Company: SXI
Filing Date: 2025-09-05
Form Type: DEF 14A
Source: 0001437749-25-028442
Chunk: 50

Company: STANDEX INTERNATIONAL CORP/DE/
Filing Date: 2025-09-05
Form: DEF 14A
Chunk 50
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 criteria and the peer group companies to achieve a relative size positioning that is within a competitive range of median of the peer group companies.

For FY 2025 compensation, the following two companies were removed from the FY 2024 peer group: CIRCOR International, Inc., due to it being acquired, and Hurco Companies, Inc., due to revenue range. Rogers Corporation was added to the FY 2025 due to business fit and size characteristics. In April 2025, the Compensation Committee reviewed the peer group, and for FY 2026, removed Barnes Group, Inc. due to its acquisition; removed Chart Industries, Inc., NN, Inc. and L.B. Foster Company due to size and business relevance; added Advanced Energy Industries, Inc., Bel Fuse Inc., Mirion Technologies, Inc., Novanta Inc., and OSI Systems, Inc. due to similarity in size, complexity and business focus, along with strong market capitalizations and growth profiles.

2025 Proxy Statement51

Risk in Compensation Programs

The Compensation Committee regularly monitors and reviews the executive compensation program to determine the program’s effectiveness at achieving the stated objectives and principles. In August 2025, the Compensation Committee conducted its annual review of the executive compensation policies and practices and assessed whether the current incentives could lead to excessive or inappropriate risk taking by the executives. Following the review, the Compensation Committee concluded that the Company’s executive compensation program elements, when considered both separately and as a whole, are not reasonably likely to have a material adverse effect on the Company. In reaching this conclusion, the Compensation Committee noted the following factors:

| ► | Compensation elements are mixed. The executive compensation program has a balanced mix of base salary, annual cash incentive awards and long-term equity incentive awards. The mix between the elements decreases the dependency on one form of compensation over other forms and thus provides executives with an incentive to perform at high levels, both in the short-term and long-term. |

| ► | Incentive award metrics contain both short and long-term goals. The annual incentive award is contingent upon the attainment of pre-established short-term corporate, business and financial objectives, while the long-term incentive award is based on long-term stock growth as well as the attainment of financial performance goals. This balance between short and long-term goals reduces the incentive to prioritize short-term performance at the expense of long-term growth. |

| ► | Short-term and long-term performance metrics differ. The performance metrics used to determine the amount of annual incentive awards are different than the performance metrics used to determine the amount of