Company: CYTK
Filing Date: 2025-03-31
Form Type: PRE 14A
Source: 0001140361-25-011212
Chunk: 92

Company: CYTOKINETICS INC
Filing Date: 2025-03-31
Form: PRE 14A
Chunk 92
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2)(vi) of Regulation S-K to link CAP to our performance. |

| Cytokinetics, Inc.|2025 Proxy Statement |     | 63 |

TABLE OF CONTENTS Pay Versus Performance

Financial Performance Measures As described in greater detail in the “Compensation Discussion and Analysis” section of this Proxy Statement, the Company's executive compensation program is based on a pay-for-performance philosophy to support the long-term growth of, and the strategic direction for, the Company. The metrics that the Company uses for both our annual cash incentive under our NEIP and long-term incentive plans are selected based on the objective of creating a strong nexus between executive officer and stockholder financial interests through sustaining positive performance over a multi-year period by way of attainment of our corporate and individual goals. As none of our drug candidates are approved and revenue generating through commercial sales, we do not have a financial performance measure to link CAP to our performance. Description of the Relationship between Pay and Performance We are a late stage research and development biotechnology company and have yet to realize any revenues from the commercial sale of our drug candidates. Accordingly, the corporate and individual goals that drive compensation to our named executive officers are non-financial goals such as regulatory milestones, including obtaining regulatory approval for our drug candidates and filing investigational new drug applications, research and development goals such as conducting and completing clinical trials, business development and financing goals, and designing and implementing our ESG programs. The Pay versus Performance Tableabove demonstrates:

| • | From 2020 to 2021, CAP to our PEO increased by 81%, from approximately $11.0 million to approximately $19.9 million, and average CAP to our other named executive officers (excluding our PEO) similarly increased by 97%, from approximately $3.3 million to approximately $6.5 million. TSR increased from $196 to $430 (representing an increase of 119%), and net losses increased by 69%, from approximately $127.3 million to approximately $215.3 million. |

| • | From 2021 to 2022, CAP to our PEO decreased by 56%, from approximately $19.9 million to approximately $8.7 million, and average CAP to our other named executive officers (excluding our PEO) similarly decreased by 80%, from approximately $6.5 million to approximately $1.3 million. TSR increased from $430 to $432 (representing an increase of <1%), and net losses increased by approximately 81%, from