Company: ACIW
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001193125-25-086263
Chunk: 49

Company: ACI WORLDWIDE, INC.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 49
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 Growth for each year of the three year performance period. In addition, for any performance year, the Company’s Adjusted EBITDA must be greater than or equal to the Company’s 2023 Adjusted EBITDA of $396.3 million. Any portion of the PSU Award that is earned based on the achievement of the Gross Revenue Growth goal will be adjusted up or down 20% based on our Total Shareholder Return percentile performance relative to the Total Shareholder Return of the S&P 600 Small Cap Index over the three year performance period, all as further described below. rTSR Multiplier The rTSR multiplier has the potential to increase or decrease the number of shares each Named Executive Officer ultimately receives by up to 20% based on the total shareholder return of our common stock relative to the S&P SmallCap 600 Index over the three-year period from March 1, 2024 through February 28, 2027. If the relative total shareholder return performance of our common stock achieves specified performance levels, then our executive officers’ “banked” share totals will be modified upwards or downwards as shown below:

| Performance                              
 (Percentile Ranking)                     |     | rTSR Multiplier Impact on Payouts |
| Less than or equal to 25th Percentile    |     | -20%                              |
| 50th Percentile                          |     | 0%                                |
| Greater than or equal to 75th Percentile |     | 20%                               |

If the relative total shareholder return performance of our common stock is between the specified percentage ranges in the performance matrix, the Compensation Committee will determine the award multiplier percentage earned by mathematical interpolation and rounded to the nearest whole share. Restricted Share Units We provided grants of RSUs in 2024 to increase the long-term retention power of our equity compensation and to align with the competitive market. Since the ultimate value of an RSU is based on our stock price at the time the RSU vests, we believe that there is strong alignment with stockholders’ interests while increasing our retention hold on our key executive and employee talent. The RSUs granted to our CEO in 2024 will vest in equal annual installments over a three-year period commencing on the first anniversary of the date of grant, subject to continued employment as of each vesting date. The RSUs granted to all other NEOs will vest in equal quarterly instalments over a three-year period commencing on the first quarter after the date of grant, subject to the grant