Company: PTC
Filing Date: 2025-01-02
Form Type: DEF 14A
Source: 0001104659-25-000041
Chunk: 28

Company: PTC INC.
Filing Date: 2025-01-02
Form: DEF 14A
Chunk 28
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 executive compensation philosophy. Pearl Meyer attends Committee meetings, reviews compensation data with the Committee, and participates in discussions regarding executive compensation issues. The Committee meets with Pearl Meyer with and without PTC management present. Pearl Meyer was paid $230,047 for services to the Committee in 2024. No other compensation was paid to Pearl Meyer by the company for 2024. Consultation with Management Members of management, including our Chief Executive Officer and Chief People Officer, participate in Committee meetings as requested by the Committee to discuss the materials provided, including recommendations on executive pay, competitive market practices and performance measures. Although the members of management provide their views, decisions on executive compensation are made solely by the Committee and, in the case of the Chief Executive Officer’s compensation, without the presence of the Chief Executive Officer. Determination of the Total Amount of Compensation We make decisions regarding the amount and mix of compensation for our executives based on: • Objective data provided by Pearl Meyer (the “competitive analysis”); • Analysis of the scope of each executive’s responsibilities; and • Internal pay equity among the executives. We use the competitive analysis to assess our executives’ compensation against the compensation paid to executives in similar positions in the peer group to ensure that the compensation we pay is competitive and fair to our executives and to our shareholders. We generally target compensation opportunities for our executives at the median of the market as an initial benchmark. While we use the competitive analysis as a starting point, we also consider the qualitative dimensions of an executive’s role, internal pay equity among our executives, and tenure in the position when setting our executives’ compensation as we do not believe an external benchmark should be the only determinant of compensation.

| ​ |     | ​ | ​ | 2025 PROXY STATEMENT | ​ | ​ |     | ​ | ​ | 33 | ​ |

TABLE OF CONTENTS

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| 2024Highlights | ​ | ​ | ProxySummary | ​ | ​ | CorporateGovernance | ​ | ​ | ExecutiveCompensation | ​ | ​ | AuditorMatters | ​ | ​ | PTC StockOwnership | ​ | ​ | Annual MeetingInformation | ​ | ​ | OtherGovernance | ​ | ​ | Appendix A | ​ |

COMPETITIVE ANAL