### Program Overview
Our executive compensation program is tied to our near-and long-term business strategy and keeps our named executive

officers focused on sustaining industry-leading financial and share-price performance.

| Element                                   |     | Purpose                                                                                                                      |
| Base Salary                               
 üAttract and retain                       
 üStable value delivery                    |     | •  Fixed compensation, payable in cash                                                                                       
 •  Provides executives with security and continuity in compensation                                                          
 •  Key component of attracting and retaining qualified executives                                                            |
| Cash Incentives                           
 üPay for short-term performance           
 üAlign with near-term strategy            |     | •  Variable, cash-based compensation rewards executives for performance against key financial, operating and strategic goals 
 •  Performance-based, with payouts only received for strong performance                                                      |
| Equity                                    
 üPay for sustained, long-term performance 
 üAlign executives and stockholders        
 üLong-term retention                      |     | •  Emphasizes long-term operational performance and stockholder value growth                                                 
 •  Ties opportunities for wealth creation and stock ownership directly to the long-term success of ASGN                      
 •  Promotes retention of executives                                                                                          
 •  Aligns executives with the interests of our stockholders                                                                  
 •  Encourages maximization of stockholder value                                                                              |

Compensation Policies and Practices

Our pay-for-performance philosophy and executive compensation governance provide a framework for executives to achieve ASGN’s financial and strategic goals without

encouraging excessive risk-taking in their business decisions. Key practices include:

| WHAT WE DO                                                                                                                                                                                   |     | WHAT WE DON'T DO                                                                       |
| üEmphasis on pay-for-performance                                                                                                                                                             
 üChallenging performance goals for incentive programs, requiring above-market performance to be earned at target levels, and significantly higher performance for stretch goals above target 
 üCompensation program designed to mitigate undue risk-taking                                                                                                                                 
 üDouble-trigger required for change in control severance provisions                                                                                                                          
 üRigorous stock ownership guidelines for executives and directors                                                                                                                            
 üMaintain clawback policy for executive incentive compensation that is more restrictive than the SEC-mandated policy                                                                         
 üThe fully independent Compensation Committee engages an independent compensation consultant                                                                                                 |     | xNo gross