Company: SXT
Filing Date: 2025-03-12
Form Type: DEF 14A
Source: 0001140361-25-008248
Chunk: 53

Company: SENSIENT TECHNOLOGIES CORP
Filing Date: 2025-03-12
Form: DEF 14A
Chunk 53
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 retirement on June 30, 2024, the potential number of his 2023 performance stock units eligible for vesting are prorated based upon his service of six months of the thirty-six month performance period and the potential number of his 2022 performance stock units eligible for vesting are prorated based upon his service of eighteen months of the thirty-six month performance period. |

| (3) | Amounts shown represent the amounts earned under the Company’s annual management incentive plans with respect to the years indicated. The specific targets for the year are set in February of the same year. |

For 2022, the amounts paid to Ms. Jones and Messrs. Paul Manning, Rolfs, Tornehl, and John J. Manning under the management incentive plans were based upon a percentage of each officer’s salary during such year multiplied by a weighted average of achievement of targeted levels of adjusted EBITDA (60% weight) and adjusted revenue (40% weight). In 2023 and 2024, the Compensation Committee changed the weighting to 70% adjusted EBITDA and 30% local currency revenue to reflect the priority of increasing profitability within the Groups at the Company. For Mr. Geraghty the amounts paid under the management incentive plans were based upon performance goals that were split between Color Group (70%) and Corporate (30%) results and measured based on a weighted average of the Color Group’s achievement of two performance goals: local currency operating profit (70% weight), and local currency revenue (30% weight). Additionally, in 2022, Mr. Geraghty was

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eligible for a Working Capital Incentive with a target payout of $100,000 based 100% on inventory reduction. In 2023, Mr. Geraghty was eligible for a New Product Development Incentive with a target payout of $100,000 based 100% on revenue generated from new product development. The amounts earned under the management incentive plans are capped at 200% of the award at the targeted level for each executive. See “Components of 2024 Executive Compensation and Benefits Program — Annual Incentive Plan Awards” above.

| (4) | Represents the increase in the actuarial present value of pension benefits during the specified fiscal year and the above market earnings on nonqualified deferred compensation. This benefit will not increase as a result of compensation increases after 2015 (after 2016 for Mr. Rolfs) because the SERP was frozen by