Company: G
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001140361-25-013031
Chunk: 42

Company: Genpact LTD
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 42
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 and outstanding performance levels as a percentage of the target performance level for each metric under our 2024 bonus plan:

| Performance goal                
 (weighting)                     |     | Threshold |     | Target |     | Outstanding |
| AOI margin (45%)                |     | 98%       |     | 100%   |     | 102%        |
| Revenue (45%)                   |     | 99%       |     | 100%   |     | 104%        |
| Employee engagement score (10%) |     | 92%       |     | 100%   |     | 108%        |

If the Company achieved at least the threshold levels of each of the AOI margin, revenue and employee engagement score goals, the potential range of the Company Multiplier (based on the level of attainment of each goal and the weighting of that goal) would be as follows:

| Bonus pool        
 performance level |     | Company multiplier    
 (as a percentage of   
 total target bonuses) |
| Threshold         |     | 50%                   |
| Target            |     | 100%                  |
| Outstanding       |     | 200%                  |

For 2024, we achieved higher-than-target performance on the revenue and employee engagement score goals and lower-than-target but higher than threshold performance on the AOI margin goal. Based on the level of achievement of the AOI margin goal, the compensation committee exercised its discretion to reduce the funding of the bonus pool, resulting in a Company Multiplier of approximately 100%. See Exhibit 1 to this Proxy Statement for information regarding how our calculation of AOI differs from United States Generally Accepted Accounting Principles (“GAAP”) net income, as well as for a reconciliation of this non-GAAP financial measure to the most directly comparable GAAP measure. Bonus scorecards In an effort to further link our executive officer compensation to measurable Company and individual performance, the actual bonus payable to each of our named executive officers is determined based on attainment of pre-established individual, Company and segment performance targets for each officer subject to the maximum bonus potential based on the level of AOI margin, revenue and employee engagement scores. We utilize a scorecard methodology that incorporates multiple financial and non-financial strategic performance indicators for each officer, with the financial performance metrics accounting for between 60% and 85% of the result. Financial performance metrics included metrics such as company revenue, AOI and gross profit margin and, in certain cases, segment revenue and AOI and gross margin. Non