Company: CVGI
Filing Date: 2025-04-16
Form Type: DEF 14A
Source: 0001628280-25-017895
Chunk: 54

Company: Commercial Vehicle Group, Inc.
Filing Date: 2025-04-16
Form: DEF 14A
Chunk 54
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     | N/A                         |     | N/A          |
| Mr. Cheung  |     |          $0.00 |     | N/A                         |     | N/A          |
| Mr. Mohamed |     |          $0.00 |     | N/A                         |     | N/A          |
| Ms. Mathers |     |          $0.00 |     | N/A                         |     | N/A          |

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On February 19, 2025, the Committee reviewed and approved the Bonus Plan for 2025. The Committee approved the following metrics for the 2025 Bonus Plan for the NEOs which have changed compared to the 2024 Bonus Plan:

| Bonus Plan - 2025 Metrics and Weighting |     |                 |     |                         |     |                                      |     |       |
| Metric Weighting                        |     | Strategic Goal: 
 Revenue         |     | Operating Income Margin |     | Operating Working Capital % of Sales |     | TOTAL |
| 20%                                     |     | 60%             |     | 20%                     |     | 100%                                 |     |       |

The 2025 target incentive will be 100% weighted to enterprise results for Mr. Ray, Mr. Cheung, Mr. Mohamed and Ms. Mathers due to their enterprise positions.

The 2025 target award opportunity under our Bonus Plan for our NEOs is as follows:

| NEO         |     | Percentage of Salary |
| Mr. Ray     |     | 100%                 |
| Mr. Cheung  |     | 65%                  |
| Mr. Mohamed |     | 75%                  |
| Ms. Mathers |     | 60%                  |

Long-Term Incentives

The Company's long-term incentive plan ("LTIP"), which is the equity incentive plan, is designed to recognize and reward executive officers for efforts related to the long-term growth and success of the Company. The equity incentive plan permits grants of various types of equity-based awards, including stock options, stock-settled stock appreciation rights, restricted stock, restricted stock units, performance shares and units, and other equity-based and cash awards, at the discretion of the Committee. This range of available awards provides the Committee the flexibility to grant appropriate types of awards under different circumstances, depending on our needs and the relative importance of compensation objectives as they may change from time to time.

As designed, our long-term incentive plan generally