Company: LGIH
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001580670-25-000028
Chunk: 75

Company: LGI Homes, Inc.
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 75
---
 -757,510 |     | $ |   482,777 |     | $ |  -697,792 |
| Deduction of fair value of awards granted prior to year that were forfeited during year                                                                                 |                                                                              | $ |         — |     | $ |         — |     | $ |          — |     | $ |         — |     | $ |         — |
| Increase based on dividends or other earnings paid during year prior to vesting date of award                                                                           |                                                                              | $ |         — |     | $ |         — |     | $ |          — |     | $ |         — |     | $ |         — |
| Total Adjustments                                                                                                                                                       |                                                                              | $ | 1,435,823 |     | $ |   511,887 |     | $ | -3,715,469 |     | $ | 2,963,553 |     | $ | 2,479,242 |

(3) The peer group used to calculate the Peer Group Total Shareholder Return is the S&P Select Industry Index.

(4) Dollar values in thousands.

(5) Pre-tax net income is the Company’s net income before income taxes, which the Company believes represents the most important financial performance metric used to link compensation actually paid to the NEOs to performance and is therefore selected as the Company-Selected Measure for purposes of this pay-versus-performance disclosure.

Relationship Between Compensation Actually Paid and Cumulative TSR

As demonstrated by the following graph, the amount of compensation actually paid to the CEO and the average amount of compensation actually paid to the Non-CEO NEOs have generally aligned with the Company’s cumulative TSR over the five-year period presented in the table. With respect to equity awards, the terms of the PSUs provide that the payouts will be capped at 100% of the target number of PSUs granted if absolute TSR is negative during the performance period, regardless of Basic EPS performance. See “What We Paid and Why - Compensation for NEOs - 2024 LTI Program - PSUs” for more information.

<div align='center'>54</div>

Relationship Between Compensation Actually Paid and Net Income

As demonstrated by the following graph, the amount of compensation actually paid to the CEO and the average amount of compensation actually paid to the Non-CEO NEOs have generally aligned with the Company’s net income over the five-year period presented in the table. While the Company does not use net income as a stand-alone performance measure in the overall executive compensation program, the