Company: CRAI
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001104659-25-039429
Chunk: 36

Company: CRA INTERNATIONAL, INC.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 36
---
 vesting (8) See footnote 5 for the determination of Performance Compensation EBITDA. (9) See footnote 5 for the determination of non-GAAP net revenue. 27 TABLE OF CONTENTS schedules to address specific strategic objectives. Mr. Holmes’ Supplemental PRSU Award utilizes a four-year performance period with metrics tied to revenue generated from newly recruited talent, demonstrating how we tailor performance awards to align with key business priorities. In addition, the PRSUs granted under our LTIP also provide long-term retention value because the RSUs earned based upon the outcome of a PRSU’s performance conditions are subject to further time-based vesting, with vesting schedules typically ranging from two to four years following the performance determination. • Stock options because they motivate the recipient to increase shareholder value, and the four-year vesting schedule applicable to LTIP stock options provides long-term retention value. Long-term incentive program: awards for fiscal 2024 On April 29, 2024, our compensation committee granted equity awards, composed of RSUs and PRSUs, as described above, to our executive officers under our LTIP. The aggregate grant date fair values of these equity awards (assuming the PRSUs’ target performance will be achieved) are as follows: for Mr. Maleh, $2,100,000; for Mr. Mahoney, $600,000; for Mr. Holmes, (i) $400,000 with respect to annual LTIP PRSUs and (ii) $1,375,000 with respect to the Supplemental PRSU Award; and for Mr. Yellin, $425,000. The aggregate grant date fair values of this equity compensation represented about 97% of our executive officers’ fiscal 2024 target total compensation. (10) In addition, all of this equity compensation, the value of which is tied to the value of our common stock, together with the target payments of the annual incentive cash bonuses that our executive officers were eligible to receive based on fiscal 2024 performance, constituted over 72% of our executive officers’ fiscal 2024 target total compensation, demonstrating our commitment to providing executive compensation that aligns the interests of our executive officers with the interests of our shareholders, rewards performance, and provides retention value. The PRSUs granted to our executive officers under our LTIP in fiscal 2024 are based on the performance over fiscal 2024 and fiscal 2025 of our average Performance Compensation EBITDA (11) margin (including acquisitions and